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
Armstrong M. (2005), A Handbook of Human Resources Management Practices, 9th
editionArmstrong M. (2008), Strategic Human Resources Management. 4th edition. pp.156.
Armstrong, M. and Taylor, S. (2014). Armstrong's handbook of human resource management practice, 13th edition. pp.226,236,238.
Allen, D., Scotter, J. and Otondo, R. (2004). Recruitment Communication Media: Impact On Prehire Outcomes. Personnel Psychology, 57(1), pp.143-171.
Billsberry, J. (2008). Experiencing Recruitment and Selection. New York, NY: John Wiley & Sons.
Chapman, D. and Webster, J. (2003). The Use of Technologies in the Recruiting, Screening, and Selection Processes for Job Candidates. International Journal of Selection and Assessment, 11(2-3), pp.113-120.
Compton, R., Morrissey, B. and Nankervis, A. (2010). Effective recruitment and selection practices. 5th ed.
Dessler, G. (2008). Human resource management. Upper Saddle River (N.J.): Prentice Hall,13, pp.146.
Dineen, B., Ling, J., Ash, S. and DelVecchio, D. (2007). Aesthetic properties and message customization: Navigating the dark side of web recruitment. Journal of Applied Psychology, 92(2), pp.356-372.
Garner, E. (2012). Recruitment and Selection: Hiring the people you want. Eric Garner& Ventus publishing ApS [online]. Available at <https://myotc.net/pluginfile.php/16426/mod_resource/content/1/Recruitment%20and%20Selection%20Hiring%20the%20People%20you%20Want.pdf>. [Accessed on 15th January 2019].
Mankad, D. (2015). 10 Most Important Characteristics of Human Resource Management. [image]. Available at: <https://www.linkedin.com/pulse/10-most-important-characteristics-human-resource-dirgha-mankad/> [Accessed 15th January 2019].
Naveen, S. (2013). A Study On Recruitment & Selection Process With Reference To Three Industries, Cement Industry, Electronics Industry, Sugar Industry In Krishna Dt Ap,India. IOSR Journal of Business and Management, 15(5), pp.60-67.
Noe, R. (2012). Human resource management : Gaining a competitive advantage. 7th edition. New York, NY: McGraw-Hill Irwin.
Shar R, Shifting HR From A Reactive Process to a Proactive Business Service, <https://www.forbes.com/sites/rawnshah/2011/10/31/shifting-hr-from-a-reactive-process-to-a-proactive-business-service/#7aaaf32a1040>(Accessed on 15th January 2019).
Victoria, A. (2016). Job Recruiting and Selection.
In addition selecting the most suitable and best candidates to the organisation the outcome shows as creating a best organisational culture and increasing the employee engagement for the organisation (Vance, 2006).
ReplyDeleteYes, Geethanjalee , The most important elements in the growth and development of any organization are the need for qualified and competent human resource. Effective recruitment, selection and retention process can result into a good pool of human resource with required skills, knowledge and experience in the organization (Samwel, 2018)
DeleteIt is important to evaluate the recruitment and selection process in order to identify the effectiveness of cost, time and to know recruited employee is the right person needed. However many organizations have lack of data on such evaluations (Gusdorf, 2008).
ReplyDeleteYes,I agree, Under a proper recruitment process provides with a strong pool of candidates from which you can select the most suitable for the current vacancy. In applying the selection process various techniques such as interviews, tests and other techniques can be used in evaluating the candidate’s qualification and traits (Trevor, 1997).
DeleteRecruitment is the process of finding and engaging the people the organization needs. Selection is an aspect of recruitment concerned with deciding which applicants or candidates should be appointed to jobs. Recruitment can be costly. The 2009 CIPD survey of recruitment, retention and turnover (2009a) found that the average cost per employee of filling a vacancy was £4,000 (Armstrong, 2010).
