Recruitment
and Selection of the right employee for every organization has been a challenge
to most of the modern organizations. This has been mainly an issue when the organization recruits from external organizations and first, it is important to
identify the definitions of both Recruitment and Selection
Recruitment
Recruitment can be defined as the finding process of the perfect candidate for the job post, within a given time frame, in a
cost-beneficial manner (Leisink & Steijn, 2008). It is also defined as the attraction of suitable employees for a job vacancy in an organization
(Catano, 2009)
Selection
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Figure 1
- Recruitment & Selection Process
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Source: (Catano, 2009)
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Based
on the above figure, it has clearly demonstrated the recruitment and selection
process relating to an organization. Identifying the right fill up position is
the first thing that should be done in the first place. After identifying the
need for recruitment, an organization could plan for it. This can be done
through advertising the relevant vacancies in the right way. Right people
could be hired inside the organization or outside the organization. After a
critical selection process, the organization could find the best candidate for the
selected position.
Selection
is followed by recruitment where selection is the process of shortlisting the
applicants and identifying the best candidate from a pool of applicants. The
selection is done based on various criteria and the selection process is
followed by the hiring and appointment of the most suitable candidate in the job (Roberts, 1997).
Since
recruitment is a challenge to the organization, the organizations should use
the right recruitment method in attracting the right candidate. Internal and
external methods can be used when recruiting employees to the organization (Gamage, 2014).
Considering
about the place I am working, mostly the company policy is to give priority to
internal recruitment. Through this the company is trying to find a suitable
candidate who already aware of the company better than hiring an outsider,
motivating the internal employees to work harder to achieve their career goals,
low-cost recruitment cost. After that, the company is considering recruiting candidates outside the organization.
References
- Catano, V., (2009). Recruitment and selection in Canada. Boston: Cengage Learning.
- Gamage, A., (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), pp. 37-52.
- Leisink,P.and Steijn, B., (2008). Recruitment, attraction, and selection. Motivation in public management: The call of public service, Volume May, pp. 118-35.
- Roberts, G., (1997). Recruitment and selection. London: CIPD Publishing.
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I agree with above comments. The selection of right candidates for the right positions will help the organization to achieve its desired objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).
ReplyDeleteHi Chandran. As stated by you, employee selection is very important in achieving organizational goals in an efficient manner. Several other researchers have stated similar conclusions on the outcome of the right recruitment process. According to Kumari (2012) an efficient recruitment and selection process assists a company in maintaining the costs at minimum from increased performance.
DeleteAgreed, Recruitment and selection are two different types of activities. Recruitment refers to the mechanism by which people generate interest in the job. The selection is the final decision of a specific candidate for a particular position. For any organization, the people who are recruiting must have the abilities, talents, and insights you need. In the long run, organizations need employees who are capable of facing challenges and continuing to learn. Therefore, organizations like this have more opportunities to gain a competitive advantage. For long-term approaches, orientation and ability are more important than current command and knowledge(Elern, 2009).
ReplyDeleteI agree with you. The long-run success of the organization has a big dependency on the skills of employees working in an organization. The study conducted by Ahmad and Schroeder (2002) suggests that there is a significant impact on the quality management of the business from the behavioural traits of employees. Hence, when ensuring the overall success every aspect should be looked into.
DeleteWell explained. Recruitment and selection are important operations in human resource management, since the future direction of the organization is depends on employees who work for the organization. Therefor organization is required to follow appropriate selection processes, the reason being, if the selection is not carried out in an appropriate manner, then it would impose unfavorable effects upon the organization and loss would be incurred to the employer in terms of money, time, and efforts (Kapur,2018).
ReplyDeleteThank you for the input Oshantha. Lievens and Chapman (2010) also suggest that the lack of appropriate recruitment process followed by selection affects the deterioration of the bottom lines of the company. This means that there is a direct impact of the HRM process to the success of the business which is why your point has to be considered with great concern.
DeleteAgreed, when the recruitment and selection process improves the organisational standards also increase accordingly (Sarkar & Kumar, 2007).
ReplyDeleteYes, Shakir. Your statement has been agreed by multiple research studies. Kumari (2012) states in her research study the importance of strengthening the recruitment and selection process as well as giving emphasis towards training and enhancing skills of recruiters to be consistent and logical in recruiting candidates to the organization.
DeleteRecruitment is a process that uses sequential processes as well as it is a labour intensive process (Lee, 2005) where both recruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization (Anderson, 2001).
ReplyDeleteHi Yohan. I agree with your point. Recruitment and selection are two significant components of the HR strategy of a company. But according to Lievens and Chapman (2010), it is a difficult process to quantify to provide data as to how it a successful recruitment and selection procedure is financially beneficial for an organization.
DeleteWell written about an introduction, Recruitment is the process of generating a pool of qualified candidates timely for a job. Generally, it is an understanding of Employment brand, Recruitment process, Recruitment method (Gusdarf,2008).
ReplyDeleteThank you, Nayana. Yes recruitment process is the linking activity bringing together those with jobs to fill and those seeking job where potential candidates are discovered and selected for the job vacancies. Kumari (2010) in her work has defined recruitment as the process of attracting prospective employees and stimulating them for applying job in an organization and Recruitment is the process of hiring the right kinds of candidates on the right job.
