Recruitment and Selection
Recruitment and Selection
Recruitment
Recruitment and Selection is the most important HR function
and the key responsibility of the HR department in an organization. The correct
recruitment and selection process will maximize the employee strength in order
to meet the employer's strategic goals and objectives. (Abdullah & Othman,
2019). According to Abdullah & Othman recruitment is the process of
selecting and hiring the most suitable qualified candidate from inside or
outside of the organization for a particular job opportunity (Abdullah &
Othman, 2019).
The recruitment process includes examining or analyzing the
necessities of work, drawing employees to that occupation, screening and
selecting candidates, contracting, and coordinating the new employee to the
association. Also, the HR department is responsible to choose the right person
for the organizations’ needs (Abdullah & Othman, 2019). Recruitment is the
process of discovering and identifying the qualified or appropriate applicant
to fill the vacant position (Anwar & Abdullah, 2021).
The recruitment process includes a systematic
procedure from sourcing the candidates and leading the interviews and requires
various resources and time. “The methods and procedures used to acquire an
understanding of jobs are called job analysis. There are mainly two sources of
recruitment: internal and external” (Gardi et al. 2020).
Furthermore, Recruitment and selection have been viewed as
which the organization tries to accurately match the individual to the vacant
position and can be compared to completing a jigsaw puzzle (Bach, S., 2005.)
In the recruitment process, more often the requirement is
expressed as ad hoc demands for people because of the rise of a new position,
expansion into new activities or areas, or need for a replacement. These short
term demands may put the HR department of the organization under pressure to
fulfill the requirements urgently. (Armstrong, 2012).
The requirements or what is expected are set out in the form
of role profiles and person specifications. These are the information that is
needed to post the vacancies on various platforms such as the Company website,
Internet, draft advertisements, brief agencies or recruitment consultants, and
assess by means of interviews and selection tests. (Armstrong, 2012).
Selection
Selection is a process of evaluating and interviewing
candidates for a particular job and selecting the right person for the right
position. “Selection is a process of hiring suitable people for the job who can
successfully perform the job” (Prabhu et al. 2020). When there is a vacant
position in an organization Human Resource Management takes the responsibility
for finding and selecting the right person for this vacant position. “Right man
for the right job is the main goal of selection” (Anwar & Shukur, 2015).
The selection process includes a progression of steps to be taken after picking
the suitable employee for the empty position (Anwar & Abd Zebari, 2015).
The selection process changes from association to
association and even from one department to another department inside the same
association (Anwar, 2017). “Like in a few associations, therapeutic examination
is done after definite choice while in others it might be done before
conclusive choice” (Abdullah & Othman, 2019). However, every
association plans the choice procedure according to its need. The selection
process involves many steps such as preliminary reception of application,
screening, interviewing, test, medical test, references and final decision of
hiring y (Abdullah & Othman, 2019)). Human Resources has created strategic
worth in organizations we know and how the impact of HR on organizational
performance has been measured using the four kinds of indicators (Ismael et al.
2021).
Figure1: The stages of the Recruitment and Selection process
Source: (Armstrong, 2012)
Organizations need to change with the rapidly changing
global environment. Dependent on attracting and retaining high-quality
individuals who can respond effectively to the changing environment will gain
continued success in an Organization. But if the wrong people are selected,
they will become a liability for the organization rather than an asset because
they do not contribute to organizational success and may even harm the
organization (Bach, S., 2005).
It is important to hire competent people and this is
dependent on effective recruitment and selection procedures, which aim to
select the right individuals and reject the wrong ones. The importance of this
should not be underestimated because a poor recruitment decision can cost an
employer financially (Bach, S., 2005). These costs can include, lower
productivity, potential loss of clients, training costs, advertising costs,
recruitment fees, and redundancy packages (Bach, S., 2005).
References
Abdullah, N. N. &
Othman, M. B., 2019. Effects of Intellectual Capital on the Performance of
Malaysian Food and Beverage Small and Medium-Sized Enterprises. International
Journal of Civil Engineering and Technology, 10(2), pp. 135-143.
Ahmed, S., 2021. Recruitment and Selection: The
Relationship between Recruitment and Selection with Organizational
Performance. International journal of Engineering, Business and Management
(IJEBM), 5(3).
Anwar, G. & Abdullah,
N. N., 2021. The impact of Human resource management practice on Organizational
performance. International journal of Engineering, Business and Management, 5(1).
