The
ultimate aim of the Human Recourse Management (HRM) is to recruit and keep the
best workforce to the success of the company and they are one of valuable
assets in the company (Opatha, 2018). Today, the organizations are in a
competition to grab the most skilled and qualified workforce to their company
since the Human Resource (HR) is considered as a major factor for the
betterment of an entity(Hmoud & Laszlo, 2019). Recruiting and
selecting is one of main function in Human Resource Management which means
simply attracting and choosing the right candidate to the right position at the
right time and this process is very important to each and every
organization (Gamage, 2014). It is something difficult and expensive
process for an organization to recruit and select the right candidate who has
both technical and soft skills (Klug, 2017). Therefore, today both job
seekers and employers are in a struggle to select the right recruitment and
selection process as the recruitment company can select the best employee to
the most suitable position among a number of well qualified candidates in a
cost effective way and it will be very useful for the company’s long term
success (Eva, 2018). Since recruiting and selecting are vital functions of
the human resource management process in an organization, the management should
select the right staff since they are the one who decide the fate of the
business (Gamage, 2014). Furthermore, when consider about the hiring
process of a company, all the candidates should be treated equally and fairly
without considering on their ethnic group, colour, religion, nationality to
discriminate them (Hmoud & Laszlo, 2019).
Recruitment
and selecting process of the right workforce on behalf of an organization is a
critical point not only for the Human Resource Department, but also for the
line managers since they also engage in this process and they also should be
well equipped with necessary knowledge and skills to face to this important
process in HRM (Ahammad, 2017). There are interrelated chain of different
tasks regarding the overall organization strategy which create the recruiting
and selecting process of the company (Hmoud & Laszlo, 2019). However,
recruiting takes are little bit less important when comparing with selecting
function and other HR functions (Klug, 2017).
There
are two factors which affect to acquire the right person to the right position
at right time among a pool of well-equipped candidates such as internal factors
(e.g. company policies, company image) and external factors (e.g. government,
trade unions, labour market) and this process is very essential to employee
turnover rate as well (Anwar & Shukur, 2015). Moreover, there are many
external recruitment methods like advertisements, employment agencies, online
recruiting and employment consulting and if a present staff member of the
company applies to the vacant position or he/she gets transferred from one
department to another one can be considered as internal recruitment (Klug,
2017). When consider about entry level workforce requirements, family members,
employee’s referrals, colleges/universities, close friends are the frequently
used methods (Oostrom & De Soete, 2016). Among these recruitment
methods, electronic recruitment plays a main role since it is a convenient and
cost effective method for both applicants and the recruitment
companies (Anwar & Shukur, 2015).
The
contribution of each worker plays a vital role in the growth of a business.
Hence it is really important to select the exact individual for the
work. When it comes to the practical world, the theories of recruitment
and selection should be applied wisely within the organizations. For an
instance, as I work for a leading industrial technology based company., the
senior management of the company eagerly waits to attract and select the best
suitable candidate who fits to current the vacant positions in Engineering and
Marketing divisions as well as to the organizational culture. The management
knows if this process fail, they have to bear again a considerable cost to
recruit and select another employee. Therefore, the directors of organization
consider every vital point before selecting the right candidate. Then, the
company can reach to its success smoothly (Hmoud & Laszlo, 2019).
When
comparing small business organizations with large scale firms, large scale
companies prefer to have internal recruitments for the managerial level vacant
positions ((Anwar & Shukur, 2015). Company size also matters on some
selection techniques as most of the large scale organizations hold aptitude
tests, panel interviews, skill and knowledge tests and medical tests which are
not used by small scale organization frequently (Gamage, 2014). Furthermore, HR
department of the company has the responsibility of screening the right
candidates at the very beginning stage of the selection process and thereafter,
the line managers have the final responsibility to choose the most suitable
candidate among them all (Oostrom & De Soete, 2016).
References
Ahammad, T., 2017. Personnel Management to Human Resource Management (HRM): How HRM Functions?. Journal of Modern Accounting and Auditing, 13(09), p. 417. [Online] Accessed on 02nd November 2023
Anwar, G. & Shukur,
I., 2015. The Impact of Recruitment and Selection on Job Satisfaction: Evidence
from Private School in Erbil. International Journal of Social Sciences &
Educational Studies, 1(3). [Online] Accessed on 02nd November
2023
Eva, T. P., 2018.
Recruitment and Selection Strategies and Practices in the Private Sector
Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners. European
Business & Management, 4(1). [Online] Accessed on 03rd
November 2023
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, Volume 1. [Online] Accessed on 02nd November 2023
Hmoud, B. & Laszlo, V., 2019. Will artificial intelligence take over human resources recruitment and selection?. 07(13). [Online] Accessed on 03rd November 2023
Klug, D. (2017).
