Introduction to Recruitment and selection
Recruitment and selection process can easily be considered to be one of the most critical functions of an organization. Having the right people with the right talents for the right duties becomes more important as the business environment becomes more competitive (Chungyalpa and Karishma,2016). Indeed, it can be a source of competitive advantage. As employee skills directly impact on organizational success, human resources are viewed as an organization's most important resource. Consequently, the core roles of human resource department are recruitment and selection (Chungyalpa and Karishma,2016).
Recruitment
Recruitment is the process whereby an organization generates a pool of qualified, skilled and knowledgeable persons applying to an organization for employment (Otoo, Assuming and Agyei, 2018). The recruitment process entails examining the job requirements, drawing candidates to the position, screening and choosing candidates, contracting, and coordinating the new employee into the organization (Hamza et al. 2021). Recruitment process incorporate with a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and requires numerous resources and time (Hamza et al. 2021).
Recruitment process is categorized in to two parts. Those are internal recruitment and external recruitment (Mohammad,2020).
Internal Recruitment - This
process prioritizes hiring employees for the available job vacancies from their
own organization. The human resources department posts a circular on the notice
board and web portal inviting deserving employees to attend the interview as
they can rise in position and gain career progression (Mohommad,2020).
External Recruitment –This process is applicable when recruiting from other organization/ company/ institute
or fresh graduate people. These types of vacancies are filled from outsiders
(Mohommad,2020)
Selection
Selection is the process
of picking individuals who have relevant qualifications to fill jobs in an
organization. Selection is much more than just choosing the best candidate. It
is an endeavor to strike a happy balance between what the applicant can and desires
to do and what the organization requires (Kumar and Gupta,2014). 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 (Kapur,2018). Once the organization has
decided which candidate suitable for the job, their next task is to identify
the most appropriate and effective method to use in order to select the right
person. Human resource Management take a responsibility for finding and
selecting the right person for this vacant position. The selection process
changes from association to association and even from department to another
department inside of the same association. some organizations may give
importance to various tests, while others may emphasize interviews and
reference checks (Hamza et al. 2021).
Steps in Recruitment and
selection process
Recruitment and selection process varies from organization to organization. However, the following are the steps generally common to all organizations according to Salahudeen, Palanisingh and Gurumoorty (2019).
- Application Form: The details of the potential candidates are usually categorized into bio data, education, work experience and recreation.
- Preliminary Interview: These are to the point interviews conducted to rapidly discover suitability of candidates for the job. Its main plan is to eradicate those candidates that are inappropriate for the job and ensures that the organization spend time and effort only with potential candidates that can execute the task.
- Employment Tests: A lot of different types of employment tests can be conducted to determine merits and kinds of potential candidates. Every test is planned to measure an exact characteristic or capability of a potential candidate. The main plan is to equal an individual’s physical, mental and explosive capability with the requirements of the job.
- Employment Interview: This is the most ordinary method for hiring new employees and is extensively used by all organizations. The main purpose is to determine the suitability of the applicant. It provides chance to the organization to know the applicant better according to their motivation, ambition and outlook.
- Physical Examination: Either it may or may not be part of selection process. In certain jobs like the armed and police physical examination is compulsory due to the requirements of the job.
- Final Selection: At this phase particular candidates are issued employment letters. Initially all new hires are enrolled on probationary period which can last for six months to a year. During this period candidates are assessed for their work ethic, dedication, motivation, honesty and integrity. The candidates will be hired on a permanent basis if they satisfy all the requirements.
- Placement and Induction: Induction may be conducted of fresh candidates. Training may be a formal process of an informal process. The induction process is designed to familiarize candidates with organizational procedures, rules, and regulations. (Salahudeen, Palanisingh and Gurumoorty, 2019).
List of references
- Chungyalpa, W. and Karishma, T. (2016) Best practices and emerging trends in recruitment and selection. Journal of Entrepreneurship & Organization Management, 5(2) p.1.
- Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G. (2021) Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3) pp.2-5.
- Kapur, R. (2018) Recruitment and selection. ResearchGate, [online] Available at:
https://www.researchgate.net/publication/323829919_Recruitment_and_Selection [Accessed 03 August 2022].
- Kumar, S. and Gupta, A.K. (2014) A study on recruitment & selection process with reference. ResearchGate, [online] Available at: https://www.researchgate.net/publication/268210664 [Accessed 03 August 2022].
- Mohammad, A. (2020) A review of recruitment and selection process. ResearchGate, [online] Available at:
https://www.researchgate.net/publication/341787517 [Accessed 03 August 2022].
- Otoo, I.C., Assuming, J. and Agyei, P.M. (2018) Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana. European Scientific Journal, 14(13) p.202.
