[1].Recruitment and Selection -Overview
Recruitment and selection the main important mechanism to attract human resources to achieve organizations effectiveness and success (Djabatey, 2012). Recruitment is regarded as the key to an organization's success, and it is an instrument that allows it to achieve its competitive value by continuously supplying the required and desired quality of individuals at the right time and place at the lowest cost. At the heart of the recruitment process is attracting candidates for the organization (Al Azzam A & Jaradat, 2014).Recruitment efforts should be aligned and combined with organizations vision, mission, and strategy (Al Azzam A & Jaradat, 2014).
Recruitment is a collection of practices and actions carried out by an organization with the primary purpose of identifying and recruiting potential employees; at the same time, the outputs of the recruitment process are used as inputs in the selection and placement process (Alnawaiseh and Almasarweh, 2020). Successful recruitment process performance may contribute in achieving several goals as supplying sufficient right candidates to fill available job vacancies by lower cost and increasing selection process effectiveness, human resources stability, and reducing the efforts and expenses of special activities as an examining and training in addition to achieve social responsibility (Al Azzam A & Jaradat, 2014).
The quality of the organizational performance depends upon the quality of employees which is determined by recruitment policies and practices in the organization (Oaya, Ogbu, and Remilekun, 2017). Recruitment and selection of workers is time and money consuming, thus it is critical that the process is carried out effectively and efficiently so that the results in the appointment of a person who is qualified for the position at hand. (Djabatey, 2012).
Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization (Saviour, Kofi, Yao and Letsa, 2016).It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires (Gupta, and Kumar, 2018). The selection process is followed by the hiring and appointment of the most qualified candidate for the job based on several factors (Roberts, 1997).
'A company can save up to 80% on recruitment costs and time by using green recruitment' (Alnawaiseh and Almasarweh, 2020). Recruiting, he claims, includes a wide range of procedures and actions that a business undertakes with the primary goal of identifying and attracting potential interviewee While it is known and understood that poor recruitment decisions continue to affect organizational performance and impede goal achievement, it is advocated that as a human resource management role, considerable effort be put into recruitment and selection procedures (Akuamoah, Amedagbui, Buabasah and Lesta, 2016).
'The Human Resources Department of large organizations, businesses, government offices and multilateral organizations are followed by a meticulous analysis of the job by which the qualities and capabilities required for it may be identified along with experience’ (Armstrong and Taylor, 2014). Both the processes of recruitment and selection are considered important for the effective functioning, lower cost and increasing selection process effectiveness, human resources stability, downsizing the efforts of the organizations and they take place simultaneously (Kapur, 2018).Below is the Selection and Recruitment Process according to Roberts, (1997).
Figure 1
Recruitment & Selection Process
(Source : Roberts, 1997)
Video 1.0 : HR Basics: Recruitment & Selection
Below Video 1.0 will discuss the importance of the Recruitment and Selection Process when choosing right candidate
Source: (Byrnes, 2017)
References
- Al Azzam A & Jaradat, 2014. IMPACT OF HR RECRUITMENT PROCESS ON JORDANIAN UNIVERSITIES EFFECTIVENESS. pp. pp.16-29.
- Alnawaiseh,M and Almasarweh,M, 2020. A Study On Recruitment & Selection Process With Reference.
- Armstrong, M and Taylor, S, 2014. Armstrong’s Handbook of Human Resource Management Practice.
- Byrnes, J., 2011. HR Basics: Recruitment & Selection. [video], from https://www.youtube.com/watch?app=desktop&v=7TNxZclJPr4.
- Djabatey, E., 2012. Recruitment and Selection Practices of Organisations: A Case Study of HFC Bank (Gh) Ltd., s.l.: Diss.
- Gupta, A and Kumar, S, 2018. A Study On Recruitment & Selection Process With Reference. p. 2.
- Kapur, R., 2018. Recruitment and Selection, s.l.: ResearchGate.
- Oaya, Z, Oghu, O, Remilekun, O, 2021. Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. International Journal of Innovation and Economic Development, 27 07.p. 2.
- Rauf, 2007. THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE.. Rauf.
- Roberts, G., 1997. Recruitment and selection.
- Saviour ,A,Kofi, A,Yao,B and Letsa, 2016. The Impact of Effective Recruitment and Selection Practice on Organisational Performance (A Case Study at University of Ghana. Global Journal of Management and Business Research: A Administration and Management, 16 I(11).
Further Recruitment activities should be in line with the vision, mission, and strategy of the company (Al Azzam A & Jaradat, 2014).
