RECRUITMENT AND SELECTION PROCESS

 

Recruitment and selection are a core function of Human Resource Management, it is a process of identifying, screening, shortlisting, and hiring potential individual to full fill a vacant position in an organization (Armstrong, 2014). Gusdorf (2008) stated that, recruitment is a process of attracting individuals in a timely manner with appropriate qualification to apply for a job in an organization.

Recruiting right candidate, at the right time, for the right job is especially important (Gusdorf, 2008). Selected candidate will use the organization resources effectively and efficiently to achieve the objectives of the organization with high level of satisfaction, and commitment to the offered job (Gusdorf, 2008).        

Human resource (HR) recruitment and selection is an activity that is used to fill the vacancies in any organization by hiring a specific number and types of employees with different skills, attitude, and competences according to the job requirements (Armstrong, 2014).

1.1  Process of Recruitment
The recruitment standards mostly based on the skills, capabilities, as well as qualification, and professionalism required for the job opening (Armstrong, 2014). Recruitment involves a process that varies from company to company. It contains a set of techniques and procedures aimed at attracting qualified candidates who can occupy positions within the company: to achieve its mission, recruitment must attract enough candidates. In addition, recruitment involves research and intervention-related activities in resources that can provide enough individuals to the organization to achieve the goals (Tunaiji, 2011).

The recruitment process consists of three main phases, such as, planning, searching, shortlisting. 

Recruitment Planning

The key aspect of recruitment process is preparation: knowing the requirement of the job and selecting someone to perform (Ekwoaba et al, 2015). It is well known fact that, cost of recruitment is extremely high, many companies fail in this process due to in-appropriate planning. Proactive approach in building out a plan for requirement can save time and money, as well as it helps to create an opportunity to align company goals with hiring efforts to strategically plan for the year ahead (Ekwoaba et al, 2015).

Recruitment planning process consists of drafting of effective job description and job specification as well. Writing them clearly and accurately helps organization and applicant cope with challenges while onboard (Adhikari, 2015).

                                        Figure-1 : Job Analysis

Source: Juneja, (2015)

The above (Figure-1) shows preparing job description and job specification in the recruitment planning process is vital to attract right pool of candidate, as well as applicants can easily understand whether he/she is fit to the vacant position in terms of required skills and qualification. Organization can easily save time through this process and they will not have irrelevant candidates applying for the job (Garner, 2012).

Searching

After planning and identifying the vacant job, HR department will search for right candidates to fill up the vacant position with the use of internal and external sources of recruitment.
Internal recruitment is recruiting employees within the organization from other team, and department through transfers, promotions, and employee referral by considering their skill, performance, and target achievement during the tenure of their employment (Anand et al, 2018).
Internal recruitment is cheaper and faster, increases loyalty and morale among employees as it serves as a reward for existing employees, it saves more time and money in terms of on training and development as well as employees will be more familiar with the company culture and policies already in place for the new job (Anand et al, 2018).  

External recruitment is recruiting employees through outsource companies, advertisements, job posting websites and word of mouth. It brings “new blood” and new experiences to the company (Dessler, 2020).

The entry of these employees will increase efficiency in work and employees will show more involvement on achieving company goals, new innovative ideas will be brought forward to expand the business while making good competitive strategies, as well as use of different approaches to the internal problems of the organization (Anand et al, 2018).

Shortlisting

Shortlisting is the most challenging and time-consuming part in recruitment process when identifying the right candidate from a large applicant pool (Shenoy et al, 2018). After sourcing the candidates, shortlisting is the final process which decides and helps HR department to select and remove qualified and unqualified or irrelevant candidates. (shenoy, 2018)

List of References

·        Adhikari, E. R. (2015), Understanding Nuances and Commonalities of Job Descriptions: Journal of training and development, Vol.1(1). Pp68-69.

·         Anand, V. V, Shanthanlakshmi. M, Srinivasan G. U, Arunkumar, V. Icewarya, G, Nandhu, and S. Kamatchi, M. S. (2018), A study on effectiveness of recruitment organizational supportin ITes: international journal of pure and applied mathematics, Vol.19(7). pp.2755-2758.

·    Armstrong, M and Taylor, S. (2014). Armstrong’s handbook of human resource management practice. 13th ed. London:Kogan page, Limited.

·         Dessler, G (2020). Human resource management: Florida international university, 16th ed. Pearson education Inc.p52.

·        Ekwoaba, J. O, Ikeije, U. U, and Ufoma, N. (2015), The impact of recruitment and selection criteria on organizational performance: Global Journal of Human Resource Management, Vol.3(2). Pp.22-23.

·    Garner, E. (2012), Recruitment and Selection: hiring people you want, [online]. Available from: http://thuvienso.bvu.edu.vn/bitstream/TVDHBRVT/15793/1/Recruitment-andSelection.pdf  [Accessed 22 April 2021]. 

·    Gusdorf, L. M. (2008), Recruitment and Selection: Hiring the Right Person: A two-part   learning module for undergraduate students: Society for Human Resource Management. pp.1-4

·  Horold, B. F. C. (2015), Recruitment and Selection: the way of finding future talented leaders, Linnaqeus university.

·      Shenoy, V, and Aithal, P. S. (2018), Literature review on primary organizational recruitment sources: International journal of management, technology and social, Vol.3(1).pp.38-41.

