Globalization
has created the world more competitive than in previous eras. Organizations
must be prepared to deal with this competitiveness. Qualified employees are the
backbone of an organization with regard to organizational performance. These
employees help organizations to achieve goals and objectives efficiently and
become more productive. The process of recruitment and selection is equal to
the organization's capital (Karim et al., 2021) and has become a curtail
part of a business (Usmani,2020).
Recruitment
Organizations
use recruitment as a process to search and obtain qualified candidates for a
job. The recruitment process stimulates candidates to apply for a particular
job. Finally, this process will discover potential candidates who are the best
fit for the organization (Malik, 2018). According to Armstrong and Taylor
(2014) recruitment process helps to find and engage the people the organization
needs. The recruitment process is normally stimulated by the resignation of an
employee, and the organization tries to fill the vacancy. There are other
circumstances where recruitment might be necessary. Organizations must
proactively decide the period of recruitment rather than after an employee's
resignation (Newell,2005). Today e-recruitment has become more famous. The
recruitment process which uses online technology to attract and source
candidates is known as e-recruitment, online recruitment, or web-based
recruitment (Kapse, Patil and Patil, 2012). The recruitment process gathered a
qualified pool of candidates who are suitable for selection (Malik,2018).
There is a direct relationship between human capital, sustainable development, overall performance, and the success or failure of any organization (Basalamah, Syahnur, and Basalamah, 2020). Recruitment is the most important stage in human resource planning. Improperly designed recruitment plan of an organization ends up with the non-availability of suitable candidates or wring placement of unfit candidates (Malik,2018).
Advantages of effective recruitment
According to Newell (2005), competent people are very important to an organization in terms of organizational success, and a poor recruitment decision is a cost to the organization. Low productivity, potential loss of clients, training cost, advertising cost, recruitment fees, and redundancy packages were identified as costs due to poor recruitment (Smith and Graves, 2002). Effective recruitment ensures that the organization has an adequate and effective staff at all times. Recruitment provides a favourable image of the organization to applicants and helps to promote the organization (Compton, 2009).
Selection
The
selection process determines the best applicant or candidate for a particular
job (Armstrong and Taylor, 2014). According to Malik (2018), a selection process will eliminate unsuitable
candidates and offer jobs to the best. Best candidates commit to achieving the
expected goals and objectives of organizations. Selection is a screening
process that screens the candidates' knowledge, abilities, and skills. Newell
(2005), defines selection as a process of measuring the difference between
candidates' profiles and job profiles or job descriptions to choose the best
suitable candidate. An organization must identify the most appropriate and
effective methods to select the right person after the recruitment process
(Hamza et al., 2021). Selection defines as a negative process because of
the elimination of the number of candidates from the pool which developed in
the recruitment process and choosing the best candidate (Malik, 2018).
Though recruitment and selection vary from each other, there are some common elements. Recruitment and selection focus on attraction, identification, and retention of staff (Searle, 2009). There must be a linkage between recruitment and selection with other human resource systems and must be integrated into the overall human resource plan (Compton, 2009). These two key processes mainly impact on composition and culture of an organization (Searle, 2009).
Conclusion
Recruitment
and selection are critical processes in human resource management and enable to
choose of the best candidates who are most suitable for a particular job by
matching candidates' profiles with the job profile. All human resource
strategies must have a proper link with recruitment and selection. An effective
recruitment and selection process directly affects the success of an
organization.
References:
01. Armstrong, M. and Taylor, S., (2014). Armstrong's handbook of human resource management practice,13th edn. London: Kogan Page.
02. Basalamah, J., Syahnur, M.H. and Basalamah, A., (2020). ‘Recruitment and Selection Practice On Indonesia State-Owned Enterprise: A Literature Review’. Manajemen Bisnis, 10(2).
03. Compton, R.L., (2009). Effective recruitment and selection practices. CCH Australia Limited.
04. 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.1-13.
05. Kapse, A.S., Patil, V.S. and Patil, N.V., (2012). ‘E-recruitment’. International Journal of Engineering and Advanced Technology, 1(4), pp.82-86.
06. Karim, M.M., Bhuiyan, M.Y.A., Nath, S.K.D. and Latif, W.B., (2021). ‘Conceptual Framework of Recruitment and Selection Process'. International Journal of Business and Social Research, 11(02), pp.18-25.
07. Malik, P. K, (2018). Sales Management. 7th edn. New Delhi: Oxford University Press.
08. Newell, S., (2005). Recruitment and selection. Managing human resources: Personnel management in transition, pp.115-147.
09. Searle, R., (2009). Recruitment and selection. Strategic HRM, p.151.
10. Smith, M. and Graves, C., (2002). ‘Re‐engineering recruitment to the accounting profession’. Managerial Auditing Journal, 17(3), pp.117-121.
11. Usmani, S., (2020). ‘Recruitment and Selection Process at Workplace: A Qualitative, Quantitative and Experimental Perspective of Physical Attractiveness and Social Desirability’. Review of Integrative Business and Economics Research, 9(2), pp.107-122.
Well, Ravindu. Adding more, It should disclose information so that unqualified applicants can self-select by considering the job; In other words, an effective recruitment campaign should not only qualify but also attract talent (Gupta & Kumar, 2014).
ReplyDeleteThe process of identifying, attracting, engaging, and retaining highly qualified and talented persons is known as talent acquisition. Having and keeping the greatest personnel is a competitive advantage, but finding the right person for the appropriate role is equally crucial and tough. Because of the heightened competition in the job market, businesses are devoting more time, effort, and resources to designing their recruitment strategy (Taygi, 2012). So we can use e-recruitment to speed up the talent acquisition process.
DeleteRavindu, Recruitment is a very important job in a HR managers job role. According to Allen (2008), in his publication titled "Retaining talent" he states that correct recruitment is a key to reducing unwanted turnover.
ReplyDeleteTotally agreed, Newell (2005), also stated the same thing that effective recruitment will reduce unwanted turnover.
DeletePilbeam and Corbridge (2006, p 142) stated "The recruitment and
ReplyDeleteselection of employees is fundamental to the functioning of an organisation, and there are compelling reasons for getting it right. Inappropriate selection decisions reduce organisational effectiveness, invalidate reward and development strategies,are frequently unfair on the individual recruit and can be distressing formanagers who have to deal with unsuitable employees
In selecting decisions, there are two sorts of errors. Poor decisions have significant effects. Previously, reject mistakes simply indicated that the selection cost had increased. However, today's selecting practices may expose the corporation to discrimination charges if they result in reject errors (Randhawa, 2007).
DeleteCampbell (2012) found that, employee selection has played an increasing role at this organization as a mechanism for aligning employee preferences with organizational objectives. However the unfortunate is that more than 50% organizations having HR executives that had not being properly trained to perform a recruitment process, which adversly affects the selection process.
ReplyDeleteCampbell, D., 2012. Employee selection as a control system. Journal of Accounting Research, 50(4), pp.931-966.
Thank you for this information. Without references, I am totally experiencing this situation at present. The poor recruitment and selection process directly affecting to me in terms of covering sales targets and providing better customer service.
DeleteI agreed with you Hasara, To conduct a better recruitment and selection process company has to expend more than the expenses of retaining an organization (Jenkins, 2001).
ReplyDelete