Armstrong, M., 2012. ARMSTRONG’S
HAND BOOK OF HUMAN ROSOURCE MANAGEMENT AND PRACTICE. Twelft ed. London:
KoganPage .
Bach, S., 2005. Managing
Human Resources. 4th ed. Oxford: BLACKWELL PUBLISHING.
Branine, M., 2008.
Graduate recruitment and selection in the UK A study of the recent changes in
methods and expectations. Career Development International, 13(6).
Gardi, B. et al., 2020.
The Effect of Capital Competence on the Profitability of Development and
Investment Banks in Turkey. Solid State Technology, 63(6), pp.
12571-12583.
Shih, H.S., Huang, L.C.
and Shyur, H.J., 2005. Recruitment and selection processes through an effective
GDSS. Computers & Mathematics with Applications, Issue 50, pp.
1543-1558.
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ReplyDeleteThis comment has been removed by the author.
DeleteI agreed to your blog findings and this is great. Selecting the right candidates for the right place will help the organization to achieve its desired goals and objectives. When selecting employees, it is important to ensure that they have the desired qualifications, skills and abilities to properly organize their job duties “Selection is a process of hiring suitable people for the job who can successfully perform the job” (Prabhu et al. 2020).
ReplyDeletePlease remove the previous comment
Thanks, Chathurika. Furthermore, “Kerr and Slocum (1987) and Kopelman and colleagues (1990), these authors suggested that an organization's cultural values influence its human resource strategies, including selection and placement policies, promotion and development procedures, and reward systems” (Sheridan, 1992).
DeleteHi Harshini , As your article states, Recruitment and Selection is the most important HR function. Adding further to what you have mentioned in your article to According to Edwin B. Flippo recruitment is the process of attracting the candidates and making them to apply for the job. Selection is the second step in the in the process of manpower planning. Selection is the process of choosing the appropriate candidate which matches the candidate skills and the job requirements (Bhattacharyya, 2010).
ReplyDeleteThanks, Naomi. Furthermore, an organization's cultural values influence its human resource strategies, including selection and placement policies (Sheridan, 1992).
DeleteAdding to yout article, recruitment and selection process assists firms in attracting and hiring suitable industry personnel Appointing the appropriate individuals for the right job and in the right place, as well as doing the right things at the right time, is an important part of the organization's recruitment and selection process (Bakhashwain &Javed, 2021).
ReplyDeleteHi Theekshana. Yes, Selection is a process of hiring suitable people for a job who can successfully perform the job (Prabhu et al., 2020)
DeleteThis comment has been removed by the author.
ReplyDeleteYes Harshani, 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). Those two functions can be identified as key functions of HRM of the organization where the effectiveness and efficiency of such functions directly impact the success of the organization.
ReplyDeleteYes, Krishan. (Newell, 2005), States that the importance of the Recruitment and selection process should not be underestimated because a poor recruitment decision can cost an employer an amount equal to 30% of the employee’s 1st-year earnings.
DeleteA great explanation about recruitment and selection Harshani. Also, due to the fact that recruiting and selection differ, there are some commonalities. Attracting, identifying, and retaining employees are the main goals of recruitment and selection. These two essential procedures have a significant impact on an organization's composition and culture (Searle, 2009).
ReplyDeleteThanks, Ravindu. And I agree, that while performance is usually a legitimate selection criterion, hiring decisions are complex and do not rely on any single factor (Zhao & Liden, 2011).
DeleteI think we cannot isolate recruitment and selection only upon candidates but with of those that conducts the recruitment and selection process, as a collective. According to research findings of Rozario, Venkatraman, and Abbas (2019), All 50% of the hiring members mentioned they did not get any formal interview training however most of these organisations have clear policies and procedures documented. This is a case of having it in theory and not in practice, where a new interviewer is left to rely on their own judgement and common sense in making selection decisions.
ReplyDeleteRozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in recruitment and selection process: An empirical study. Challenges, 10(2), p.35.
Hi Ruwini, Furthermore, the selection process is a systematic and objective process that follows a logical sequence of events. The key is to find selection methods that are able to predict the right employee from others (Newell, 2005).
DeleteYes Harshani, Recruitment & selection is the major HR function in an organization,as in Armstrong 12th edition, "Recruitment is the process of finding & engaging the people the organization needs".
ReplyDeleteThanks, Sadeepa, Importance of the Recruitment and selection process should not be underestimated because a poor recruitment decision can cost an employer (Newell, 2005).
