RECRUITMENT & SELECTION PROCESS
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 (2014), a formal recruitment process
involves identifying vacancies, job analysis, job description, person
specification and advertising.
Selection Process
Selection is the process of identifying the most suitable applicant from the pool of applicants recruited to fill the relevant job vacancy (Sikalumbi & Situmba 2019).
A systematic selection process
involves the recruiting process, gathering information about qualified
applicants, evaluating the qualification of each applicant and making decisions
about employment. (Gamage 2014),
The quality of the employees highly depends on the quality of applicants attracted because organization will be selecting employees from those who were attracted (Henry and Temtime 2009). And yet, Ekwoaba,J.O Ikeije,U.U along with Ufoma, N (2015) construed recruitment as the entry point of manpower into an organization and the path an organization must follow from there on in order to make sure that they have attracted the right individuals for their culture and vibes so that the overall strategic goals are achieved .
List of References
ü Dewin,S.A , Gabriel,S, (2019), Recruitment and Selection Practices on the Performance of ZESCO Employees in Zambia, Texila International Journal of Management Special Edition
ü Ekwoaba,J.O, Ikeije,U.U, 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, European Centre for research training and development UK
ü 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), pp.37-52
ü Kumar,S & Gupta,A.K. (2014), A Study On Recruitment & Selection Process With Reference, Researchgate.net
ü Roberts,G. (1997),
Recruitment and selection, CIPD
Hi Layanjalie, Good introduction on Recruitment & Selection. I would like to share some thoughts on the modern day HR department role on this subject. In order to harness the opportunity that the data revolution presents, it's clear that HR needs to drastically change the way it operates and how it trains its own practitioners. It is easy to see that the future of HR will be algorithmic – automated workflows will take care of the everyday and traditional tasks while data and AI will become a central tool in talent decision-making (Chamorro-Premuzic et al., 2016). If the war for talent is to still be believed, HR leaders need to begin the work of upskilling their teams otherwise they run the risk of understaffing their organizations and losing talent to competitors. These contemporary 3 main HR skills would be as below
ReplyDelete*Data Literacy
*Algorithmic Responsibility
*Tracking Performance and Business Impact
Thank you for the comment Vidure. Further, . Padmanabhan (2020) states that, Artificial intelligence is able to collect unbiased feedback from the employees & help organisations to assess the employee experience & expectations in the organisation. This enables to identify opportunities to improve retention and in take effective decisions.
DeleteTotally agree on your points Chaturi & thank you for commenting on my blog. As you stated there are drawback of e recruitment. However, the lesser amount of time consumed, getting access to a wider range of applicants within the country as well as from foreign countries. Cost saving (Rahtee & Bjuntel ,2017) are few advantages of e recruitment.An organisation’s financial performance mostly depends on the quality of the service it provides. A good level of employee performance enables the organisation to regulate service quality and accomplish a chosen result for the organization. So greater the employee performance, the greater will be the organization’s financial performance. Hence, organisations concentrate more on attracting & retiming their valuable employees (Noor & Tamzid, 2019).
ReplyDeleteThis blog post is quite educational. The process of recruiting involves selecting the top candidate from a group of applicants. Furthermore, the initial screening interview will be the first step in the selection process, and the final employment offer will be the last. Each step is necessary to increase the applicant's knowledge so that the decision-makers can select the candidate who is most qualified for the open position, albeit the steps in between will vary depending on the needs of the business (Kamran et al., 2015).
ReplyDeleteAgree on what you have stated Dehara. Hiring is a system which includes systematic procedures as well as a labor intensive process (Lee, 2005) in which both hiring and retention play an important role in fulfilling the company's HR policy and recruiting and retaining appropriate workers within the organisation (Anderson, 2001)
DeleteGreat Article Layanjalie. I agreed on the content, The first stage in giving the association a recruiting and competitive advantage is the hiring process, which falls under the purview of the HR department. Recruitment is the process of locating and selecting a qualified or suitable applicant to fill a position that is open (Anwar & Abdullah, 2021). These procedures or rules are intended to raise the caliber of output, employee satisfaction, and organizational effectiveness.
ReplyDeleteThank you for the feedback Manoj. Gamage (2014) states that productivity, product quality, Innovation, and Customer Satisfaction are key indicators of operational performance of an organization. For a company to be innovative, creativity of the employees makes a huge impact.
DeleteGood Article Layanjalie Fernando, Recruitment should be properly planned and in line with the organization's overall corporate strategy, culture, and values (Bryson, 2011). It's vital to note that some organizations' recruitment and selection policies and procedures may use internal promotion as a primary means of ensuring that employees remain motivated and devoted (O'Meara, 2013).
ReplyDeleteAccording to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize techniques of recruitment and selection and outline the benefits of interviews, assessment and psychometric examinations as employee selection process.
ReplyDelete