Introduction
to Recruitment and selection
Why recruitment and selection are important for the best hiring employees:
For
an organization, recruitment, and selection processes are very important, because
it is helped to find the most suitable employees for the relevant roles.
Recruitment and selection are considered very important operations in HRM
(Kapur, 2018). Therefor to finding the best employees is the main task of the
Human resource management.
In an increasingly global and modern marketplace, recruitment and selection have become an important tool for organizations to achieve their current strategic orientation and ensure that they have the human resources needed for innovation and development in the future (Iles, 2001).
The recruitment help to find a large number of a qualified candidate for offering job vacancy. It should provide facts so that unsuitable applicants can self-select from the job application. Only qualified applicants should be attracted to a good recruitment process. This dual-purpose will reduce the processing costs of unqualified candidates (Kumar and Gupta, 2014). Therefore, recruitment and selection is the best way to find an employee for the organization.
Recruitment Defined
Recruitment is the process of finding the people the organization needs and contacting. Selection is part of the recruitment process related to deciding which candidates or candidates should be nominated for the job (Armstrong, 2014). In another way, the process of selecting the right person for the right position and at the right time is called recruitment (Gusdorf, 2008). In addition, it defines, as the process of attracting applicants from the labor market for vacant positions in an organization (Bratton and Gold, 2000).
Selection Defined
Selection is the process of selecting the most suitable candidate for the job (Kapoor, 2016). In other words, it is the process of selecting the most suitable candidates for vacant positions in an organization (Bratton and Gold, 2000) In addition, Selection is the process of selecting the most suitable person from a group of candidates for a particular position and organization (Gusdorf, 2008).
Conclusion
This blog discussed one of the main problems in HRM. It is how to find the best employees for the organization. According to Kapur
(2018), recruitment and selection is the key function of the HRM. It is an
important factor in winning strategic planning. New employees’ finding is a costly thing for organizations. According to Kumar
and Gupta (2014), recruitment and selection is the best solution to overcome
this situation.
References:
- Armstrong, M. (2014) Handbook of Human Resource Management Practice. Thirteenth edition. London: Kogan Page.
- Bratton, J. and Gold, J. (2000) Human Resource Management Theory and Practice. Second edition. North America: Lawrence Erlbaum Associates.
- Gusdorf,
M. (2008) Recruitment and Selection: Hearing the Right Person.
First edition. Alexandria: SHRM Academic Initiatives.
- Iles, 2001. International Journal of Management Sciences and Business Research. , 3 (12) 2226-8235.
- Kapur, R. (2018) Recruitment and Selection. [Online] Available at:https://www.researchgate.net/publication/323829919_Recruitment_and_Selection [Accessed 30 October 2020].
- Kumar, S. and Gupta, A. (2014) a Study on Recruitment & Selection Process with Reference. [Online]Available at:https://www.academia.edu/36910812/A_Study_On_Recruitment_and_Selection_Process_With_Reference [Accessed 30 October 2020].
Recruitment and Selection is a part of Activity Planning in the Human Resource Planning or as sometimes called workforce planning process. There are 4 main steps in the recruitment and selection process (Armstrong, 2010).
ReplyDelete1. Defining requirements
2. Planning recruitment campaigns
3. Attracting candidates
4. Selecting candidates.
Based on the survey ‘recruitment, retention and turnover (2009a)’ conducted by CIPD, average cost per employee for filling a vacancy was found to be £4,000. Therefore, HR professionals must take utmost care when selecting a person for the job to ensure retention (Armstrong, 2010).
Hi Sonali, agree with you. Recruitment can be expensive. The 2013 CIPD Survey on Resources and Skills Planning revealed that the average recruitment cost to fill a vacancy for a director or senior manager is $8,000, compared to $3,000 for other employees (Armstrong, 2014).
DeleteHi Ranga, I would like to mention some extra points of recruitment process here. Recruitment process includes four phases which are job design, job description, job analysis and creating job awareness among others (Walker et al ,2009). Although recruitment and selection is two distinct processes, recruitment process has great impact on the effectiveness of the selection process (Barbar, 1998) . Barbar (1998) explained that the selection process is more effective when the recruitment process can recruit an enough pool of applications. For that, a large numbers of qualified applicants should be attracted (Barbar, 1998).
ReplyDeleteThanks Eranga, I would like to add this also. Job analysis is the process of systematically gathering information about work tasks. This process involves obtaining information from specialized experts to determine the tasks to be performed by workers, the tools and equipment needed to perform the tasks, and the conditions under which they are required to work (Strewart and Brown, 2011).