ReplyDeleteAgreed with the argument, but correspondingly, the outsourcing recruitment process is a powerful strategy used by many organizations globally, which helps save cost and time and improves recruitment quality. Outsourcing HR, especially the recruitment process, is a strategy used by many organizations worldwide (Rosheen Jamil, 2013).
ReplyDeleteYes Amila. Both external and internal recruiting have pros and cons. This strategy should be used by firms trying to increase employee trust, familiarity, and experience. However, if the ideal applicant is not accessible within the company, they should seek external help. (O'Meara & Petzall, 2013)
DeleteAgreed with statements and according to Anwar & Surarchith, (2015) "Recruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or the process
ReplyDeleteby which organizations locate and attract individuals to fill job vacancies"
Yes Sumeera. Recruiting is a very important factor when selecting a source of recruiting. Recruiters must exercise extreme caution. The number of individuals to be hired, the cost of each source, the applicant's accessibility, the education level of the employee to be hired, and the company's policy all influence the selection of specific recruitment sources (Elearn, 2019).
DeleteAgreed with the arguments. Actually, recruitment and selection is one of the main important process handled by HRM of the organization and the process has to be design to catch best employees who obtain with strength to meet organization goals and objectives (Kapur, 2018). Livenns & Chapman(2019) also consider recruitment and select as a key strategic domain in HRM through their survey outcomes. Furthermore they mentioned that it is challenge for researches to demonstrate how scientifically derive this process.
ReplyDeleteyes Thushai.Challenges in Recruitment and Selection According to Mascarenhas (2011), poor HR planning is a widespread problem in recruiting and selection. HR planning is critical because it translates company strategies into human resources policies and procedures.
DeleteAgreed to the comment and would like to point out the difference of the two terms while having a clear link which has been explained by Bratton and Gold (2007, p 239) as following;
ReplyDelete‘Recruitment is the process of generating a pool of capable people to apply
for employment to an organization. Selection is the process by which
managers and others use specific instruments to choose from a pool of
applicants a person or persons more likely to succeed in the job(s), given
management goals and legal requirements.’
yes Hayashi, According to Kaufman (2021), it is critical to ensure that the recruitment strategy is in line with the company's goals. According to Pain and Lu (2018), a smart personnel selection strategy can readily integrate efficiency in a company's overall performance.
DeleteYes. Process of recruitment The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. Recruitment process includes a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and requires numerous resources and time (Anwar, 2016). According to Abdulla et al. (2017), the traditional process of recruiting is starting with job description and job specification. The job description describes the work responsibilities of the successful job present. The job specification specifies the experience a person should possess in order to carry out the work (Anwar & Balcioglu, 2016).
ReplyDeleteAgree with you Chandana while adding more detail.Job analysis is important as a topic for cross-cultural research since it is the "backbone" or "cornerstone" of practically all HR resource tasks (Schuler and Jackson, 1996). It provides HR professionals with a comprehensive supply of information on jobs and jobholders, which they use to create key documents including job descriptions, job specifications, and performance criteria. These documents serve as the foundation for HRM choices in a variety of sectors.
DeleteHi Menupa, according to Armenakis and Bernerth (2009), recruitment is the process of attracting a big pool of qualified candidates for employment. This comprises, among other things, job planning, job descripting, job analysis, and human resource planning in order to raise awareness. Selection, on the other hand, is the procedure through which organizations determine who is eligible to join them.
ReplyDeleteYes Sampath. Organizational recruiting and selection has become one of the most difficult tasks in modern businesses. The demand for various human skill requirements has arisen as a result of the fierce rivalry inside enterprises. Identifying a good applicant for these needs has become a difficult task for most businesses (Andersson, 2001).
DeleteAgreed with most of the comments. There are five steps in recruitment process: (a) Preparation (which includes looking at the recruitment alternatives); (b) Deciding on a recruiter; (c) Sourcing the employee (via consultants, advertising, internet, etc.); (d) Covering legislative aspects; and (e) Deciding on application methods (Robert et al., 2010)
ReplyDeleteYes Khalid, but your argument is not always correct since recruitment can be internal or external. If it is internal, like promotion, those five steps are not followed within the organization.
DeleteInternal recruitment is the process of selecting someone from within the company, which can be accomplished through performance evaluation, employee skill books, and succession planning (Absar, 2012).
Agreed. Additionally, Watson (2004) state “Recruitment and selection are conceived as the processes by which organizations solicit, contract and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”. Recruitment is the process of seeking applicants for positions within a business - on either a general basis or targeted to address particular vacancies.
ReplyDeleteThank you Randika. Employees are one of a company's most valuable assets, so it's critical for it to have a well-organized recruitment and selection procedure. The recruitment and selection process is concerned with locating, attracting, and selecting qualified individuals to meet an organization's human resource needs. (According to Anderson, 2001).