- Salahudeen, V.A., Palanisingh, V. and Gurumoorty, T.R. (2017) Emerging trends in recruitment and selection. Pezzottaite Journals, 6(2) pp.3168-3169.
Recruitment and selection is one of the basic functions of Human Resource Management. There is a clear distinction between recruitment and selection. Walker, Feild, Giles, Armenakis, and Bernerth (2009) explained that recruitment is the process of attracting a large pool of qualified people for employment. 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 country to country.
ReplyDeleteThank you for your feedback isuri. Agree with you.
DeleteRecruitment involves in hiring the right candidate from within or outside the organization. It includes analysing job requirements and attracting employees to the job. After that selection process will conduct to put right men on right job (Thiruvenkatraj and Nirmal, 2018).
Interesting article. However i would like to draw your attention to the importance of e-recruitment. With the globalization the competition has increased substantially. Hence the emergence of e-recruitment in every part of the world can be seen (Marr, 2017). I would say out of all the methods and ways e-recruitment will supersede and establish as the standard for recruitment with in this decade.
ReplyDeleteThis comment has been removed by the author.
DeleteAgreed Masha.
DeleteE-Recruitment typically specifies the use of technological knowledge and web-based capitals for inviting, screening, cross-examining and selecting the best candidates.Organizations prefer e-recruitment to reach a diverse pool of candidates with low cost and less time (Kumari and Chalam, 2020).
According to Galhena and Liyanage (2014) The manner Human Resource Management functions have been carried out has evolved considerably with the emergence of Internet Technology. Shifting from old (labor-intensive) methods of delivering human resource management functions to more efficient, cost-effective methods (technology-intensive) is currently the primary focus of the human resource management literature. Many businesses now utilize electronic recruiting (e-recruitment) instead of traditional methods of personnel recruitment. Furthermore, potential job prospects are more interested in using the internet to search for and apply for job vacancies. Firms tend to construct beautiful, content-rich, easy-to-use, and user-friendly recruiting through their own website or via job portals in order to generate an acceptable candidate pool.
ReplyDeleteAgreed.
Deleterecruitment is one of the human resource (HR) functions that
has changed dramatically, from traditional paper-based process to digital or electronic recruitment
process, commonly referred to as e-recruitment. A popular form of e-recruitment is video recruitment. It is a tool that gathers all the candidates obtained, permitting to systematize the project. However, the
most important factor is time saving, which for the business side plays a significant role in planning the recruitment and selection strategies (Borowska and Wilczewska, 2018).
well written article Virosha , Recruitment can be defined as a series of activities performed by the organization to
ReplyDeleteattract candidates who have the skills and attitudes necessary support to achieve Organization goals.Selection is a process of identifying most suitable candidate among all applicants(Absar,2012).
Agreed.
DeleteThe most important factor of recruitment and selection is judgment of the appropriate candidate and inherent in
them. But treating job applicants in a professional and Optimistic manner is more probable to leave them, whether
they are successful or not, with a positive view of the organization and how it has dealt with the applicants. Therefore proper recruitment and selection process is needed for a organization (Gill, 2021).
The word recruitment has become a thing of concern to many organizations in order to get a rightful candidate that can effectively fill the vacant position in the organizations due to the increase in competitions (Adeyemi, Dumade and Fadare 2015).
ReplyDeleteRecruitment is the first stage in the process which continues with selection and ends with the placement
Deleteof candidate. Recruitment facilitates in acquiring the number and the types of people necessary to ensure
continued operations of the organizations .Recruitment is finding the potential applicants for actual or
anticipated org vacancies thus, it acts as link in bringing together the people with jobs and those seating jobs.
The purpose of recruitment is to identify suitable man power to meet the job requirements and job specifications (Naveen and Raju, 2014).
Hi Virosha ! The basic purpose of recruitment is to create a pool of suitably qualified candidates to enable the selection of the best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization (Gamage, 2014).
ReplyDeleteI agree with you.
DeleteIneffective recruitment has a number of cost implications for employers: low morale which can affect employee
performance; lost business opportunities, as well as higher levels of labour turmover. Recruitment and selection also has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to workforce but rather aims to put in place workers who can perform at a high level and demonstrate ( Tomcikova, 2016).
Well explained Virosha, Internal and external hires differ in observable characteristics (such as skill levels), as do the employers making each type of hiring decision. By the way, main concern of bias favouring is occuring when hiring internals despite of depending on externalsDevaro, Jed (2016).
ReplyDeleteAgreed.
DeleteBut internal resources mainly consist of availability of employee referrals CV’s. It helps to recruit better candidates without efforts. It is one of the ways of quick availability of CV’s. Candidate are of high morale provide
benefits to the company (Gill, 2021).