Introduction Of Recruitment & Selection



Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs (Armstrong and Taylor, 2014).

 A good recruitment policy is the guiding can save an organization from facing situations like unproductive tests and interviews due to nonavailability of the right candidate in the applicant pool, compromising on the selection of good candidates, high attrition rate low productivity and low motivation among existing employees as a result of faulty policy (Durai, 2010). Further, things it should be never have been doing or should no longer do. As a result, it will lack the resources, especially capable people, needed to exploit the opportunities that arise when markets, technologies, and core competencies change. In other words, it will be unable to respond constructively to the opportunities that are created when its theory of the business becomes obsolete (Drucker, 2008).

The number and categories of people required may be set out in formal workforce plans from which are derived detailed recruitment plans. More typically, requirements are expressed as ad hoc demands for people because of the creation of new posts, expansion into new activities or areas, or the need for a replacement. These short-term demands may put HR is under pressure to deliver candidates quickly (Armstrong and Taylor, 2014).

 Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. In short, Recruitment and Selection is a process of sourcing, screening, shortlisting, and selecting the right candidates for filling the required vacant positions. Furthermore, Drucker describes that the attenuation of the relationship between people and the organization they work for represents a graver to business. It's one thing for a company to take advantage of long-term freelance talent or to outsource the more tedious aspects of its human resources management (Drucker, 2008)

According to Armstrong, recruitment, and selection by those who lead the organization are considered essential elements for the well-being of the organization. These factors are involved in recruitment and selecting employees. When they are recruited and selected, it should be confirmed that they should ensure that their job duties are well organized and lead to the advancement of the organization.


References

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page, pp.260.

Drucker, P., 2008. Classic Drucker. Cambridge, MA: Harvard Business School Publishing, p.30.

Durai, P., 2010. Human Resource Management. Pearson Publication, pp.132,133.





Comments

  1. Amila WijayanthaAugust 31, 2021 at 9:10 AM

    Further, both recruitment and selection collaboration is essential to organizational success; without the right employees, the company cannot sustain itself. Finding them, attracting them and convenience to working in the org is the best option to existing. Recruitment can be internal or external (Kenjo, 2020).

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 14, 2021 at 4:44 AM

      Yes Amila. Further, this is most important thing for company long run. It is not easy to find the right person to right positions (Kumari, 2012).

      Delete
  2. Sumeera NawarathneAugust 31, 2021 at 9:46 AM

    As per the Newell. S., (2005) recruitment and selection is select the "right" person and reject the "wrong" person. Because wrong selection may cost to company.

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 7:33 AM

      This comment has been removed by the author.

      Delete
    2. Sanjeewani R KSeptember 14, 2021 at 9:02 AM

      Thank you for the comment. Recruitment and Selection process is the function of human resource management which brings the human resource in the organization (Ongori-2010).

      Delete
  3. Thushari SenevirathneSeptember 1, 2021 at 7:47 AM

    Yes, agreed with the comment. As per the survey outcome of Devi et al(2014), recruitment is a process of having right person in to the right place at a right time and it is crucial to performance of the organization. Full scale recruitment and selection process should be properly aligned to the organization other than hiring additional employees or outsourcing which is not the best method to the organization (Gusdorf, 2008). Armstrong(2010) also argued that proper identification of job vacancies should be with HRM recruitment process and proper analysis of job requirement has to be take place.

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 7:42 AM

      Yes Thushari. As you mentioned, recruitment and selection is a crucial process. Internally or externally, organization must select talented, skillful, and competent person to the vacant posicions (Armstron 2010).

      Delete
  4. Chandana PunchihewaSeptember 3, 2021 at 11:30 AM

    The recruitment process includes examining the necessities of work, drawing employee to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the association. Also, HR department responsible to choose the right person or best qualified candidate for the post for organization needs (Abdullah & Othman, 2019). The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association.

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 8:07 AM

      This comment has been removed by the author.

