Final thoughts on the importance of organizational recruitment & selection in selecting the correct employee

Human resource management can be concluded as one of the most crucial operating segments within an organization of any kind. With the fast-changing environment, the need of human skills requirements has become complicated which has resulted organizations to search for different strategies in finding the right candidate for the required positions of organizations. Considering the typical recruitment process, it is generally followed with several steps such as identifying the need, recruitment planning, advertising, assessing & interviewing, selection and offering employment to the right candidate. 

Organizational recruitment and selection have become one of the hardest operations in the modern organizations. Due to the unbeatable competition within organizations have created the need for different human skill requirements. Identifying the suitable candidate for these requirements have become a challenge for most of the organizations (Andersson, 2001).

In the present different industries are having different potentials of growth. Mostly in fast growing industries are highly facing challenges in getting the right person into the right position. This is highly applicable in IT sector (Chyna, 2002)

In order to support finding the suitable people for organizations, managements of such organizations have created different kinds of strategies to use against candidates which are highly challenging for them. One such thing is following different selection methods. Different kinds of selection methods are followed by organizations to check mental status, physical conditions, background status of such candidates such as interviews, physical ability tests and personality tests. These tests are varied based on the managerial positions of the organizations whom they are applied for.

When considering about the work force of an organizations, one of the main things are identifying their real need within the organization. The need they expect from the organization depend on their position hold within the working environment. This is highly important in retaining and motivating the employees in the best way to get their fullest support for the organization. This can be highly justified by the use of Maslow’s hierarchy of needs model.

Another important model is Douglas McGregor’s theory which is highly related in managing the workforce within an organization. This theory describes about two types of people who could exist within an organization. Identifying them could help the management to put up the relevant strategies to handle the workforce in the right way. Identifying the real nature of candidates in advance would help recruiters to select the most appropriate person for the position (Cole, 2000).

Finally, it can be concluded that human resource is one of the most crucial assets that drives the organizations in the right path. But the management of such organizations need to identify their human requirement better and need to match the people with the requirement and nature of the organizational position. 

References

• Andersson, D., (2001), Orienting the new hire, Agency Sales, Vol 31, Iss 8, pages 63-65, Manufacturers' Agents National Association, Laguna Hills, CA
• Chyna, J.T., (2002), IT recruitment and retention, Healthcare Executive, Vol 17, Iss. 6, p 54, Chicago
• Cole, L., Cole, M., (2000), Bring new employees up to speed fast for top performance, Communication World, Vol 17, Iss 1, pages 31-32, International Association of Business Communicators, San Francisco, CA