INTRODUCTION

By -

Source : (Adobe stock, 2022)

Recruitment and selection are the key functions of human resource management for any type of business organization. These terms refer to the process of attracting and choosing suitable candidates for employment (Gamage, 2014). Recruiting and selecting the wrong candidates who are not suitable, come with a huge negative cost which businesses cannot bear. Thus, the overall aim of recruitment and selection within the organization is to obtain the number and quality of employees that are required to satisfy the strategic objectives of the organization, at minimal cost (Ofori & Aryeetey, 2011).

Recruitment is the process of finding and engaging the people according to the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed as the best suit to jobs (Armstrong, 2009). 

The traditional approach involves writing a fully detailed job description of the job to be filled. This enables the recruiter to know exactly what the purpose, duties and responsibilities of the vacant position will be and its location within the organization structure (Beardwell, Holden & Claydon, 2004). The next step involves drawing up a person specification that is based on the job description (JD), and which identifies the personal characteristics required to perform the job adequately. Characteristics are usually described within a framework consisting of a number of broad headings (Beardwell, Holden & Claydon, 2004).

The four stages of recruitment and selection are as follows.

Recruitment and Selection Stages (Armstrong, 2009).

  1. Defining requirements – preparing job specifications/descriptions, person specifications; deciding terms and conditions of employment.
  2. Planning recruitment campaigns – planning of selection methods’ specifications.
  3. Attracting candidates – reviewing and evaluating alternative sources of applicants: advertising, e-recruiting, agencies and consultants.
  4. Selecting candidates – screening applications, interviewing, testing, assessing, assessment centers, offering employment, obtaining references; preparing contracts of employment.

The effectiveness of different recruitment and selection criteria/technics of employees has been the topic of research for over 60 years (Sinha & Thaly, 2013). The effectiveness has primarily been assessed by examining the rates of employee turnover, job survival & performance along with organizational issues such as referrals by current personnel, in-house job postings, and the rehiring of former employees (Zottoli & Wanous, 2000).

 

References

  • Ekwoaba, J.O., Ikeije, J.J. & Ufoma, N. (2015) The impact of recruitment and selection criteria on organizational performance. Global Journal of Human Resource Management, Vol.3, No.2, pp.22-33
  • Gamage, A. S. (2014) Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), 37-52
  • Ofori, D., & Aryeetey, M. (2011) Recruitment and selection practices in small and medium enterprises. International Journal of Business Administration, 2(3):45-60.
  • Michael Armstrong. (2009) Armstrong’s handbook of human resource management practice (11th ed). United Kingdom, Kogan Page.
  • Ian Beardwell, Len Holden & Tim Claydon. (2004) Human Resource management a contemporary approach (4th ed). England, Pearson Education.
  • Sinha, V. & Thaly, P. (2013). A review on changing trend of recruitment practice to enhance the quality of hiring in global organizations. Management, 18(2), 141-156. 
  • Zottoli, M. A. & Wanous, J. P. (2000). Recruitment source research: Current status and future directions. Human Resource Management Review, 10 (4), pp. 353-382.

 

Comments

  1. Mushadiq AzharDecember 3, 2022 at 6:52 AM

    Great introduction Miyuru, According to (Hamza, 2021), a thorough recruiting and selection procedure can ensure an organization's productivity and consistency of performance as well as help further shape employee behavior and attitude.

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 9, 2022 at 11:24 PM

      Thanks for the comment Azhar. Further, employees recognize organizational needs and strive to meet them, effective recruitment and selection strategies greatly affect organizational performance and development (Anand, 2018).

      Delete
  2. Sachini NagahawattaDecember 3, 2022 at 9:14 AM

    Great content Miyuru, according to Anand et al, (2018) The effectiveness of recruitment has become increasingly popular as a measure for identifying the process of recruitment in the organization and as a tool for developing the recruitment process. In the era of competition for attracting talent, the ‘recruitment’ function has been viewed as a critical function and It acts as a channel for discovering potential candidates and attracting them to fill up the existing vacancies (Muduli & Trivedi, 2020)

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 9, 2022 at 11:26 PM

      Thanks for the comment Sachini. Further, more significantly, individuals who are in charge of choosing candidates should have access to sufficient information (Bohlander, Snell & Sherman, 2001).

      Delete
  3. sarasi BotejueDecember 6, 2022 at 12:07 AM

    Great miyuru, Further, the recruitment and selection process is an active, multifaceted and an important part of human resource management in organisations. The recruitment process's main target is to find basic needs and excellent prerequisites. So, HR can prevent the employment of the wrong individual and it will reduce cost for the company too. Whereas, the selection process is the process that proposes to select the best and most suitable contributor for the job (Mohammad, 2020).