Recruitment and Selection Handbook for University Staff Positions [Online]
Accessed on 03rd November 2023
Oostrom, J. K., & De
Soete, B. (2016). Ethnic differences in perceptions of cognitive ability tests:
The explanatory role of self-serving attributions. International Journal of
Selection and Assessment [Online] Accessed on 02nd November 2023
Opatha, H. D., 2018.
Human Resource Management: Personnel. Research Gate Publications. [Online]
Accessed on 02nd November 2023
The process of finding, luring, and selecting applicants for available vacancies is known as recruitment. Getting as many qualified applicants for the position as possible is the aim of the recruiting process. The process of selecting a candidate involves evaluating their skills, background, and qualifications in order to reduce the number of applications and identify the best fit for the position. Having a well-thought-out recruiting and selection process enables firms to find the ideal candidate for each position while also drawing in a large pool of applications. Six primary processes comprise the recruiting and selection process: writing a job description, posting the position, screening applicants, holding interviews, administering tests and assessments, and choosing the most qualified applicant.
ReplyDeleteYes Shri. Adding more to your point, choosing the right employee is a significant goal for the recruitment team and forming the correct process can improve the experience of the Candidate, Interviewer, Hiring Manager and the HR Department. The whole recruiting process is already being altered by technology. HR professionals should ensure that they follow the correct Recruitment and Selection processes and attract the best workforce for their organization (Blackman, 2017).
DeleteI would like to know more about the factors companies consider when selecting the exact individual for the job. Here are some points I could think of, proper qualifications, confidence, communication skills, being proactive rather than reactive and ability to work as a team.
ReplyDeleteThe factors that the hiring company consider when selecting the best individual are pre-decided before the recruitment and selection process. An accurate job description is key. It includes all the factors as you mentioned and the factors are situational with the job position. Since different job roles are required different qualifications. The main challenge of any recruitment company is attracting quality candidates. Putting the right person in the right job is important (Joshi & et al, 2020).
DeleteCan you discuss the statement that recruiting is slightly less important when compared to the selecting function and other HR functions, as mentioned by Klug (2017)? What factors contribute to this perception?
ReplyDeleteCannot agree with the statement you have mentioned here Pandula. Recruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or outside of organization for a job opportunity. Recruitment is the process of discovering and catching qualified or appropriate applicant to fill the vacant position (Anwar & Abdullah, 2021). Therefore, without attracting qualified candidates, the hiring team is not able to select the best employee for the vacant position. It means, employee selection process depends on the success of the recruitment process Ali, B.J. (2021). Further, when analyzing a company’s success, most of the people pay attention on the figures of the organization. However, we often turn a blind eye towards the aspect that reflects the company’s success, its employees. The employees are the one who work hard to achieve those organizational goals and numerical figures. The success of the company depends on the attitude and viewpoint towards recruiting. Companies that want to grow rapidly should understand that they can only do so if they have the right mix of talent, which is why recruitment is vital. Moreover, all the other steps of hiring process depends on the recruitment process (Enis, 2018).
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ReplyDeleteYes Dushantha. Recruitment is the procedure of attracting capable applicants for a job role and Selection is the process of recognizing and selecting the right candidate for that vacant job position. The impact to the company when hiring the wrong candidate is often much more than not hiring a person at all. Recruitment is not only an operational activity but a key strategic activity for the organization. Thus, there is a need for developing a strong recruitment and selection process (Guchait & et al, 2014).
DeleteAccording to Dipen Pradhan (2023) Recruitment is one of the core responsibilities of a human resource management (HRM, or HR) of an organization. From announcing job openings and posting them on various platforms, the recruitment process in HR involves churning applications, interviewing, and onboarding the right candidate to join the floor, or a workforce.
ReplyDeleteAgree with your point Mohammed. The key goal of recruitment is to allow an organization to hire the most well-suited applicants from the job market to fill the job roles in the business (Eva, 2018).
DeleteAgreed with you. Recruitment and selection are vital functions of human resource management for any type of business organization. Recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization. It is a set of activities an organization uses to attract job candidates who have the needed abilities and attitudes. Furthermore, the general purpose of recruitment is to provide the organization with a pool of potentially qualified job candidates. The quality of human resource in an organization highly depends on the quality of applicants attracted because organization is going to select employees from those who were attracted (Gamage 2014).
ReplyDeleteYes Yasodha. Recruitment is attracting a pool of qualified job applicants. Job postings, employee referrals and internet job posting can be conducted for this. The goal is to have a large pool of potential candidates. Selection is the next step. It involves evaluating the applicants and choosing the individual who is best suited for the job (Armstrong & Taylor, 2014).
DeleteYes agree with you ,It is critical for an organization's success to recruit and select the right workforce. This procedure involves identifying, attracting, and hiring the best candidates for open positions. A well-planned recruitment and selection process can result in increased productivity, lower turnover, higher motivation, and a stronger employer brand.(https://6-pence.com/, 2023)
ReplyDeleteYes Tharanga. I have discussed about your point on my last two posts referring the pros and cons of recruitment and selection of employees.
