Recruitment &
Selection
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).
List of References
Armstrong,
M. and Taylor, S. (2014). Armstrong's handbook of human resource management
practice, 13th edition. pp.226,236,238.
Billsberry,
J. (2008). Experiencing Recruitment and Selection. New York, NY: John Wiley
& Sons.
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.
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].
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).
It 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 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)
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).
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,
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).
DeleteHi Nimali, Recruitment 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).
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).
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)
DeleteHi Nimali, as stated by Victoria, A. (2016) recruitment means obtaining applicants for a
ReplyDeleteparticular 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.