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 9, 2022 at 11:27 PM

      Thanks for the comment Sarasi. Any organization's recruitment & selection process is a serious business since the caliber of the personnel that was brought on board through these processes determines the organization's success or the effectiveness of its service delivery (Ezeali & Esiagu, 2010).

      Delete
  4. Uday sDecember 6, 2022 at 6:05 AM

    Good content miyuru. Recruitment is very important in HRM as the selected person should be a perfect fit for the job role. As mentioned in the blog, there are different ways and steps for recruiting for selecting skilled, enthusiastic, dedicated and people who are perfect for the company

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 9, 2022 at 11:29 PM

      Thanks for the comment Udaya. Further, organizations invest funds and resources to design policies and procedures for their successful execution to achieve business goals because they understand how crucial they are to the success and survival of organizations (McDowall & Saunders 2010).

      Delete
  5. Nelushan GunewardenaDecember 8, 2022 at 1:03 AM

    Interesting read Miyuru. Similarly, Rozario et al., (2019) establishes that the knowledge economy of today depends heavily on the value created by the employees of an organisation and go on to state that in such a highly competitive environment, an organization's employees are its greatest asset and hence, companies are now paying more attention to the recruitment and selection process.

    ReplyDelete
    Replies
    1. Miyuru MadushanDecember 9, 2022 at 11:30 PM

      Thanks for the comment Nelushan. Basically, many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003).

      Delete
  6. Miyuru MadushanDecember 9, 2022 at 11:22 PM

    Thanks for the comment Chathuri. Further, many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003).

    ReplyDelete
  7. Miyuru MadushanDecember 9, 2022 at 11:31 PM

    Thanks for the comment Farhan. Organizations invest funds and resources to design policies and procedures for their successful execution to achieve business goals because they understand how crucial they are to the success and survival of organizations (McDowall & Saunders 2010).

    ReplyDelete
  8. W.A.Nimesha MadushaniDecember 13, 2022 at 5:38 PM

    Recruitment is the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations. 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. The educational qualifications, experience, abilities and skills of the individuals need to be taken into consideration when recruitment takes place. It is the process of attracting, selecting and appointing potential candidates to meet the needs and requirements of the organizations(KapUr .R,2018)

    ReplyDelete

Post a Comment

Popular posts from this blog

CHALLENGES FOR RECRUITMENT & SELECTION

By -
Image
                               (Source: BetterPlace, 2020) Introduction Selection and recruitment practice is adopted to attract the potential candidates for job opportunities in any company and extract the best among all of them. There are many ways to choose the employee including interviews and tests by computer or written tests that specialize in skills or measuring the intelligence or aspects of the personality of the employee (Banu, 2019). Every experienced HR professional who is responsible for recruitment and selection will occasionally come across a vacancy that is particularly difficult to fi ll. In this situation any compromise that involves appointing someone who does not meet the specification must be avoided (Armstrong, 2009). Recruitment and selection theories primarily focus on the process of variables that are often associated with the psychological or environmental mechan...
Read more

RECRUITMENT PLANNING

By -
Image
Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the company. Selection procedure involves a system of functions & devices which match the candidate’s specifications with job specification. (Kusu & Balaji, 2020). Job Description A job description defines what job holders are required to do in terms of activities, duties or tasks (Armstrong, 2004) . They are prescriptive and inflexible, giving people the opportunity to say: ‘It’s not in my job description’, meaning that they only need to do the tasks listed there. They are more concerned with tasks than outcomes and with the duties to be performed rather than the competencies required to perform them (Armstrong, 2004, p.444). Example of Job description (Armstrong, 2004, p.451).   Taking into consideration the conditions necessary in this process and adopting the principle of justice, equality and equal opportunities for all candidates, and that selection be...
Read more

ASSESSMENT CENTRES

By -
Image
Introduction Assessment centers are advanced selection procedure that offers relatively high predictive validity for managerial and supervisory jobs. Assessment centers are intensive selection procedures that may last several days, in which multiple assessors observe the abilities of applicants in a wide range of settings. Assessment centers combine several traditional selection procedures such as interviews and tests with procedures that simulate managerial work in a job setting (Greer, 2013). Figure 1: Assessment Centers                                      (Source: Depositphotos, 2022) Characteristics of Assessement Centers An assessment center uses a set of comprehensive standardized procedure in which multiple assessment techniques such as situational exercises and job simulation (business games, discussions, reports & presentations) are used to evaluate ind...
Read more