Recruitment and Selection
In
modern world performance of its work force drive the organization to meet it’s
desired goal and to be competitive in the market. Smart employees bring values
to the organization. Acquiring the right people at the right place on timely
manner is vital for an organization. Effective recruitment and selection
process need to be in place for hiring the best talent to the organization (Djabatey,
2012). In current context for a Logistic company, it has been a great challenge
to recruit and select the right talent and retain them for longer period.
Recruitment
is a process of identifying and attracting potential candidates for future
requirements of an organization (Oaya, et al., 2017). This generates pool of
qualified, skilled and knowledgeable individuals for the employment (Ekwoaba, et
al., 2015). According to Saviour, et al (2016) it is a bundle of activities put
in place to attract individuals with right competencies.
Selection
is a process of identifying the individuals with right caliber who meet the
organization expectations (Naveen & Raju, 2014). It identifies the most
appropriate and suitable candidate for the vacant position. In the Selection
process, the performance criteria are predicted and who meet the set criteria
will be selected (Yaseen, 2015).
Recruitment
involves planning for human resource to job design, job description, job
analysis, creating awareness among others while the selection is a process which
organization decide who will be employed on a specific job and who will not (Otoo,
et al. 2018).
Figure
1 – Recruitment and Selection process
(Source – Richardson, 2012, cited in Adu-Darkoh, 2014)
The
above Figure 1 elaborate the process of
recruitment and selection. It begins with the recruitment process which first
identify the need of a specific position and competencies required then
identify the source of recruitment and attract the potential candidates through
appropriate advertising method. After identifying the pool of candidates,
selection process starts to acquire the individual who best fit to the vacant
position. In Selection process shortlist the most suit candidates through
screening and select the individual with required skills, experience and
attitude through interview, test and other sophisticated methods. Finally, the
medical tests, background verification and other referencing done before the
employment of selected individual.
I
am working in a leading logistic company in Sri Lanka. According to the
practice of the company, Recruitment process begins with the Manpower
Requisition form (MRF) initiated from the particular department. MRF covers justification for the position,
required skills and qualifications, source of recruitment and necessary
approval levels. When a MRF submitted to a Human Resource Department, they will
follow the subsequent steps to recruit and select the right talent for the
vacant position.
References
Adu-Darkoh,
M., (2012), ‘Employee Recruitment and Selection Practices in the Construction
Industry in Ashanti Region’, MBA thesis, University of Science and Technology,
School of Business KNUST.
Djabatey
E. N. (2012), ‘Recruitment and selection practices of organizations: A case
study of HFC Bank (GH) Ltd’, MBA thesis, University of Science and Technology,
Ghana.
Ekwoaba,
J.O., Ikeije, U.U. & Ufoma, N., (2015). The Impact of Recruitment and
Selection Criteria on Organisational Performance. Global Journal of Human
Resource Management, 3(2), [Online]. Available at http://www.eajournals.org/.
Accessed on 27th March 2021.
Naveen,
S. & Raju, D.N.M., (2014). A Study on Recruitment & Selection Process
with reference to three industries, Cement Industry, Electronic Industry, Sugar
Industry in Krihna Dt AP,India. IOSR Journal of Business and Management,
15(5), [Online]. Available at http://www.iosrjournals.org/.
Accessed on 26th March 2021.
Oaya,
Z.C.T., Ogbu, O.J. & Remilekun, O.G. (2017). Impact of Recruitment and
Selection Strategy on Employees’ Performance: A Study of Three Selected
Manufacturing Companies in Nigeria. International Journal of Innovation and
Economic Development, 3(3), [Online]. Available at http://dx.doi.org.
Accessed on 25th March 2021.
Otto,
I.C., Assuming J. & Agyei, P.M. (2018). Effectiveness of Recruitment and
Selection Practices in Public Sector Higher Education Institutions: Evidence
from Ghana. European Scientific Journal, 14(13), [Online]. Available at http://dx.doi.org.
Accessed on 22nd March 2021.
Saviour,
A.W., Kofi, A., Yao, B.D. & Letsa, (2016). The Impact of Effective
Recruitment and Selection Practices on Organisational Performance. Global
Journal of Management and Business Research, 16(11), [Online]. Available at
https://globaljournals.org/. Accessed on 28th March 2021.
Yaseen, A. (2015). Recruitment and Selection Process of Higher Education Sector and Its Impact on Organizational Outcomes. International Journal of Human Resource Studies, 05(04), [Online]. Available at http://dx.doi.org. Accessed on 22nd March 2021.
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ReplyDeleteYes, I do agree with the fact that hiring the deal personnel for the vacancy is important for an organization as it will contributes towards the organizational growth in the long run. According to Mamoon (2013), preparation of job description should be clear and precise. It should reflect the requirements of the particular vacancy connected with the organization's expectations. Any vagueness or generalities will hinder the organization's ability of acquiring the right person.
ReplyDeleteVery valid point Oshadee. Job description should outlines the duties, responsibilities, contributions, behaviors, outcomes and required qualifications for a specific job in an organization (Heathfield, 2016). Ultimate purpose of a recruitment and selection process is to hire the right person for the right position. Effective job description will give a competitive advantage for an organization.
DeleteAgreed with your views and according to the Kamran, et al. (2015) recruitment is the process which involves the attraction range of people who are the potential candidates that or wish to be chosen for the organization in the particular departments. This involves communicating with definite or potential job seekers, welcoming them to have a go at the opportunity and try to convince them to work for the organization in any means of the fields.
ReplyDeleteWell explained Pernalla. Adding to that recruitment process generates a pool of competent individuals who can fulfill current and future vacancies of a company (Aryeetey, 2011). Companies who have effective recruitment process will give competitive advantage of having a competent pool of candidates for their job requirements.