DeleteEmployees under performing could also be a problem with the recruitment and selection. hiring people could be costly and if not done properly, organizations face a lot issues later. A lot of efforts should be put into HR planning to develop this (Biles & Holmberg, 1980; Djabatey, 2012).
ReplyDeleteAgree with the Malinga, hiring good employees can reduce job costs and help keep new employees employed once they are hired by making sure they know what to expect from the organization (Strewart and Brown, 2011).
DeleteAgree with the content while adding, Attracting candidates is primarily a matter of identifying, evaluating and using the most appropriate sources of applicants.(Armstrong, 2014). Considering the cycle of events involved in recruitment and selection, the process starts with the attraction stage of job posting which draws people in to a large pool. The second stage (Recruitment) filters the numbers down by selecting out those who fail to meet key criteria and the third ( Selection) select in from those who remain (Bartram, 2000).
ReplyDeleteAccording to Armstrong (2014) the following steps are required in planning how to attract candidates: Analyse the strengths and weaknesses of recruitment, analyse the need to identify what type of person is needed, and identify potential sources of candidates.
DeleteHi Ranga. I would like to add further to this post that, the various sources of recruitment can be broadly classified into two categories:
ReplyDelete1. Internal Recruitment
2. External Recruitment.
Most organizations depend upon both the sources. The relative emphases may differ from organization to organization depending upon the requirement (PravinDurai, 2010).
Agree with you, types of recruitment are broadly classified into two different categories. These are the internal sources and the external sources (Kapur, 2018).
DeleteWatson (1994, p. 185-225) state “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”. Recruitment is the process of seeking applicants for positions within a business - on either a general basis or targeted to address particular vacancies. Selection takes the next step, where the employer makes a choice between two or more interested applicants (mostly a pool of protective) who ideally match the vacancy with required Educational Background and Experiences level. However at the present time applicants similarly select their future employer by making decisions as to how much further they wish to pursue their original employment enquiry (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).
ReplyDeleteRecruitment is the process of assembling a group of people who have applied for the vacancy and selecting the most suitable person or persons using special tools or equipment (Gold, 2007).
DeleteChoosing of the right employee is essential towards organization's success. Job interview is the process by which the job interview team decides on the applicant's suitability for the job . As per Ducker(1959) " Do not hire employees based on your instincts, provide a regular and valid way to find and test your best new employees among the job candidates. Focus on all the important recruitment processes so that you can find a source of the best candidates" Peter Drucker (1959).
ReplyDeleteHi Bakhshi, some managers believe that the best way to find high-performing employees is to hire people who are directed by existing employees. Current employees can play an important role in recruiting new employees, and some companies pay employees a bonus for successful referrals(Gusdorf, 2008).
DeleteRecruitment is the process through which an organization develop a pool of qualified, skilled and knowledgeable persons applying to an organization for employment (Gold, 2007). Selection is also the process through which organizations uses techniques to choose qualified and best employees from a wide-range of applicants (Bratton & Gold, 2007). According to Gamage (2014), the intention of selection function is to get the right person to the right job, create and maintain a good image as a good employer, and keep up the selection process as cost effective as possible.
ReplyDeleteHi Chamila, agree with you selecting the right candidates for the right positions will help the organization achieve the desired goals and objectives. When selecting employees, it is essential to ensure that they have the necessary qualifications, skills and abilities to perform their job duties in a properly organized manner (Kapur, 2018).
DeleteRecruitment can be defined as a series of activities undertaken by the organization for your paper. Attract candidates with the skills and attitudes required to accomplish the objectives of the company. Selection is a method of selecting the most acceptable candidate from all applicants (Absar,2012).
ReplyDeleteWalker et al. (2009 explained that recruitment is the process of attracting many people who are qualified for the job. This includes job planning, job description, job analysis, and human resource planning to raise awareness among others. Selection, on the other hand, is the process by which institutions decide who is allowed to join the organization.
DeleteHi Ranga,Agreed to your inputs and adding more.Kleiman(2005)noted ,An effective approach to recruitment and selection can help an organization to maximize the competitive advantages by
ReplyDeletechoosing the best pool of candidates quickly and cost efficiently. But successful recruitment and selection can be costly and time-consuming. Still, recruitment and selection is crucial for a business, because unsuccessful recruitment and selection can be responsible for the failure of the business (Ahmed, Tabassum & Hossain,2006).
Thanks, Madura, Agreed Organizations use these processes to increase the likelihood of recruiting people with the right skills and abilities to succeed in their jobs. Selection is the process by which human resource management techniques are used to select qualified and talented employees from a large group of applicants (Bratton & Gold, 2007).