DeleteRecruitment and selection is just one stage in the HRM process of a firm, but it’s a process which has significant impact on the organizations effectiveness, efficiency, performance and productivity. It can have widespread implications on other HR processes such as, development, change and attrition (Searle & Al-Sharif, 2018)
ReplyDeleteSearle, R.H. and Al-Sharif, R. (2018). Recruitment and selection. In Human Resource Management (pp. 215-237). Routledge.
Hi Pragash, Yes, recruitment and selection is the main function of a HR department and the recruitment process is the first step towards making a competitive quality and the recruitment strategic advantage for the association (Hamza, et al., 2021).
DeleteRecruitment activities are typically performed by Human Resource department, either internally or externally (Hamza, P. A., et al., 2021):
ReplyDeleteInternal recruitment – It includes promotion, transfers, retrenched employees, contact or references, ex-employees, retired employees, etc.
External recruitment – It includes recruitment through advertisement, campus recruitment, recruitment by employee exchanges, recruitment by third parties, internet recruitment, unsolicited applicants, etc.
Selection involves in a process of interviewing the candidates and evaluating their qualities, which are required for a specific job and then choosing the suitable candidate for the position (Kristina Potočnik, et al., 2021).
Selection is an important process because hiring good resources can help to increase the overall performance of the organization. Because if there is a poor selection process, then the overall work will be affected, and the cost incurred for replacing that incorrect resource will be high (Md. Mobarak Karim, et al., 2021).
Thanks, Iqbal. Yes, a poor recruitment process can cost an employer in various ways, therefore the importance of the Recruitment and selection process should not be underestimated (Newell, 2005).
DeleteThe difference between the recruitment and selection is ,
ReplyDeleteRecruitment discusses to a process of simulating applicants for a vacant job position and finding skilled candidates for the job. Selection refers to the process of shortlisting the applicants and selecting the best applicants who are suitable for that job position (Abdalla et al.,2021)
Yes, Dhanushka. “Recruitment includes attracting many candidates to apply for jobs. In contrast, the selection consists of eliminating the candidates by finding target requirements and finally picking up qualified and efficient ones who are more suitable for the vacant position” (Subat, et al., 2020).
DeleteI agree with your post . 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).
ReplyDeleteThanks, Piyumi. Yes agreed, the recruitment and selection processes are equally important for making the organization practical & functional, also impacting the growth and development of an organization (Mathieu & Taylor, 2006).
DeleteInternal recruitment is another low cost but very effective method of recruiting. According to Barber.1998, Effective recruitment is crucial to organizational success. A key decision is about whether to recruit internally or externally(Bach, 2005). Internal recruitment is more suitable to fill positions where it is required to know the commitment level or some special capabilities of the person who is required to fill the position. Eg- personal secretory.
ReplyDeleteYes agreed, Amal. It is better to use the Internal recruitment method, especially to fill managerial positions in an organisation. This is also very important to provide promotion opportunities for existing employees as well. (Anosh,M., et al., 2014).
DeleteIdentifying the right applicant for the job “is like searching for the sharpest needles—in a pile of needles. Without a good process, you’ll likely get poked a few times.” Applicant Attribution-Reaction Theory (AART) has the central idea that the employee selection process is determined by an attributional process in the form of the applicant’s reaction (Rozario, S.D., Venkatraman, S. and Abbas, A., 2019).
ReplyDeleteHi Rifky, Yes, the recruitment process aims to provide the best elements with excellent qualifications (Mohammad, A., 2020).
DeleteDear Harshani, According to Mohammad, ( 2020), Any company's success is dependent on its staff ( If the individual is perfect for the position, the entire firm will profit from its unrivaled success ) , Recruitment and selection assist in the selection of the best candidate for the job and It contributes in the reduction of an organization's losses , Although the recruiting and selection process is critical for every firm or organization, the fact that it is a fundamental procedure does not imply that it is straightforward or easy to implement, because the outcomes might have unintended consequences.
ReplyDeleteReference
Mohammad, A. (2020). (PDF) A Review of recruitment and selection process. [online] ResearchGate.
Hi Upul. Yes, I agree, that the main task and purpose of the personnel selection team is not the process itself, but the final choice of a person who meets all criteria and is an exact match for a given position in all the aspects (Borowska, C. S. & Wilczewska, M., 2018).
DeleteHi Mihiranga, Yes, the HR department of an organization is responsible to choose the right person or the best qualified candidate for the post according to the organization’s needs. Recruitment is their main function and the recruitment process is the first step towards making a competitive quality and the recruitment strategic advantage for the association (Hamza, et al., 2021).
ReplyDelete