DeleteHi Namal,Generally speaking, HR's main duty is to find competent individuals or workers to work for an organization that selects and recruits the backbone for all HR activities(Gareth, 2005).HR as a goal is to maintain an organization's skilled workforce to keep it running smoothly. The HR department is responsible for finding and training people, and these people need to be motivated.
ReplyDeleteI agree with you Moraes. According to your point, recruitment and selection is a top significant duty of the HR department. Compton (2010) also states the importance of the process to the overall HR function as the principal source of HR planning is to ensure that the organizations have sufficient staff with required skills and knowledge at the right time.
DeleteHi Namal. I understand the reasons the company you work for gives priority to internal recruitment. In addition to the benefits you have mentioned, procedure training is greatly reduced and the time taken to adapt to the new job role is negligible (Gupta and Kumar, 2014). Moreover, the company has greater flexibility in their workforce, as they are already aware of the each individual's strengths and weaknesses (Shammot, 2014).
ReplyDeleteHi Jehan. According to Devaro (2009) as the number of workers at the lower level of the hierarchy increases, holding fixed the number of managers at the top, internal promotion increases relative to external recruitment where employers provide more general training and the percentage of employees in the upper tail of the wage distribution decreases resulting in profitability increases.
DeleteAgree with your comments 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).
ReplyDeleteYes, Minzni. It is also the reason why many researchers have focused on changing trends in recruitment and selection procedure. Quick adaption to changes in the labour market is required to avoid any losses from outdated recruitment and selection policies. This comes into consideration, especially with regards to e-recruitments and other newer methods of recruitments (Lievens & Chapman, 2010).
DeleteAgree with your points, The right recruitment and selection process can have many advantages to an organisation- it firstly looks to identify new talent which can fill the position available (Armstrong, 2010), but it can also be used as a way of gaining a competitive advantage through people, which is not easy for other companies to copy (Grant, 1991).
ReplyDeleteAgree with you Chamari. A successful recruitment process helps to increase the success rate of selection process by decreasing the no of visits qualified or overqualified job applicants, increasing organization and individual effectiveness of various recruiting techniques and for all the types of job applicants, create a talent pool of potential candidates for the benefits of the organization (Kumari, 2010).
DeleteIn addition to the points outlined on your introduction, I would like to add that Armstrong (2009) discussed on the importance of an organization having a strong strategy in human resource planning - this is the process of estimating the man power requirements proactively. The recruitment and selection activities of an organization should in synchronized with the human resource planning process to create the best results for the organization.
ReplyDeleteYes, Nadeeranga. Human resource planning is the key activity which forecasts all the staff requirements and predicts labour supply. Any gap in the demand and supply should be identified at early stages and addressed to ensure smooth functioning of the business. It also ensures the integration of all human resource-related activities (Compton, 2010).
DeleteAdding onto your article.Recruitment can be defined as a series of activities performed by the organization to
ReplyDeleteattract candidates who have the skills and attitudes necessary support to achieve Organization goals.Selection is a process of identifying most suitable candidate among all applicants(Absar,2012).
Thank you for the input Sankalpa. Adding to your point, recruitment assists in generating a pool of suitable and interested job applicants, from which some are chosen for the additional selection process. Therefore, it is the basis for the selection process. If the recruitment process is carried out effectively, it will help in employing workforce that suits the organizational requirements (Chaturvedi, 2009)
DeleteJob analysis is an important method of employee recruitment and selection process. The process of job analysis and job descriptions leads to compensation system design in the organization. Job analysis in the context of compensation system design has two important factors: To identify the important characteristics of each job so that the evaluation can be carried out and to identify, define and weight the compensable factors. That is all those characteristics of jobs that provide a basis judging value.
ReplyDeleteHi Radchika. Adding to your point, job analysis can be described as an essential element of HR management. It is also known as the basis for the solution of virtually every human resource problem due to the importance it holds. It provides ways of understanding knowledge, skills and abilities of each organization position (Caldwell &Anderson, 2018).
Deleteof-course Namal, the effective recruitment and selection of employees is a fundamental human resources management activity, one that if managed well can have a significant impact on organisational performance as well as lead to a more positive organisational image (Pilbeam, Corbridge 2006, In: Evans et al. 2007).
ReplyDeleteVery valid point Sheron. Recruitment is essentially like a marketing activity for the organization which is similar to a public relations exercise. The organizations compete in their external environment with competitors to attract suitable candidates. Well managed HRM will indeed lead to a positive company image (Chaturvedi, 2009)
DeleteHi Namal, agree with you on the post points.
ReplyDeleteDefinition of employee recruitment and selection is the process of attracting prospective employees and stimulating them for applying job in an organization. Recruitment is the process of hiring the right kinds of candidates on the right job (Kumari, 2012).
Thank you for the input Thilana. Adding to your point, Adeyemi et al. (2015) state that recruitment and selection process should treat fairly to every employee in a company and all employees should be appraised periodically to ensure that they improve their performance.
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