DeleteIn order for an organization to build and sustain the competitive advantage, streamlining the recruiting/staffing is crucial (Djabatey, 2012). Success of the organization depends on the performance of those who are employed in it. Hiring wrong people or failure to expect fluctuations in hiring needs can be costly ( Djabatey, 2012). Therefore, it is imperative that conscious efforts are exerted towards human resource planning. Thus, recruitment and selection become vital for; individuals need to be attracted on a timely basis, in adequate numbers and with appropriate qualifications ( Ekwoaba, J, Ikeije, U & Ufoma, N 2015).
ReplyDeleteAgreed with you, The recruitment process provides the organization with a pool of qualified job seekers who can make reasonable choices to fill vacancies. Employment Professional recruitment begins with proper job planning and forecasting. At this stage in the staffing process, an organization plans to analyse future needs and fill or eliminate future job opportunities based on skills within and outside the organization (Evans, 2014).
DeleteAgree with you. 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 on the success of the organization.
ReplyDeleteyes Sohan It is the central function of human resource management. Recruitment is the process of selecting the right person for the right position at the right time (Kapur, 2018).
DeleteLabor or work force is the key factor of an organization before it creates, operate and maintain in order to achieve the purpose for the organization was setup (Harky 2018). Recruitment defines the process of bewitch individuals on correct time, in required numbers, and with adequate qualifications, and embolden them to find the best place with an organization (Mondy & Noe, 2008). Selection describes the aspect of choosing from a group of applicants the individual best befit for a role or a position and organization (Mondy & Noe, 2008).
ReplyDeleteAgreed Dimuthu, Costello (2006) defined recruitment as a set of activities and processes that are used to legally obtain a sufficient number of qualified individuals at the right place and on time so that people and organizations can choose each other according to their own short- and long-term needs.
DeleteRecruitment methodologies must be fair and comply with the relevant legal and regulatory frameworks and activities must contribute to corporate goals, reflect organizational brand and values whilst also being efficient and cost effective (Foot & Hook, 2008 )
ReplyDeleteAgreed Kanishka, Recruitment and selection is the process by which managers and others use specialized equipment to select an individual or individuals from a pool of applicants who are most likely to be successful in the job, depending on management objectives and legal requirements (Gold, 2003).
DeleteWhen human resource planning indicates additional labor needs, organizations have many options to choose from. This may be the first step in the full recruiting and selection process. But sometimes hiring more workers is not the best way to recruit additional workers. It may be appropriate for the organization to consider. Other recruitment options, such as outsourcing or potential labor instead of hiring full-time workers. If this is a temporary fluctuation in workload, the easiest solution might be part-time labor or overtime work by existing workers (Gusdorf, 2008).
ReplyDeleteJob design is important when companies are first created and when existing companies open new plants or stores. However, the principles of job design are also important for existing companies that are looking to improve. Many existing companies use job redesign to reorganize tasks so that jobs are changed. Job redesign often increases the sense of control for workers (Strewart and Brown, 2011).
DeleteThe main function of the human resources department is the recruitment of a pool of candidates and selecting the right person for the right job. By doing a proper job analysis one can create job descriptions and specifications in order to develop the vacancy advertisement which is considered to be the most important steps in recruitment. This will be followed by selection tests which basically focuses on getting to know the candidates and hiring the right person (Armstrong, 2009; Dessler, 2013; Younger et al, 2007)
ReplyDeleteRecruitment and selection of a productive workforce can be considered as a hub for business success and a key function in human resource management. The strategic importance of recruitment is often reported in the academic literature (Boxall & Purcell, 2003).
DeleteRecruitment is the process of attracting, screening, and selecting qualified people for a job (Hoover, In Press). According to Montana and Charnov (2000), recruitment includes sourcing candidates by advertising or other methods, screening potential candidates using tests and interviews, selecting candidates based on the results of the tests or interviews, and on-boarding to ensure that the candidate are able to fulfill their new roles effectively. Recruitment form a major part of an organization's overall resourcing strategies, which identifies and secures people needed for an organization to survive and succeed in the short to medium-term (Elwood & James, 1996). Moreover, as Zheng (2006) and Croucher (2008) point out, there is a positive and significant relationship between recruitment and selection and the performance of a firm.
ReplyDeleteRecruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting the right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel (Dayal, 2017).
DeleteFinding a recruiter that best matches your personality, professional needs, and profile can be difficult under the best of circumstances. The best time to find one is while you are employed. Locating one at this time allows you to be more particular. Recruitment Services in london
ReplyDelete