ReplyDeleteAgreed,Nalin , Recruitment and selection is important aspect for every organization in getting the right employee for the right job (Noe, 2012).According to (Stewart and Carson 1997) the aim of recruitment and selection process should get suitable employees with minimum cost.
DeleteHi Nimali, In addition to what you said the following steps can be taken to during recruitment planning to attract the most suitable candidates ( Armstrong, 2014);
ReplyDelete1). Develop an employee value preposition and employer brand. To do this recruitment strengths and weaknesses must be analyzed.
2). Analyze requirement and establish the position needed.
3). Identification of the potential sources for candidates.
Thank you,Nimantha,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 choose a candidate who has the suitable qualification and highly capable to do the job (Naveen and Raju, 2014).
DeleteMost organizations keep at least minimum statistical information on their recruitment and hiring processes. You will want to evaluate the processes to ensure that it is profitable, timely and, most importantly, that you hired the right person! Information gathered may be priceless for further recruiting as your organization grows (Gusdorf, 2008).
ReplyDeleteYes Chandrika, When you have a proper recruitment process, the selection is unbiased and there is a scientific method used for recruitment. This reduces the business in recruitment and wrong selection which can lead to future action being taken. (Compton, 2010).
DeleteRecruitment and selection form a major part of an organization’s overall resourcing strategies, which identifies and secures people needed for an organization to survive and succeed in the short to medium-term (Elwood & James, 1996). In fact, the basic purpose of recruitment is to create a pool of suitably qualified candidates to enable the selection of the best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization (Gamage, 2014).
ReplyDeleteThank You Anne, Most organizations keep at least minimum statistical information on their recruitment and hiring processes. You will want to evaluate the processes to ensure that it is profitable, timely and, most importantly, that you hired the right person! Information gathered may be priceless for further recruiting as your organization grows. (Gusdorf, 2008)
DeleteHi Nimali, Organizations have had to adjust to the new reality of online recruiting,The rapidly emerging field of E-recruiting, One of the primary advantages of E-recruiting is the potential to reach a large number of potential applicants at low cost (Gueutal et al., 2005; Stone et al., 2005).
ReplyDeleteYes Vianlo, Although there is an acceptance for e-recruitment widely and leads to increase the chance of finding the most suitable candidate, facilitate geographical spread , quicker turn-around time/cost savings and higher quality of applicants , there is a great need for additional empirical evidence to understand the impact of e-recruitment (Dixit, 2016)
DeleteGamage (2014) noted that the recruitment and selection practices will determine who is hired, shapes employee behavior and attitude. If properly designed, it will identify competent candidates and accurately match them to the job. The use of the proper selection device will increase the probability that the right person is chosen to fill a slot. When the best people are selected for the job, productivity increases.
ReplyDeleteThank you Shamalka, Recruitment and selection of employees are fundamental to the functioning of an organization and there are compelling reasons for getting it right (Triphathi & Agrawal, 2014). So there should be a better HR in any organization to make the recruitment process success.
DeleteHi,
ReplyDeleteRecruitment and selection process contains four stages as follows;
1. Defining requirements
2. Planning recruitment campaigns.
3. Attracting candidates
4. Selecting candidates
However, organizations cannot be complacent by recruiting good employees but the retention planning should be contemplated in order to retain the employees who are worth retaining (Armstrong, 2010).
Agreed, Recruitment and selection is the very critical and an essential process by any organization to obtain one of the most important assets, its people. If these process were carried out in an inappropriate way, it may mess up the organizations growth, but when it is carried out with vigilance, it can be one of the best investments that an organization ever make (Garner, 2012).
DeleteRobbins (2005) perceived, organisation's human resource policies and practices constitute critical powers for forming worker conduct and attitudes. According to Okoh (2005), not only do the organisational selection practices figure out who is enlisted, the utilization of the best possible selection criteria will expand the likelihood that the ideal individual will be picked
ReplyDeleteAgreed, The success of any organization depends on the quality of the people hired by the organization, so recruitment and selection of all organizations is a serious problem (Ezeali and Esiagu, 2010).