      Delete
    2. Sanjeewani R KSeptember 14, 2021 at 9:08 AM

      Thank for the comment. attract the right numbers and types of people for the right jobs at the right time and in the right places. Selection is the process of searching for and then
      identifying an appropriate match between the individual, the job, the work group,
      and organization (Rothwell & Kazanas, 2003).

      Delete
  5. Jayashi SilvaSeptember 4, 2021 at 1:34 AM

    Agree with you. Recruitment should be considered as a part of an overall career management strategy - driven by the business strategy. (Holbeche, 2004, pp. 167-169)

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 8:14 AM

      This comment has been removed by the author.

      Delete
    2. Sanjeewani R KSeptember 14, 2021 at 9:12 AM

      Yes Jayasi. Ekwoaba, Ikeije, and Ufoma(2016) explained that the recruitment link with performance is crucial to the success and performance of the company's business. The right recruitment strategy and supported by qualification determination according to the needs of organization

      Delete
  6. K G B SampathSeptember 5, 2021 at 3:36 AM

    Agreed. According to Barbar (1998), there are two significant phases of the recruitment process that are critical for successful recruitment and selection. The first is the capacity of Human Resource Divisions to attract a big number of applications, and the second is the ability of Human Resource Divisions to make the best picks from the total number of candidates.

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 14, 2021 at 9:17 AM

      Yes Sampath. Humans are an organization's greatest assets; humans and the potential they possess drive an organization change (Jahn, 2007). Today's organizations are continuously changing. Organizational change impacts not only the business but also its employees. In order to maximize organizational effectiveness occasioned by the change, human resources—individuals' capabilities, time, and talents—must be managed.

      Delete
  7. Iresha AmaliSeptember 7, 2021 at 9:40 AM

    Further to your points, Effective recruitment and selection practices are one of main points which determine the success of the human resource department of the any types of business. The quality of the employees is highly depend on the effectiveness of these two functions. If an organization recruit and select the wrong candidates who are not capable, can have a huge negative impact to the organization (Gamage, 2014).

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 8:23 AM

      This comment has been removed by the author.

      Delete
    2. Sanjeewani R KSeptember 14, 2021 at 9:20 AM

      Thank for the comment. Bellionardi and Pujiarti (2013) explain that implementation of recruitment model to hire the right people and improve competitiveness of company.

      Delete
  8. Nuwan Randika WijesingheSeptember 7, 2021 at 9:13 PM

    Agreed, Recruitment and selection are two different types of activities. Recruitment refers to the mechanism by which people generate interest in the job. The selection is the final decision of a specific candidate for a particular position. For any organization, the people who are recruiting must have the abilities, talents, and insights you need. In the long run, organizations need employees who are capable of facing challenges and continuing to learn. Therefore, organizations like this have more opportunities to gain a competitive advantage. For long-term approaches, orientation and ability are more important than current command and knowledge(Elern, 2009)

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 8:29 AM

      Yes Nuwan. Further, recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. It is a process of sourcing, screening, shortlisting and selecting the right candidates for the required vacant positions (Tutorialspoint 2021).

      Delete
  9. Samuddhi Menaka AlawattaSeptember 9, 2021 at 12:09 AM

    Recruitment and selection are the process of estimating the man power requirements proactively. The recruitment and selection activities of an organization should in synchronized with the human resource planning process to create the best results for the organization (Armstrong,2009).

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 9:45 AM

      yes Samuddhi. The study done by Armstrong and Taylor (2014) shows that firms and businesses require planning for the inevitable vacancies in various positions. For instance, through retirement, resignation or promotions, new vacant positions continue to be created in an ever growing industry. Thus, considerably, a majority of businesses consider the staffing demands as a continuous process (Armstrong and Taylor, 2014).

      Delete
  10. Diyanada J. GunawardenaSeptember 9, 2021 at 3:40 AM

    Agreed,
    E-recruitment also known as online recruitment where It is a practice of using technology for the organization recruitment process. The main purpose of this method is to reduce the cost, to make the processes efficient, reach a large pool of candidates (Waghmarei,2018).