·      Tunaiji, A. A. B, (2011). An evaluation of recruitment and selection process in three organizations in the UAE.


 

Comments

  1. Chanaka Babaranda27 April 2021 at 03:20

    Agreed with your point and adding to that, Recruitment and selection plays a key role in current context. As per Sparrow et al., (2002), acquiring technology and capital can be done at any time with a premium, but acquire a ready pool of highly qualified and motivated employees is a challenge. Therefore having a effective recruitment and selection process is a distinct advantage for an organization to be success.

    ReplyDelete
    Replies
    1. E.Sujeendran5 May 2021 at 05:27

      Agree with you, employees are the most valued asset of any organization. Employee efficiency and talent determine the pace and growth of an organization. ( Marten, 2019).
      It is the skill and knowledge of an employee which determine the effective use of technology and resources to the success of an organization. Therefore recruiting and selecting right candidate at the right time will be a competitive advantage for any organization to attain their desired goals and objectives. (Mullins, 1999)

      Delete
  2. Pernalla Vincent28 April 2021 at 09:30

    Agree on your views. With the revolutionary developing internet technologies and human technological skills, usage of social media networks have been broaden with common platforms like Facebook, LinkedIn and Twitter which led to emergence of e-recruitment where the companies will be able to acquire more competent and potential candidates in the global job market (Kiselicki et al., 2018).

    ReplyDelete
    Replies
    1. E.Sujeendran4 May 2021 at 07:04

      Hi pernalla, i agree E-Recritment is new era of recruting employees and it is cost effective and less time consuming procedure for human resource hiring manager and line manager. (Barbar, 2006). It is also important that, implenting and use of e-recruitment method must ensure identifying appropirate candidate for the vacant job. Using e-Recruitment method has few challenges, such as, duplication of online resumes, which may cause to neglect the right candidate as well as, lack of authenticity and accuracy in providing information.(Sinha & Thaly, 2013)
      Therefore, recuritment manager must analyse the efficiency, and pros and cons of using e-recuritment method.

      Delete
  3. gagana_amadoru30 April 2021 at 00:08


    I agreed with you’re the recruitment and selection reflects the success of any organization. To remain competitive, employees play one of the most vital roles in companies. They can also be one of the most lavish burdens in a company has if they do not fit the organizational needs and requirements. An organization could not achieve it requires result, although it may have all the latest technology and the best physical resources because of not having the right people (Segalla, et.al, 2001).

    ReplyDelete
    Replies
    1. Hashanika Mohan 1 May 2021 at 05:32

      I agree with you your blog posts as recruitment Process Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization(Biswas2012). Stonner, Freeman and Gilbert (2000) stated that the purpose of recruitment is to provide a group of candidate that is large enough to let managers select the employees they need. Recruitment according to Nzuve (1997) refers to the discovery and development of the sources of required personnel so that sufficient number of candidates will always be available for employment in the organization. The purpose of recruitment is to seek out or explore, to evaluate, to induce and to obtain commitment from the prospective employees so as to fill up positions required for successful operation and organization. )Raghavi and Gopinathan 2013) define it as the process of creating a group of qualified candidates for vacancies within organizations. In both professional and non-professional fields, employment will include an attempt to identify a diverse group of applicants with the necessary qualifications and capabilities, and inform them of available job opportunities.

      Delete
  4. Nivethini Manoharan4 May 2021 at 05:00

    Agree with you. Recruitment and selection is a HR function, which is the major activity that impacts the performance of an organization in terms of achieving its ultimate goal and targets (Costello, 2006). The recruitment and selection for a company are influenced by the state of the labour market and its strength within it (Jackson et al., 2009).

    ReplyDelete
    Replies
    1. E.Sujeendran5 May 2021 at 04:33

      Certainly, recruitment and selection has been regarded as an important aspect in HRM, as it brings human capital in to the organization. (Barber, 1998). An effective approach to recruitment and selection will be able to attract right pool of candidate with skills, knowledge, experience, and commitment towards work, which increase the productivity of an organization to attain competitive advantage for long term. (Jovanovic, 2004)

      Delete
  5. Duminda Perera15 May 2021 at 02:31

    Agreed and accordingly, 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.

    ReplyDelete
  6. ERANDA ELLEPOLA15 May 2021 at 04:33

    Agreed with you, and adding designing of selection process also playing key aspects in the Selection researchers have long focused on two key questions in designing selection processes: What should be assessed? How should we assess it? In this section we review advances in considering what should be assessed (definitions and measures of desired outcomes of selection as well as constructs of focus in selection) and how it is assessed (methods of assessment) (Ryan and Ployhart, 2014).

    ReplyDelete
  7. Uddika Pathiranage15 May 2021 at 07:11

    Hi Sujeendran,As Addon Willer, Truesdell and Kelly (2017) discussed attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Electronic technology has also been used to reduce the number of potential candidates. In particular, using online recruiting can mean that employers receive a large number of applications from inappropriate candidates, so using technology to help manage the application form can also be helpful.

    ReplyDelete
  8. Vindya Ratnayake17 May 2021 at 23:45

    Yes I agree, recruiters have to make important decisions, including whom to target, what message to convey and how to staff recruitment efforts. If not done correctly, an organization’s recruitment efforts can produce job applicants who are unqualified, who lack diversity or who may decline job offers (SHRM, 2021).

    ReplyDelete

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