INTRODUCTION TO SELECTION AND RECRUITMENT
Source: (HR et al.,
2022)
Recruitment
and Selection is a major part of the central activities which are under the
human resource management, mainly the acquisition, development, and reward of
workers. They from an important part of the human resource managers or
designated specialist within a specific organization. Recruitment and selection
are conducted, or any decisions related to recruitment and selection are not
conducted by non-specialist therefore it is the responsibility of all managers,
and where human resource departments exist, it may be that HR managers play
more of a supporting advisory role to those people who will supervise or in
other ways work with the new employee (Maurya, 2016).
Recruitment
and selection can be defined in many different aspects as it is understood and
explored in various ways, therefore the meaning of these terms have a broad
scope. According to (Kumar & Gupta,
2015, recruitment is defined by several
authors, one of which is by Yoder who defines recruitment as a process to
discover the sources of manpower to meet the requirement of the staffing
schedule and to employee effective measures to attracting that manpower in
adequate number to facilitate effective selection of an effective workforce and
one of which is by Edwin B Flippo who states that recruitment is the process of
searching for prospective employees and stimulating them to apply for the jobs
in the organization.
According
to ((Argue, 2015)) the recruitment and selection process depends on the type of
industry which is trying to recruit and select. The aspects looked into during recruitment
and selection can be a specific qualification or a certain level of experience,
sometimes even specific skills or service, the employee brings to the table.
Some organizations are focused on the cultural diversity where multicultural
employees are preferred in order to keep the culture strong and maintained within
the organization.
IMPORTANCE OF SELECTION AND RECRUITMENT
Recruitment
is important as it is the process to discover the sources of manpower in order
to the meet the requirement of staffing schedule and to employ measures which
are effective in attracting manpower in numbers which are adequate to
facilitate effective selection. Recruitment occurs before selection which in
turn helps create a pool of prospective employees for the organization where
the right candidate can be chosen by the management. Recruitment is important
in order to expedite the process of the selection. Recruitment is a continuous
process whereby the firm attempts to develop a pool of qualified applicants for
the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy (Devi & Banu,
2014).
According
to ((Kumar & Gupta, 2015)) recruitment is important because in creates a
talent pool of potential candidates which will be beneficial to the company. It
also increases the pool of job seeking candidates at minimum cost while
increasing the success rate of selection process of selection process by
decreasing the number of visits qualified or overqualified job applicants.
Effective recruitment will identify and prepare potential job applicants who
will be the appropriate candidature for the job. Another important factor of
recruitment is that it improves the overall effectiveness and individual
effectiveness for all types of job applicants.
Selection
process is very important when it comes choosing the right employees because of
three main reasons which are performance, cost and legal obligation. According
to ((Kumar & Gupta, 2015)) a better job will be done with the right employees,
and it will improve the performance of the organization, which is why time is
taken screen out undesirables and choose the better candidate. The other factor
is cost because its costly to recruit and hire employees, so the cost-benefit
ratio needs to be considered in order to avoid any wastage of money and
resources.
REFERENCES
Argue, M. (2015) The
Importance of the Strategic Recruitment and Selection Process on Meeting an
Organisations Objectives, pp. 58–59.
Devi, B.R. and Banu, P.V.
(2014) Introduction to Recruitment, 1(2), pp. 5–6.
HR, F. et al. (2022)
Recruitment and selection (hidden costs), Factorial Blog.
Available at: https://factorialhr.com/blog/recruitment-and-selection/
(Accessed: November 16, 2022).
Kumar, S. and Gupta, A.K.
(2015) A study on recruitment & selection process with reference -
researchgate. Available at:
https://www.researchgate.net/publication/268210664_A_Study_On_Recruitment_Selection_Process_With_Reference
(Accessed: November 16, 2022).
Maurya, S. (2016) Recruitment
and selection, Academia.edu. Available at:
https://www.academia.edu/27638996/Recruitment_and_Selection (Accessed: November
16, 2022).
Team, E.C. (2022) Recruitment
and selection – the most important HR function, Empxtrack. Available
at:
https://empxtrack.com/blog/recruitment-and-selection-the-most-important-hr-function/
(Accessed: November 16, 2022).
Agreed on the content above Joel. Bohlander, S & Sherman (2001) reported that it is important for managers to understand the objectives, policies and practices used for selection and more importantly, those responsible for making selection decisions should have adequate information upon which to base their decisions. Organization’s human resource policies and practices represent important forces for shaping employee behavior and attitudes (Robbins 2005). According to Okoh (2005), not just that organizational selection practices determine who is hired, the use of the proper selection criteria will increase the probability that the right person will be chosen. The effectiveness of different recruitment and selection criteria of employees has been the topic of research for over 60 years (Sinha & Thaly, 2013). The effectiveness has primarily been assessed by examining the rates of turnover, job survival and job performance along with organizational issues such as referrals by current personnel, in-house job postings, and the re-hiring of former employees (Zottoli & Wanous, 2000). The Social Media like Facebook, LinkedIn and some platforms based recruitments has many advantages for a Organization (Melanthiou & Constantinou, 2014).