DeleteAs Naveen (2014), stated, recruitment is finding the potential applicant for actual or anticipated organizational 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.
ReplyDeleteReference
Naveen S. and D. N. M. Raju (2014), A study on recruitment and selection process with reference to three industries, cement industry, electronics industry, sugar industry in Krishna Dt Ap, India, IOSR Journal of Business and Management, Vol. 15, Issue 5 (online), available on: http://www.iosrjournals.org/iosr-jbm/papers/Vol15-issue5/H01556067.pdf cited on 28th April 2021.
Richardson & Thompson (1999) states that number of candidates, competency level they possess and diversity of motivation are key elements of effective HR strategy and recruitment, selection process.
DeleteSelection 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 attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires.( Neeraj Kumari 2012). (Aleksandra Stoilkovska,2015) knows the process of selecting qualified individuals to fill vacancies in the organization. In other words, the organization will not have much chance of success if it fails to choose the people with the necessary qualifications because the main goal is to hire the best person and it is a fundamental principle in equal employment opportunities laws. He says (Bernard Oladosu Omisore 2016) is the process of choosing from the group of applicants who will be appointed by the institution based on specific regulatory requirements. Next step is selecting the most productive and suitable person according to the requirements of the job vacancy it can be done by assessing the candidates by various tools or measures and making a rational choice or decision followed by an offer of employment.
ReplyDeleteHi Hashanika, agreed on what you have pointed out. Selection process is not limited to selecting best candidate. It should focus on what method to be use, cost effectiveness of the selection process and maintain the reputation in the market (Gamage, 2014).
DeleteYes Chanaka, when the organization is selecting A role profile listing competence, skill, educational and experience requirements produces the job criteria against which candidates will be assessed at the interview or by means of psychological tests (Armstrong, 2006).
ReplyDeleteAgreed Duminda. This is where the Job analysis is important that identified the specific tasks need to perform, responsibilities and skill and experience required to perform the job (Porter, Bingham and Simmonds, 2008).
DeleteAgreed, recruitment and selection have been given a great recognition in human resource management there is a growing awareness that attracting and retaining talented employees can provide Organizations with a sustained competitive advantage. The importance of attracting Superior employees, together with low unemployment rates has led to intense competition for the best applicants in a wide variety of occupations (O’Leary, 2002). Recruitment and selection is one of the foremost parts of human resource management. It is conducted to get the right person for the right place at the right time at an organization. Recently there has been a significant increase in the use of the internet to recruit and select people (Hopkins and Markham, 2003).
ReplyDeleteYes Gagana Recruitment and Selection is one of the most complex process in HR that consumes considerable time, cost and effort to attract right potential candidates (Chanda, Bansal & Chanda, 2010).
DeleteAgreed, Recruitment and selection can play a pivotally important role in shaping an organization's
ReplyDeleteperformance if work organizations can acquire workers who already possess relevant knowledge,
skills, and aptitudes and can make an accurate prediction regarding their future abilities(Akyuz,M. 2019)
Absolutely Wasantha. Having the right people at the right job at right time is important for an organization to achieve objectives that facilitate by effective recruitment process (Argue, 2015).
DeleteAgreed with you Chanaka, and Selecting correct official for the required vacant would be challenge. For a number of years, selection researchers have noted the importance of “expanding the criterion space” (see Campbell 1990) or the need to define success at work more broadly than just task performance. In recent years, we have seen continued discussion of the need for expansion but also some action in terms of studying criteria other than task performance. Ryan, A. M., & Ployhart, R. E. (2014).
ReplyDeleteAgreed Eranda. In addition to that technology has advance the selection process that gives many benefits to the organization, improve efficiency, convenience, and cost savings (Reynolds and Dickter, 2010).
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ReplyDeleteWhile I agreeing with you would like to bring the importance of role of the internet in recruitment process. The development of the Internet and social networks opens up new opportunities in the implementation of the recruitment and selection activities. The majority of company management finds that the structure of the labor force in the labor market has changed a lot, and traditional recruitment and selection techniques are not sufficient to attract and retain a new generation which has different demands and expectations from work. In order to obtain credible and useful information necessary for deciding on the choice of an adequate candidate, it is necessary to combine traditional and modern techniques, with the increasing use of the internet (Slavic et. al, 2017)
ReplyDeleteAgree with you Chamara. E-recruitment is use of online technology to attract candidates that gives more advantages like wider access, geographical spread and cost effectiveness (Kapse, Patil and Patil, 2012).
DeleteYes Chanaka agreed, also I would like to add that In any kind of organization, recruitment and selection processes are considered useful because they help in finding the most suitable candidates for the jobs also an important operation in human resource management, designed to make the best use of employee strength to meet the strategic goals and objectives of the employers and the organization as a whole (Kapur, 2018).
ReplyDeleteAgreed Chanaka, If employer chosen right people for right job gives them
ReplyDeleteassurance for the success of organization and management is able to achieve its target.
It leads to good productivity, morale and goodwill (Balasubramanian, 2014).
Indeed Chanaka, adding to that, the importance of the recruitment process to the Human Resources Department is to prevent hiring the wrong person, who may cost the organization very much. Away from the salaries and incentives offered, the process of employing an inappropriate and effective component may cost larger losses based on the decisions and activities wrongly practiced. Therefore, this process is one of the most important processes for managing human resources and for the company as a whole (Mohammed, 2020).
ReplyDelete
ReplyDeleteStaffing is the process of identifying people of the correct caliber who meet the company's requirements. Hiring the Right Workforce can be a kick start for a business. But before that, it is also very important to choose the right staffing agency. Here I will recommend you Medix which is a great staffing agency and can provide you with the best staffing solutions in technology, healthcare, Lifesciences, and engineering.
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