DeleteWhen recruitment and selection of the employees take place, then it is vital to take into consideration, equal employment opportunities for the individuals. Equal opportunity results when all the applicants are treated on an equal basis and consistently at every stage of recruitment. There should not be any discrimination against anybody on the basis of factors, such as, caste, creed, race, religion, ethnicity, gender and socio-economic background. Fairness and justness is of principal significance in the recruitment and the selection processes (Klug, 2017
ReplyDeleteYes, It is a very important process for an organization to select their perfect candidates to the vacant posts through stages of recruitment process. This is the most significant and a responsible process of the Human Resource (HR) department (Chungyalpa and Karishma, 2016).
DeleteIt is argued that the procedure of recruitment and selection does not cease once an organization finds a pool of eligible candidates and makes the selections, but also is required to sustain and retain the pool of selected talent (Silzer et al, 2010).
ReplyDeleteI agreed, Devaro (2008) indicate Recruitment strategies can have positive results for organizations. Using quality systems in recruiting and selection helps organizations grow as they can find the right talent to fill that gap.
DeleteHi, As Anand,(2010) mention new trend in recruitment and HR is Social media, Social media can convert the way you recruit. Using LinkedIn, Twitter, LinkedIn, and other social media platforms, Advantage of this method is origins of talent faster, more productive and lower cost. A key component of this is how to build an open, engaging two-way communication with the possible employee or target job advertising more efficiently and at lower cost choose the right tools and platforms like LinkedIn and LinkedIn.
ReplyDeleteYes, agreed,(Nikoletta,2016) Some example of sourcing tools are; Reddit, Github,snap.hr,Networkmonkey and last but not least Linkedin/Twitter. Likewise there are lot of tools to optimize the process such as referrals, job posting tools, selection tools , on boading tools. I hope there will be much more use of technology will surely uplift the recruitment and selection process in near future.
DeleteHi, Nimali recruitment is the Process of identifying and selecting the candidates with the right profile, from within the organization or outside the organization, for future evaluation of employment, selection starts when the correct competence of the individuals are identified(Walker, 2009).whats your view on it?
ReplyDeleteI think ,external recruitment is more suitable, because it brings fresh minds to an organization which can think differently rather than the regular brains. New recruiters are not enmeshed in office politics or making them less susceptible to unproductive influences by others. The number of potential candidates is high compared to internal employees (DeVaro, 2016).
DeleteHi Nimali, as stated by Victoria, A. (2016) recruitment means obtaining applicants for a particular job. Recruitment often means nothing more than putting a sign outside the door which displays that certain types of help are needed. It may involve paper ads, television or radio advertising, or use of job agencies or even asking present employees for recommendations or past employees to reply. Then comes the selection, which involves hiring those candidates who seem eligible for the positions which are open.
ReplyDeleteThank you Achintha, In the process of recruitment, the organizations engage in finding the most suitable person who fits according to the organizational requirements. Selection is a part of recruitment where the organization makes a firm decision on the appointment of the perfect candidate (Armstrong and Taylor, 2014).
DeleteExternal resourcing requirements can be met by developing a recruitment strategy.The aim of the strategy is to develop the best mix of recruitment and selection tools. As indicated by Spellman (1992) the strategy should be developed as follows:
ReplyDelete-Define skill and competency (behavioural) requirements
-Analyse the factors affecting decisions to join the organization
-Competitive resourcing
-Alternative strategies for satisfying human resource requirements
-Recruitment and selection techniques
Agreed, Outside sourcing of the recruitment delivers new people to the organization that might be an great asset for the organization.The External source of the recruitment permits the organization to explain accurate needs and the organization may select the individual that suit to the organization requirement (Li 2015).
DeleteAn effective recruitment and selection approach give following benefits to an organization.
ReplyDelete• Saves time.
• Saves money in training and re-training.
• Helps to identify future employees.
• Helps to provide a legal safety net.
• Ensure a qualified person for the job.