DeleteAgreed, Recruitment facilitates in finding the number and the types of employees essential to make sure continued operations of the organizations .Recruitment is finding the prominent candidates for vacancies thus, it acts as link in bringing together the individuals with employment and those seating employments. The primary objective of recruitment is to find the suitable work force to meet the job requirements and job specifications (Naveen, 2014)
ReplyDeleteThank you Hemachandra.Recruitment can be defined as the process of identifying the best candidate for a job opening in a timely and cost-effective manner (Leisink & Steijn, 2008). It may also be defined as the process of attracting qualified employees to fill a job opening in a company (Catano, 2009).
DeleteAgreed with the points presented above. As Dan (2012) explains identifying the right applicant for the job “is like searching for the sharpest needles in a pile of needles. Without establishment of a solid a reliable process, it’s quite likely for an organization to get poked a few times. Thus, quite correctly pointed by you and reaffirmed by Ekwoaba, Ikeije and Ufoma (2015) where he has opined that an appropriate recruitment and selection process established will have a significant impact on organization’s performance.
ReplyDeleteThank you Shanil. Every successful organization relies on recruitment and selection because having the appropriate people increases and maintains Organisational performance. The impact of an organization's selection system has an impact on bottom-line business outcomes including productivity and financial performance, which is a dream for every corporation. Selection are vital processes for a successful organization, having the right staff can “improve and sustain organizational performance” (Petts. 1997).
DeleteVery informative discussion on recruitment and selection. Kumar and Gupta (2014) explain recruitment and selection separately. Recruitment is attracting employees with potential and energizing them take respective roles in an organization. Competence and experience of the candidates must be tested during the process (Kapur, 2018). And selection is choosing an individuals whom are more appropriate to perform job by narrowing down the candidates (Saviour et al, 2016)
ReplyDeleteThank you Udaya.According to eopold (2002), the first phase in the recruitment process is to present a job analysis, which is crucial for both the business and the candidates. Recruitment and selection of a candidate are not necessary if a job is not needed in an organization.
DeleteAgree with your opinion Menupa, Green recruitment or the paper-free recruitment process uses, “e-mail, online application forms, Global Talent Pool, telephone or video-based interviews” as mediums. Green recruitment is not just a trend, it is an eco-friendly giant step taken to save the environment for a better future. Minimize environmental impact and travel-related impact are two advantages of green recruitment (Gupta and Gupta, 2013).
ReplyDeleteThank you Lasanthi. Green Recruitment, on the other hand, does not have a general definition. “Green Recruitment is a new notion through which organizations leverage their environmental stance, using it as a key strategy for recruitment,” according to John Sullivan. It is the process of employing people who have knowledge, skills, methods, and behaviors that align with an organization's environmental management systems.
DeleteAgreed with you." Both the processes of recruitment and selection are considered important for the effective functioning of the organizations and they take place simultaneously. They are imperative for growth and development of the organization (Recruitment and Selection, 2016)." Management has to make sure that they utilize these functions in a better way. Because good selection of employees is the best way to lead organization towards success.
ReplyDeleteThank you Roshini.Recruitment is called as the subset of selection, means recruitment is a part of selection. But in practice both employee and employer search for each other. Selection of candidates begins where their recruitment ends. In other words, it is only after an adequate number of applications have been secured through different sources of recruitment internal or external that the process of selection begins (Zhao and Liden,2011).
DeleteAgree with you and the “Selection is the process in which candidates for employment are divided into two classes –those who are to be offered employment and those who are not.” (Yodder, 1970)
ReplyDeleteThank you Gajendran. The goal of selection is to determine a candidate's suitability by estimating how well they will be able to do a specific task. It entails determining the degree to which applicants' KSAs, competences, experience, qualifications, education, and training fit the person specification, and then using that information to choose between candidates (Armstrong, 2014).
DeleteThere are ethical issues around selecting ‘appropriate’, and by implication rejecting ‘inappropriate’, candidates for employment. Many organizations seek to employ people who will ‘fit in’ with their organization's culture (French et al, 2008)
ReplyDeleteThank you Nilmini.The recruitment and selection of the perfect employee for any organisation has proven to be a difficult task for most modern businesses. This has primarily been a problem when the company hires from outside sources, and it's critical to understand the meanings of both recruitment and selection (Djabatey, 2012).
DeleteYes Agree Menupa, as per David (2011), Recruitment and selection help organizations choose the right candidates for the right positions. Therefore, understanding the difference between recruitment and selection is essential to reduce any losses for an organization (Timmers , 2003).
ReplyDelete