Introduction
Recruitment is the process of finding and engaging the people the organization requirements. Selection is that part of the recruitment process concerned with deciding which applicants should be appointed to jobs. (Armstrong,2014). The preliminary objective of the recruitment and selection process is to fetch the perfect fit for the right position, the one who is willing to do the job in a very effective manner (Billsberry, 2008). Retention of employees will reduce the cost of repetitive recruitment for the same position and the training cost of the selected vacancy (Shar, 2011)
Recruitment is the process of finding and engaging the people the organization requirements. Selection is that part of the recruitment process concerned with deciding which applicants should be appointed to jobs. (Armstrong,2014). The preliminary objective of the recruitment and selection process is to fetch the perfect fit for the right position, the one who is willing to do the job in a very effective manner (Billsberry, 2008). Retention of employees will reduce the cost of repetitive recruitment for the same position and the training cost of the selected vacancy (Shar, 2011)
One
of the most important resources of any organization is employees and if there
are no employees, there are no organizations; they are the key assets of the
company (Compton, Morrissey and Nankervis, 2010). Effective recruitment and selection provide benefits for an
organization to perform the duties effectively. Recruitment and selection is an
important aspect for every organization in getting the right employee for the
right job (Noe, 2012).
Employee selection is a process evaluating candidates
once interviewed for a particular vacancy and selecting the person for the job
based on particular criteria. Selection is a process where an organization
picks a candidate who has a suitable qualification and highly capable to do the
job (Naveen and Raju, 2014).
It
is hard to overemphasize the importance of effective recruiting. If only two
candidates apply for two availabilities, the organization may have no
alternative but to hire them. But if a pool of candidates appears, the company
can use techniques like interviews and tests to screen out all but the best.
Even high unemployment doesn't t necessarily mean that it is easy to find good
candidates. For example, a survey by slowdown (2003 2004) found that [about
half of respondents said they had difficulty finding qualified applicants.
About 40% said it was hard to find good candidates (Dessler,2008). Recruitment and selection is the very critical and
essential process by any organization to acquire one of the most important
assets, its people. If these processes were carried out in an inappropriate
way, it may mess up the organization's growth, but when it is carried out with
vigilance, it can be one of the best investments that an organization ever make
(Garner, 2012).
Selection
Technique - Psychometric tests
Selection tests are used to provide valid and reliable
indication of levels of skills, intelligence, personality characteristics,
talents, and attainments. Psychometric tests are measuring instruments, which
is why they are often referred to as psychometric tests: ‘psychometric’ means
mental measurement. Psychometric tests assess intelligence or personality
(Armstrong,2014).
They
use systematic and standardized procedures to measure differences in individual
characteristics, thus enabling selectors to gain a greater understanding of
candidates to help in predicting the extent to which they will be successful in
a job. (Armstrong,2014).
The impact of technology on recruiting
With emerge of online recruitment and job agencies
organizations have to adapt to these new methods of recruiting systems.
Although this created both opportunities and problems for the organization,
they are able to bring down the recruitment cost by reducing the cost of
advertising by using these third-party recruitment agencies or even
organizations own website. Instead of using the traditional paper-based
advertising these web media can use rich resources such as graphics, photos,
interactive text and videos (Allen et al., 2004) to attract and target the
needs of relevant prospective candidates (Dineen et al.,2007). Despite
the advantages and effectiveness of online recruiting, a downside is that many
employers complain about the chance of getting flooded by a number of
unqualified candidates that can happen from online advertising (Chapman and
Webster, 2003)
Recruitment and selection are concerned with any means
available to meet the needs of the firm for certain skills and behaviors. A
strategy to enlarge the skill base may start with recruitment and selection but
would also extend into learning and development to enhance skills and modify
behaviors (Armstrong , 2008) , and methods of rewarding people for the
acquisition of additional skills. Performance management processes can be used
to identify development needs (skill and behavioral) and motivate people to
make the most effective use of their skills. Competence frameworks and profiles
can be prepared to identify the skills and behaviors required and used in
selection, employee development, and employee reward processes. The purpose
should be to develop a reinforcing bunch of strategies along these lines.
Talent management is a ‘bundling’ process, which is an aspect of resourcing
(Armstrong,2008).
There are two methods of recruitment and selection.
Armstrong (2000) suggested that first consideration should be given to internal
candidates, though some organizations with powerful equal opportunity policies
(often local authorities) insist that all internal candidates should apply for
vacancies on the same footing as external candidates, and second being entered
recruitment and selection.
The Recruitment
Process of a leading commercial bank which I work for,
Candidates can apply from standard applications available in our
website. After selecting qualified candidates, they will be called for an exam.
Candidates who get through the exam successfully will be called for an
interview as the final hurdle. Candidates who goes through will be selected
and enrolled for a training (induction)
program. After completing the induction, they will be assigned for suitable
workplaces.
The Bank value diversity in age, gender and other
representations as it enhances the quality of through providing flexible
working conditions, and better work-life balance- a pertinent issue team
and effectiveness of decision making. The Bank strive to nurture a
diverse workforce for women. Policy frameworks which foster equal opportunities
in recruitment, promotion and remuneration have also enabled them to build a
diverse workforce. A process is in place to obtain regular feedback from our
staff through the Nations Voice Forum in relation to work place logistical and
safety issues.
A team of 2,943 dynamic and diverse individuals are the Bank’s
primary value creators. With an average age of 28, our team is young and
energetic, responding well to change and increasing digitization in the sector.
Following the Bank’s aggressive branch expansion in recent years, regional
employment has widened with nearly 19% of employees now operating outside the
Western Province. Female representation is relatively high at 40% and the Bank
also has the highest representation of females in management roles. The Bank
typically engages employees on a full-time basis; outsourced employees are used
for specific functions which are not critical.
The Bank also hope to further refine the recruitment
process to identify individuals with digital, analytical and leadership
capabilities-skills bank believe are vital to the achievement of their
strategic ambitions. Strengthen e-learning to become a key mode of training,
develop succession plan for senior management positions and adopt a more
dynamic recruitment strategy.
Conclusion
Recruitment can be defined in a very broad variable scope
starting from placing a door sign which advertises that certain type of help is
required to a fully organized process that uses latest technologies to screen
them and select the skill set an organization need (Victoria, 2016). A wrong
selection in recruitment can cost the organization a considerable amount of
money, time and resources. Therefore making the right decision is very critical
to the operation and the outcome of the organization.
References
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