ReplyDeleteThank you for your comment. Yes I agree as accorind to (Kapur, 2020) recruitment and selection of human resources takes place, it is vital to ensure that they are well-aware of pioneering methods that are used in the production processes in terms of products and services.
DeleteAgreed with the shared content Joel. According to the research, both internal and external sources should be used for recruiting and selection. The findings also showed a strong correlation between recruitment and selection methods and organizational success, Also, the outcome of the study further showed that there was no significant link between recruitment and selection practices and the employment of competent staff. The selection of candidates is mostly influenced by political and socioeconomic factors, To ensure that the best and most deserving workers are hired, the study also advised that formal guidelines and procedures on the recruitment and selection processes be properly followed (Nanor et al., 2022).
ReplyDelete
ReplyDeleteAccording to Beer et al, (1984) recruitment and selection policies and practices can be perceived as integral. Recruitment and selection not only seek to attract, obtain, and retain the human
resources the organization needs to achieve the strategic goals, but may also have significant impact upon the composition of the workforce, the ultimate fit with the organization's needs and culture, and upon long-range employment stability
Thank you for your comment and yes, recruitment and selection, as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goal (Darkoh & Mavis, 2014)
DeleteGood intro Joel, furthermore, according to (Hamza, 2021), a thorough recruiting and selection procedure can ensure an organization's productivity and consistency of performance as well as help further shape employee behavior and attitude.Because employees recognize organizational needs and strive to meet them, effective recruitment and selection strategies greatly affect organizational performance and development (Anand, 2018).
ReplyDeleteRecruitment and selection are one of the most important process in a HR activity. This is the process which creates the building block of an organization.Recruitment is the process of identification of potential candidates from a pool of candidates. Whereas selection is the process of picking up the right candidate to the right job profile.all the companies should have strategy to select a candidate depending on the need of rhe company. Effective recruitment decides the future of every organization.
ReplyDeleteThank you for your comment and i agree with you as well as the organization and employee must understand the required qualification for job. Recruitment of employee done by organization after taking at most care if it is not taken properly the organization may face different problem in future. It require the details study of manpower planning and if planning done very carefully it may take to organization to achieve its target in a shorter period of time(Balasubramanian, 2014).
DeleteAgreed with the content. In addition, The standard recruiting process begins with a job description and job specification. The job description explains the duties of the successful job candidate. The job description indicates the level of experience required to perform the work (Anwar & Balcioglu, 2016).
ReplyDeleteGreat Introduction Joel, I agreed the content and to add furthermore, Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs and moreover, the aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully (Armstrong, 2014).
ReplyDeleteThank you for your comment and I agree with your comment at (Kapur, 2018) states that it is a process of screening, sourcing, shortlisting, and selecting the right candidates for the vacant positions. The employers put into practice recruitment strategies and methods that would be the most beneficial to achieve organizational goals and objectives.
DeleteThis blog post is pretty informative. Selecting the top candidate from a group of applicants is the process of recruitment. Additionally, the first interview for screening purposes will be followed by the final job offer in the general selection process. While the steps in between will vary depending on the requirements of the company, each step is necessary to increase the applicant's knowledge in order for the decision-makers to select the candidate who is most qualified for the open position (Kamran et al., 2015).
ReplyDeleteAgreed with you, The hiring process, which is handled by HR, is the first step in giving the association a recruiting and competitive advantage. Finding and choosing a competent or eligible candidate to fill an available position is called recruitment (Anwar & Abdullah, 2021). These practices or regulations are designed to improve organizational effectiveness, employee satisfaction, and product quality.
ReplyDeleteThank you for your comment and i agree with you as (Fontein, 2022) states that involving the Management in the decision making process along with employees increase employee engagement and also the goals of the organization are more likely to be achieved.
ReplyDeleteThank you for your comment and according to(Hsu, 1999) a study indicates that there is a general desire among HR professionals in manufacturing organizations that HRM polices are integrated with corporate strategies and that HRM should be involved in decision making at board level.
ReplyDeleteGreat start on the Blog Joel. In organizations the language of competency is used as a basis for the person specification and competencies are set out through role analysis. Competencies defined are used as the framework for recruitment and Selection. (Armstrong M.,2006). A competencies approach will help identify which selection techniques to be used.
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