    ReplyDelete
    Replies
    1. Sanjeewani R KSeptember 9, 2021 at 9:54 AM

      Yes Diyanada. E-Recruitment is a new technological means for selecting one of the companies’ most crucial resources, i.e. human resource. Recruitment has become an important process in the highly competitive labor market. The traditional methods of recruitment has been revolutionized by the wave of internet. E-recruitment is the latest
      trend and it has been adopted by large and small-sized organization. Electronic recruitment, online recruitment, cyber recruiting or internet recruiting are all synonyms of e-Recruitment. E-Recruitment plays very vital role in the process of recruitment as it provides a suitable number of applicants who fulfilled the criteria set by the companies(Bhupendra & Swati, 2015)

      Delete
  11. Sanjeewani R KSeptember 9, 2021 at 7:09 AM

    This comment has been removed by the author.

    ReplyDelete
  12. Sanjeewani R KSeptember 14, 2021 at 8:59 AM

    Yes Nimna. While human resource (HR) activities have traditionally been performed internally, the outsourcing of HR practices is a rapidly increasing phenomenon. The accelerated rate of HR outsourcing also corresponds to a sweeping change in which non-transactional activities, such as recruitment, selection and training, are among the most outsourced HR practices (Andrea and Giacomo, 2008).

    ReplyDelete
  13. Sanjeewani R KSeptember 14, 2021 at 9:05 AM

    Yes Menupa. Further, Sources of recruitment are either internal or external which source the organization will use depend on the human resources needs and objectives of the organization, as all the sources has its merits and demerits (Ofori & Aryeetey, 2011).

    ReplyDelete

Post a Comment

Popular posts from this blog

Selection

Image
                                      In the words of Dale Yoder, (1972), “Selection is the process by which candidates are divided into two classes-those who will be offered employment and those who will not?” According to Koontz and Donnell (1972), "Selection is the process of choosing from among the candidates, from within the organization or from the outside, the most suitable person for the current position or for the future position." The selection practices will determine who is hired. If properly designed, it will identify competent candidates and accurately match them to the job. The use of the proper selection device will increase the probability that the right person is chosen to fill a slot. When the best people are selected for the job, productivity increases. (Gamage, 2014) Terpstra and Rozell (2006) reported a positive association between the extensiveness of recruiting, selecti...
Read more

Job analysis

Image
The job analysis shows the requirements of the job and how the job fits into the organization’s structure, which then attracts suitable candidates (Heraty and Morley, 2002). An effective job analysis can save a lot of time and money in the long run, therefore it must be done right (Heraty and Morley, 2002). Organizations that proactively and firmly create job analysis have a much better understanding of their employee’s capabilities and can take the time to improve any flaws in their skills and behaviors (Talukder, 2014). The first stage in the recruitment process involves a systematic review of the organization’s requirements. Following this review, a thorough analysis of the requirements of the job should be established, often termed job analysis. This is necessary because even in those situations where an individual is simply being replaced, there may still be changes in job requirements, especially if the individual being replaced has been with the organization for some time. There...
Read more

The Recruitment Process

Image
  The recruitment process can vary in complexity and degree of difficulty depending on the recruitment objectives and the recruitment sources chosen. The most commonly used sources for external recruitment are newspaper ads, private and public employment agencies, Internet job boards, corporate websites, employee referrals, colleges and universities, search firms, job fairs, etc. As e-recruitment uses online job ads as the recruitment source, the focus here will be solely on the recruitment process for sourcing applicants from advertising (Holm, 2010). Furthermore, according to Holm, (2010), recruitment is treated as a business process, defined by Davenport and Short as a set of logically related tasks performed to achieve a defined business outcome for internal or external recipients. A business process occurs across or between organizational subunits and is independent of formal organizational structure. In the case of recruiting, this process is normally performed for either int...
Read more