• Builds an effective team.
(Source:Whitford et al.,2005).
Yes, Effective selection and recruitment process enables aligning the abilities of the new employees to the demands of the job. Selection of the correct candidate to the correct job creates the job satisfaction and thus reduces the employee turnover (Trevor, 1997).
DeleteOrganizations are compel to fill the vacancies by absorbing people from outside instead of inside candidates. The reason for same is the exposure which the outsiders have by working in competitive organizations. Organizations needs to hire such candidates to lift the own profitability (Stolovica, 2011).
ReplyDeleteAgreed, The organization needs to decide on the degree to which it ‘makes or buys’ talented people, which means answering the questions: to what extent it should grow its own talent , how much it should depend on external recruitment (bringing ‘fresh blood’ into the organization).(Armstrong,2014)
DeleteRecruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right calibre of candidates are identified (Walker, 2009) However, most recruitment and selection processes have elements of subjective judgement inherent in them. But treating job applicants in a professional and positive manner is more likely to leave them, whether they are successful or not, with a positive view of the organization and how it has dealt with the applicants(Ekwoaba et al., 2015)
ReplyDeleteExternal sources of recruitment are less effective than internal sources. One reason for this may be that external recruitment reduces the opportunity for internal promotion within an organization, where longstanding employees may have a better grip of operational processes, and so will be better prepared to drive success (Chen, 2003).
DeleteRecruitment and selection in any organization is a serious business as the success of any organization or competency in service delivery depends on the quality of its employees who was employed into the organization through recruitment and selection exercises (Ezeali and Esiagu, 2010). What is your idea?
ReplyDeleteEffective recruitment and selection provides benefits for an organization to perform the duties effectively. Recruitment and selection is important aspect for every organization in getting the right employee for the right job (Noe, 2012).
DeleteThis comment has been removed by the author.
ReplyDeleteWhen considering the recruitment and selection the organization should be able to select the right candidate for the right job. As it was noted when employees are selected, very precisely at the interviews, there is no guarantee how they would be totally acceptable to perform in the organization. (Dessler, 2008).
ReplyDeleteThe preliminary objective of the recruitment and selection process is to select the perfect fit for the right position, the one who is willing to do the job in a very effective manner (Billsberry, 2007).
DeleteThe primary objective of the recruitment and selection process is to choose the perfect match for the correct position and they should be in a position to willingly to do the job in a very efficient & effective manner (Billsberry, 2007).
ReplyDeleteAgreed, In the process of recruitment, the organizations engage in finding the right person who fits according to the organizational requirements. Selection is a part of recruitment where the organization makes a firm decision on the selection of the perfect candidate (Armstrong and Taylor, 2014).
DeleteHi Nimali,
ReplyDeleteAccording to Sharma and Sharma (2014), employee productivity is based on the amount of time that an employee is physically present at his/ her job, besides the extent to which he/ she is “mentally present” or efficiently working during the presence at the job. Companies should address such issues in order to ensure high worker productivity. Ferreira and Du Plessis (2009) indicated that productivity can be evaluated in terms of the time spent by an employee actively executing the job he or she was hired to do, in order to produce the desired outcomes expected from an employee’s job description.
Thank you Tharika, Recruitment and selection has been identified as a key part of employee resourcing strategy for an organization. Companies need to identify proper recruitment and selection techniques in order to obtain best results. Challenge is not just to recruit number of people but to find who has the best talents and skills in order to deliver the desired behavior and most importantly fit in to the company culture .(Armstrong,2008)
DeleteConnecting human resources planning to organizational strategies, DeCenzo&Robbins( 2005) stated that human resources managers must be involved in the strategic planning process and employment planning to make sure that suitable staff are able to meet the criteria laid down.
ReplyDeleteUsing an appropriate recruitments strategy can have a positive result. Improving recruitment and selection and using quality systems will help organizations to drive towards success due to the reason that they will have the suitable people in the correct role. (Devaro,2008)
Delete