DeleteWhile recruitment and selection are vital for bringing in talented individuals, retaining those employees is equally important for the long-term success and growth of an organization. Specially the Y-generation employees.
ReplyDeleteEmployee retention is a process of making employees to stay with the organization. Employee retention is the responsibility of the employer to retain their best employees, if not the organization will lose the star performers (Gurumani, 2010).Generally, Gen Y is not loyal to the company but they are loyal to the job. Retaining Gen Y employees in today's corporate scenario has become a phenomenal task for the organizations . The generation Y are those who are born in the period 1980 - 2000. Gen Yers are also known as Millennials. These young employees are rejuvenating every institution of modern life, from the workplace to the marketplace, from politics to education, and down to the basic structure of the family.
Reference
Employee Retention Enablers: Generation Y Employees [Online) Available at: https://www.proquest.com/scholarly-journals/employee-retention-enablers-generation-y/docview/1721916370/se-2 [Accessed on 16th November 2023]
I am totally agree with you Lakmal. Employee retention is also equal as the recruitment and selection. To keep talented employees for long periods, organizations use numerous retention strategies. Understanding what causes low employee retention can support to improve the understanding of employee retention strategy (Anwar, 2017).
DeleteGreat article highlighting the important areas of recruitment and selection process used in companies. But as it was mentioned, do you think aptitude tests do justice to selecting the best candidates? Sometimes, the qualification is not sufficient, mainly when it comes to selecting the best candidate for higher management. What do you think HR needs to focus more on for this cluster?
ReplyDeleteYes Shehan. When it comes to the practical world, normally companies uses more than one method to select the best candidate. For an instance, the selection process of the company ; Nestle, the candidates have to pass preliminary interview, application form, selection test, selection interview, physical examination, reference checking, and approval (Anitika, 2016)
DeleteYes, selecting the right candidate with the required skills and talent is important for the designation hired. Otherwise, it is understandable that organizations will have serious repercussions in additional hiring and training costs. However, selection should be fair, objective, transparent, clearly established criteria and without any bias or discrimination.
ReplyDeleteTotally agree with you Jasothan
DeleteAgree with you.Attracting top-tier candidates begins with a strong introduction to the process of finding and selecting talent. It piques curiosity and highlights how important hiring talented employees is to the success of businesses.
ReplyDeleteYes. Recruitment is a choice of human resource management planning regarding the number of personnel needed, when needed, as well as the criteria for what is needed in an organization. It is the initial step in obtaining staff and is considered a positive function that purposes to attract a large pool of qualified applicants to apply for existing job opportunities (Armstrong, 2009).
DeleteRecruitment is a key responsibility of HRM. As you mentioned, methods of recruitment and selection can be either internal or external. Internal recruiting focuses on people who are already company employees, while external recruiting aims to attract new talent from outside. According to my view, internal recruitment methods can be more effective than external ones because the candidates are already within our organization. What do you think? Which one is the best? No matter the size of the organization, the recruitment and selection process is essential to the success of any organization, especially as more and more people are less likely to stay at a long-term job.
ReplyDeleteHi Mahesh. Both methods have advantages as well as disadvantages. I have shared another post related to your point in detail.
DeleteYour comprehensive exploration of recruitment and selection showcases a nuanced understanding of HR's pivotal role in acquiring top talent. Addressing the complexities and strategies involved in the process, you've highlighted the significance of internal and external factors, diverse recruitment methods, and the varying approaches between small and large-scale organizations. Your real-world example from an industrial tech company emphasizes the importance of meticulous selection, aligning candidates not just with job roles but also with organizational culture. This keen insight into HR practices effectively underscores the criticality of this process for an organization's sustained success.
ReplyDeleteThanks. Human resource is one of the most vital functions of a business. There are many major activities in the organization which are related or controlled by the contribution of human resources. It plays important role in the development of organization.
DeleteI feel there is a change in this in todays context. We have seen many companies who don't keep employees who have been in the company for more than 15 to 20 years. They give them a package and send them off and then hire someone who is way cheaper and less in experience to do the same job.
ReplyDeleteHi Reza. Then another concept will rise as specialization. Your view can be applied to fill some job positions but not all.
DeleteRecruiting and selecting top talent is the lifeblood of any successful organization. An effective introduction to this crucial process sets the stage for acquiring skilled individuals who not only possess the required expertise but also align with the company's values and culture. Introducing the fundamentals of recruitment and selection methodologies helps businesses understand the significance of a strategic approach in attracting and retaining the best-suited candidates. By acknowledging the importance of this process early on, organizations can proactively develop robust strategies that ensure they secure and nurture top-tier talent, ultimately fostering growth and innovation within the company.
ReplyDeleteThanks for sharing your view
Delete