RECRUITMENT & SELECTION

  Five Levels of Maslow’s Hierarchy of Needs McLeod, S (2018) Abraham Maslow came up with a hierarchy of needs theory & stated that people are motivated thru five levels of needs, namely Physiological needs, safety, Love & belonging, esteem & self-actualization. McLeod (2018) categorize Physiological & safety needs as considered Basic needs, Love & belonging, esteem as Physiological needs & self-actualization is a self-fulfillment need. Application of theory to the organization I work for , Being employed in a leading Stock Brokering firm in Sri Lanka, given below is how Maslow’s Hierarchy of Needs theory is applied to the organisation. Psychological needs are the basic requirement of a person says Ramlall (2004). In today’s context the basic needs of an employee can be defined as a friendly working environment, having a equiped workstation to do your day to day work. Being a service provider, all employees in my company is provided with a PC or a laptop al...

  In the modern days, effective use of human resources is critical for a company as it creates a competitive advantage to the organization.   Hence, recruiting the best out of the candidates is crucial. Candidates being thoroughly prepared for the selection methods enable them to get through the selection process easily. Hence, screening applicants, conducting preliminary interviews alone has become in sufficient in selecting the best person for the vacancy. Candidates being well prepared for the interviews enable them to get through the selection process. Memon, et at, 2018 defines psychometric tests as an activity that is carried out in order to evaluate a person’s skills, personality traits, abilities and knowledge in a specific position. Types of Psychometric Tests   Rajavarman & Kalpana  (2021) is his report categorized Psychometric Test in to two section. 01.    Aptitude Test 02.    Personality Test Aptitude testes are used to ...

  As defined by Stone (2005) human resource management is to use people productively in achieving the organization’s strategic business objectives. Based on the above definition Gamage (2014) indicates that organisations’ objectives are reliant on their work force efficiency & effectiveness. “An Organisation’s success largely depends on the quality of human capital that supports the company” (Gamage, 2014). He further states that, most of the companies take necessary action to secure and train their employees. If a business to survive, a proper management of the company’s human resources should take place. As per Klepić, Mabić & Madžar (2020), Human resources signify the most important resource of an enterprise and creates a competitive advantage against their rivals. The human potentials in a company can’t be copied by a competitor says Flanagan & Despanade, in this 1996. The value of the human resource held by the firm largely depends on the effectiveness & ef...

  The recruitment process has changes drastically due to the use of internet. As per Dhamija (2012), it was in mid 1990s the internet recruitment tools first emerged.   Many large & small organisations use internet recruiting in the current context & are becoming a favored medium of both employers and job-seekers. ‘The Internet has caused the largest change to the recruitment landscape in the past decade acting as a conduit between employers and job seekers’ (Barber, 2006). Hosain, Hena, Arefin &Hossin (2020), describes E-recruitment also known as online recruitment, as a practice of using technology and in particular using web / internet based approach in recruiting new candidates. Figure 1: Landscape of e-recruitment (Source: Barber.l, 2006, p.5) Figure 1 explains how sophisticated the technology is & how   it connects the   corporate websites, suppliers and job seekers &   enabled them to become more, interactive & to connect glob...

  Gupta & Kumar (2014) has categorized recruitment under two main headings            01.   Internal  Recruitment      02. External Recruitment   Internal Recruitment De Varo & Morita (2020), states that when an organisation fills their vacant positions using their current employees, it is known as internal recruitment. This could be sourcing talent from other departments, teams and job functions within the company. As per DeVaro (2020) this could be through Promotions or transfers done horizontally.   As per Bidwell (2011) types of internal recruitments can be stated as follows, Promotion: Employees are moved within the organization to a higher administrative rank with higher pay, status, responsibilities and skill requirements. Lateral Transfers: Employees will be moved to a difference unit or to a different job while remaining in the same vertical ranking. Workers Move vertically and ho...

  Recruitment and selection is an important function in human resource management. This refers to ‘a set of activities an organization uses to attract job candidates who have the needed abilities and attitudes’ (Gamage 2014, p.41). As Gamage (2014) indicates, there is a positive and significant relationship between recruitment and selection and the performance of an enterprise. He further stated that the quality of the human resource of the firm heavily depends on the effectiveness of recruitment and selection. Let’s look at what both recruitment & selection mean. Figure 1: Recruitment and Selection Process Roberts.G (1997) Recruitment Process  As stated by Sikalumbi & Situmba (2019), Organisation’s attract candidates with the needed abilities and attitudes using a set of activities which is known as Recruitment. The general purpose of recruitment is to provide the organization with a pool of potentially qualified job candidates. As describes by Gamage (2...