Recruitment
and Selection is a key concept of Human Resource Management that is designed to
maximize the employee strength to meet the strategic goals and objectives of
the employer. Mostly the success of a business depends on the quality of the
workers and their attitude to work. So it is important to have a systematic
recruitment and selection process. The recruitment and selection process is concerned with
identifying, attracting, and choosing the suitable person to meet the
organization’s human resource requirements (Anderson, 2001). In
short, Recruitment and Selection is the process of sourcing, screening,
shortlisting, and selecting the right candidates for filling the vacant position
at right time (Pandey, 2020).
Walker,
Feild, Giles, Armenakis, and Bernerth (2009) explained that recruitment is the
process of attracting a large pool of qualified people for employment. This
involves planning for human resources to job design, job description, job
analysis, and creating awareness among others. 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).
Selection
on the other hand is the process through which organizations make decisions
about who will or will not be allowed to join the organization. The selection
process varies from organization to organization, job to job, and region to
region. Selection
is the process of gathering information to evaluate and decide who should be
employed in particular jobs (Liang, 2020). However, at present, applicants
mostly select their future employer by making decisions as to how much further
they wish to pursue their original employment inquiry (Torrington, Hall, Taylor
& Atkinson, 2014). The successful conclusion of both processes is the
creation of a legally binding agreement between the employer and the employee,
setting out the rights, obligations, and expectations of both parties
(Armstrong, 2006).
Casteller
(1992) outlined the following as some of the aims for selection and the factors
to consider when selecting:
1.
Gather relevant information about applicants.
2.
Analyse, organize, and evaluate the information of applicants to make a choice.
3.
Assess each applicant to determine their suitability.
4.
Provide information about the company to applicants for them to decide to work
in the company.
Storey
(2007) asserts that it is the nature and caliber of the human resource of an
organization that indicates whether an organization will have a competitive
edge over its competitors or not. Thus, for this reason, Human Resource
Management must ensure that at each stage of the recruitment and selection
process the planned strategies for the recruitment and selection are followed.
Barber
(1998) indicates that there are two important phases of the recruitment
processes that are very essential for good recruitment and selection processes.
The first is to attract large numbers of applicants and the second is the
ability of Human Resource Divisions to make the best selections out of the
total applicants (Barbar, 1998). According to Barber, Wesson, Roberson, and
Taylor (1999) recruitment process are effective if it brings enough pool of
applications and the selection process is handled with ease. The effectiveness
of the selection process in most cases is directly influenced by whatever
happens during the recruitment process. In Sri Lanka, considering the public
sector, usually 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 implies that the recruitment and selection
process should be effective enough to ensure that the right pool of personnel
is attracted.
Considering
the place of work as a personal experience, mostly the company policy is to
give priority to internal recruitment. Through this the company is trying to
find a suitable candidate who is already aware of the company better than
hiring an outsider, motivating the internal employees to work harder to achieve
their career goals while maintaining low recruitment costs. If the internal
recruitment does not match the need, recruiting candidates outside the
organization are considered.
Every
business, enterprise, start-up, and the entrepreneurial firm has some
well-defined employment and recruitment policies and hiring procedures that is
specific to the organization. The Human Resources Department of large
organizations, businesses, government offices, and multilateral organizations is
generally vested with the responsibilities of employee recruitment and
selection. (Armstrong and Taylor, 2014). In a summary, the process of
recruitment and selection in any common organization is mostly followed by a
meticulous analysis of the job by which the qualities and capabilities required
for it may be identified along with experience.
References
Anderson, N. (2001). Towards a theory of socialization impact: Selection as pre-entry socialization. International Journal of Selection and Assessment, 9, 84-91.
Armstrong, M., and Taylor, S., (2014) Armstrong’s handbook of human resource management practice. (13th Ed) London: Kogan Page.
Barber, A. E. (1998). Recruiting employees: Individual and Organisational Perspectives. Thousand Oaks, CA, USA: Sage Publications, Inc.
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.
Storey, J. (2007). Human resource management: A critical text. Cengage Learning EMEA.
Hi isuri. The traditional process of hiring a new employee is to publish the job description and job specification. The job description describes the responsibilities and tasks of the current job. The job specification describes the qualifications and experience of the person required for the job. (Anwar & Balcioglu, 2016).
ReplyDeleteAgree with you Nonali, when drafting a job description managers should pay attention to outlining the current job demand and most importantly day-to-day duties the employee will face in performing his responsibilities (Markkanen, 1999).
DeleteJob specification highlights what kind of people to hire for the job (Franklin, 2005), so both these will help the organization to remain competitive by bringing the right blood and keeping them developing according to the changing demand.
Hi Isuri, also noted on Armstrong book of 2017 -A person specification, also known as a recruitment
ReplyDeleteor job specification, defines the knowledge, skills
and abilities (KSAs) required to carry out the role,
the types of behavior expected from role holders
(behavioral competencies) and the education,
qualifications, training and experience needed to
acquire the necessary KSAs.
Yes Raveen, most of the research based on contingency theory (e.g.; Thompson, 1967; Lawrence & Lorsch, 1967) suggest that there is no any best recruitment and selection method and not all potential systems will be ideal for all employees. Therefore it is vital to differentiate the groups of employees and clearly articulate the differences in KSAs between these positions.
DeleteRecruitment is described as the process of attracting and seeking eligible people for available positions inside a business. Recruiting the proper people would reduce staff turnover. A selection is the process of choosing one person from a group of candidates. This person is expected to be the best fit for the selection criteria for the available position. A selection process should be relevant to the job itself, provide an effective utility to the chosen candidate, and be legally permissible. An good human resource management should be able to choose suitable people and place them in the appropriate position within a firm (Anwar and Shukur, 2015).
ReplyDeleteThank you for adding furthermore, the successful conclusion of both the processes is building up a legally binding agreement between the employer and the employee, setting out the rights, obligations, and expectations of both parties (Armstrong, 2006).
DeleteIn the same book that you have referred by Armstrong (2014) he states the stages of recruitment and selection are as follows:
ReplyDelete1 Deining requirements.
2 Attracting candidates.
3 Sifting applications.
4 Interviewing.
5 Testing.
6 Assessing candidates.
7 Obtaining references.
8 Checking applications.
9 Offering employment.
10 Following up.
Agreed with you Rumaiz. Also according to Roberts (2005), the recruitment and selection stages are defining requirements stage is concerned with the preparation of role profiles, planning recruitment campaigns, Attracting candidates reviewing and evaluating alternative sources of applicants, and selecting candidates sifting applications, interviewing, testing, assessing candidates, assessment centres, offering employment, obtaining references; preparing contracts of employment.
DeleteRecruitment 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).
ReplyDeleteYes Ishamiam, according to Sangeetha (2010), “attracting, hiring and retaining qualified workforce is decisive for the growth of an organization”, as effective recruitment processes represent an important source of competitive advantage and thus, the financial success of an organization.
DeleteI agree with you. The selection of right candidates for the right positions will help the organization to achieve its desired goals and 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).
ReplyDeleteYes Masha, Selection is also the process whereby Human Resource management uses techniques to choose qualified and capable employees from a large pool of
Deleteapplicants (Bratton & Gold, 2007). Storey (2007) asserts that it is the nature and calibre of the human resource of an organization that indicates whether an organization will have a competitive edge over its competitors or not.