For an
organization to deepen its growth and propel towards establishing its market
share, a mere reliance on its product portfolio will not be sufficient (Newell,
2005). The organizational growth can be highly dependent on its degree of
retaining its best employees who contribute significantly towards its success.
In this connection, any organization should possess an effective recruitment
and selection process, which is designed to ‘select the right individuals and
reject the wrong ones ‘ (Newell, 2005) .
The
major purpose of selection process is to match the potential employees to the
work. Even a well -established organization cannot ensure its survival in the
long run, even after offering the highest pay and praise to its employees, as
it cannot expect performances beyond the capabilities of its employees.
Similarly, in an absence of the fundamental match of work with the people
engaged, it is impossible to gain the return on investments made on the human
resource programmes (Roberts, G., (1997).
Selection & Recruitment Process
Recruitment
is the process of identifying and attracting potential candidates from within
and outside an organization to begin evaluating them for future employment and
selection begins when the right caliber of candidates are identified (Walker,
2009). In other words, it involves everything from the identification of a
staffing need to filling it.
Figure 1 : Selection
Process Flow chart
Source
: Roberts, G. (1997)
According
to the above diagram, firstly the organization should be clear about the job
profile and the competencies it should possess. And depending on the labour
market conditions, organization may opt for internal or external recruitment
methods and advertise for the same accordingly. Once the responses are received
from the targeted group, applications are screened and selection methods such
as interviews, aptitude tests, psychometric tests are implemented. Based on the
results, the correct pool of potential employees will be selected and the
authenticity of information given on their educational, academic and other
related areas will be checked and verified. Upon receipt of satisfactory references,
the correct candidate will be offered the job role and directed for induction.
For an
instance, the organization I am employed in, chooses external recruitment
process for non-executive job roles considering its cost effectiveness and the
ability to reach for a higher number of potential employees at once. Nevertheless,
organization opt for internal recruitment for middle and senior management
vacancies as the company has already done performance reviews, analysis on
decision making and leadership skills of the employee.
A
consistent process of selection and recruitment will ensure long term retention
of employees, save time and money of the organization, thereby provide the good
and right fit. Thus any organization should thrive to achieve such selection
and recruitment process which is designed to obtain the number and quality of
employees that are required to achieve the strategic goals of the organization,
at a minimal cost (Ofori & Aryeetey, 2011).
References
· Newell, S. (2005) Chapter 5, 'Recruitment and
Selection ', Managing Human Resources: Personnel Management In Transition. 4th
ed. Blackwell, pp.115-147.
· Ofori, D., & Aryeetey, M. (2011).
Recruitment and selection practices in small and medium enterprises.
International Journal of Business Administration, 2(3):45-60
· Roberts, G., (1997). Recruitment and selection.
London: CIPD Publishing.
· Walker, James (2009), Human Resource Planning,
New York: McGraw-Hill Book Co., P95
Agree with your views. Recruitment and selection are key strategic domains in Human Resource Management (Lievens, 2019). According to (Costello, 2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests. Successful recruitment begins with proper employment planning and forecasting.
ReplyDeleteYes, Madu. Further to your comment. Human resource planning is the key activity which forecasts all the staff requirements and expects labour supply. Any gap in the demand and supply should be identified at initial stages and addressed to ensure the effective of the business. It also ensures the integration of all human resource-related activities (Compton, 2010)
DeleteAgreed.Hiring always is about selecting the right person with the knowledge, skills and ability to perform the job. However, not all hires are successful and a major reason is the new employee is not a good fit for the organization or the job. In fact, the costs of hiring the wrong person can be high, not only financially but in the time it takes to begin and complete the recruitment cycle again (Smith, 2014)
ReplyDeleteAgreed. Adding to your point, An effective recruitment process supports to increase the success rate of selection process by decreasing the no of visits qualified or overqualified job applicants, growing organization and individual efficiency of various recruiting techniques and for all the type of job applicants, create a talent pool of potential candidates for the benefits of the organization (Kumari, 2010).
DeleteAgree with your views. Adding to your points further, recruitment and selection is very important for a further number of reasons. They are the decision that is made to select an employee can either add or reduce the quality of the organization. It could further have a positive or negative impact on the staff that is already in employment and their performance. The cost to correct a recruitment mistake is very high and a correct new recruit is the only strategy to add value and fill in the void of non productive staff (Banfield and Kay, 2012).
ReplyDeleteHI Natasha, appreciate your feedback on this and Further to your comment . The recruitment and selection has become a energetic and challenging process in today's world, since it directly affects the revenue generating possibilities of an organization, employee turnover rate, level of employee morale and the confidence (Anderson, 2011).
DeleteAgreed with you Jinesh. Because hiring of correct person is could be affected to overall organization process. All of businesses engaged with human behaviors and it critically affected to the productivity and culture of the company. Hence a good recruitment and selection would not be accidentally (Hsu and Leat 2000).
ReplyDeleteHi Charith, appreciate your feedback on this and adding to your comment. Nowadays its important to have a proper recruitment and selection hence, recruiting wrong people or failing to predict changes in recruiting needs can be expensive, and it is important to make conscious efforts in human resource planning (Biles & Holmberg, 1980; Djabatey, 2012).
DeleteAgree with your views. Further, the recruitment and section process of an organization should be customized for the needs of the industry, to enable the selection of the capable individuals who are having required skills and experience to match the needs of the organization as per Patterson, Ferguson and Thomas (2008).
ReplyDeleteHI Pushpa, Thank you for your comment. Further, The right recruitment and selection can have many advantages to an organization, it can also be used as a way of gaining a competitive advantages through new talented people, which is not easy for other companies to copy. (Grant, 1991)
DeleteAgreed with your view, further the recruitment is most crucial function of organizations’ success as selecting most suitable candidate is foundation of organizations success and gain competitive advantage, addition to this recruitment practice is different from organization to organization and hiring incapable people to the organization is cost to the company as success of the organization is reflect of employees’ outcome hence recruitment is very essential in current business context for any companies (Djabatey, Edward Nartey, 2012).
ReplyDeleteThank you for your comment Elancgoan, Yes recruitment process is the connecting activity bringing together those with jobs to fill and those seeking job where potential candidates are discovered and selected for the job vacancies. Also the recruitment as the process of attracting potential employees and motivating them for applying job in an organization and Recruitment is the process of hiring the right kinds of candidates on the right job.( Kumari, 2010)
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