Importance of Recruitment & Selection

 

With the deepening of economic globalization, the competition for talents has emerged between enterprises and the key to the survival and development of the enterprise is to differentiate the existing workforce and attract the most talented among them. Recruitment is an important aspect of every organization to have excellent human resources. The company goals could be achieved easily if the right set of people would be attracted to the company and if guided on the right path. So it is seen that the success or failure of the recruitment process directly affects the efficiency of the enterprise operation and even the development and survival of the organization.

Watson (1994, p. 185-225) states recruitment and selection are conceived as the processes by which organizations solicit, contract, and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”. If the right candidate is not selected, there can be recruitment throughout the year and due to this cost allocation for the recruitment process has to be increased. Therefore, recruiting can literally make or break businesses. 

Video 1

This video explains the selection and recruitment process and its importance within the Human Resource Management function of a business.

Source: (Two Teachers, 2021)

The recruitment process costs money to find the employees, screen them, recruit them, keep them for payroll and offer company benefits (Castello, 2006). Therefore, the decision of recruiting a single candidate would affect organizational development and maintenance.

To manage a diverse workforce effectively, an organization must hire the most capable candidate for a job, while being concerned about the necessity to build a workforce that is a reflection of a greater business entity. This could be achieved through the use of appropriate selection strategies. Cole (2002) stated that the principal purpose of recruitment is to attract sufficient and most suitable potential employees to apply for the relevant vacancy. The main purpose of the selection process is to identify the most suitable candidate and persuade them to accept a position in the organization.

Careful selection is also important because of the legal implications associated with the hiring of employees and incompetent hiring may result in unfair discrimination against protected groups. Negligent hiring occurs when employees with past criminal records or unethical behaviors find their way into organizations as employees. That is the reason why it is therefore important to ensure the effectiveness of the recruitment and selection process (Turner, 2010).

In the public sector, when an employee is recruited he or she remains to serve in the sector till the person is about 60 years, on conditions that he or she was of good behavior and good conduct. This highlights the importance of attracting the right pool of personnel for the job and the recruitment and selection process should be effective enough to ensure that the organizational goals are achieved.

Many studies reveal that every organization’s survival depends on the effectiveness of its recruitment and selection practices (Ofori & Aryeetey (2011). The most important function of the Human Resource Department of every organization is to attract potential employees who have the required knowledge, skills, and attitudes to perform the job role effectively (Muscalu, 2015). In attracting employees to the organization, hiring managers should consider the sources of recruitment both internal and external. However, according to Muscalu (2015), it is appropriate to use both sources internal and external so as to increase the company’s chances of attracting the most qualified person for the job.

According to Sekiguchi, (2004) exceptional applicants help the recruitment managers remove unfit candidates from the pool of applicants for the role. In other words, the selection process matters to a company because it saves money in the long run by finding reliable permanent employees, linking the right candidates to open vacancies, and looking for the best suitable candidate for the position rather than just recruiting a qualified person. Therefore, the recruitment and selection process is of great importance to find qualified employees who are consequently able to fit in their roles.

 

References

Cole, D. (2002). Designing the right blend combining online and onsite training for optimal results. Performance Improvement, 41(4), 26-36.

Castello, D. (2006). Leveraging the employee life cycle, CRM Magazine, 10(12), 48-58, retrieved from Academic Search Premier Database.

Muscalu, E. (2015). Sources of human resources recruitment organization. Management and Economics, 3(79), 352-359.Robert, G. (2005). Recruitment and selection. London: Institute of Personnel Development Publishers.

Sekiguchi, T., 2004. Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka keidai ronshu, 54(6), pp.179-196.

Turner, D. W. (2010). Qualitative interview design: A practical guide for novice investigators. The qualitative report, 15(3), 754.

Two Teachers (2021) The Recruitment and Selection Process Explained. [online video] Available at:< https://youtu.be/hHXlsJ2VQ70> [Accessed 10/08/2022].