Recruitment

Definition of Recruitment 

According to Yoder (1975) 

''Recruitment is a procedure to discover the sources of manpower to full fill the requirement of the enrollment schedule and to employ an effective workforce.''

According to Flippo, (1984)

 “It is a process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.” He further elaborates it, terming it both negative and positive.

Flippo says (1984), “It is often termed positive in that it stimulates people to apply for jobs, to increase the hiring ratio, i.e. the number of applicants for a job. Selection, on the other hand, tends to be negative because it rejects a good number of those who apply, leaving only the best to be hired. ”

According to Flippo (1984), “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.” Recruitment is the activity that links the employees and the job seekers. Recruitment is an efficacious procedure of finding or searching expected candidates and energizing them to apply for the relevant job in the organization. Further, the organization is discovering the right person for the right position and may be selected. 

First, the procedure for identifying vacancies in the organization based on the relevant qualifications and requirements of the organization takes place at this stage. When during the recruitment process, the organization is thinking quickly about analysis of the requirement of the vacant job, attraction methods of candidates to relevant job, screening the candidates, selecting, hiring and finally become a new employee of the company. Recruitment is the process in which is an organization creates a pool of competent, experts, and persons applying to an organization for employment (Otoo, Assuming and Agyei, 2018).

The Importance of  Recruitment

Recruitment and selection is the major function of the human resource department. The recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. In an ideal recruitment program, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for individuals with the appropriate qualification and interests, what inducements to use or to avoid for various types of applicant groups, how to distinguish applicants who are unqualified from those who have a reasonable chance of success and how to evaluate their work (Shashi Gupta & Rosy Joshi, 2008).

In the pharmaceutical industry in which I work, every company must determine every small point before recruiting candidates. Medicines, medical devices, and borderline products must give to consumers properly. They have to maintain quality. Hence, they should appoint a competent and qualified person. There is much importance of the recruitment as follows. Further, the company needs to achieve its goals. . Further, during the recruitment process, Armstrong and Taylor (2014) have highlighted a few of the main points to must be of concern. They are, as follows 

• Treat candidates with consideration -  Applications should be accepted, decisions on applications should be communicated to the applicants without undue delay and the interview should not be waited for. 
• Avoid intrusive or hectoring questioning in interviews.
• Do not put candidates under undue stress in interviews.
• Do not criticize the candidate's personality experience.

Further, the company needs to look in the following

1. Ensuring proper alignment of skills sets for company goals.                                                       

 

 whether the individual has to be able to do to carry out the role (Armstrong and Taylor, 2014). Here, The company ensures that the skills sets of the company's staff and manpower are kept in line with its initiatives and goals. If an organization identifies any position unable to do their duty for achieving the organization's goal, they have to redesign, restructuring the work, or conduct of jo refinement programs. what the individual has to be able to do to carry out the role (Armstrong and Taylor, 2014).

2. To make sure productive and efficient recruiting.   

The types of behavior required for successful performance of the role. These should be role-specific, ideally based on an analysis of employees who are carrying out their roles effectively. The behaviors should also be linked to the core values and competency framework of the organization to help in ensuring that candidates will fit and support the organization’s culture (Armstrong and Taylor, 2014).                                                               

According to Amstrong (2014) considered here, the candidate must be having the required skills, talents, and qualifications for the job. Efficient recruitment means the organization thinks to reduce cost and doing this process properly. Then, the human resource department has a chance to recruit a competent person for the job. To reduce unnecessary expenses, the organization must having its own recruitment process and should include proper systems and guidelines. Further, the human resource department can use exploring the option of using video to attract quality candidates and can recruit under low costs. If company recruit wrong or unqualified person, company is wasting their time, loss their resource, time. Recruiting the wrong person, not only it will affect company goals but also wasting company resources. 

3. To ensure compliance with policies and laws.  

As a company, there are rules regulations, and laws. Under this, they have to concern equal opportunity employment and non-discrimination in hiring. If the company is following a methodical recruitment process, it helps to reduce violating these policies.

Factors affecting recruitment 

Size of organization and culture of the organization

Size of the Business, job features, the number of individuals required, the use of new modern technology, and other aspects cause differences in the basic process (Mathis and Jacksn, 2010). In the pharma industry, organizations can apply as follows, 

The culture of an organization refers to the unique configuration of norms, values, beliefs, and ways of behaving that characterize the manner in which groups and individuals combine to get things done. (Culture As Eldridge And Crombie Commerce Essay, 2008)

A large organization needs to recruit a large number of new employees with high demand. The organization will require more workforce. But for a small company such as the company I manage or a newly started company will require only a lean staff.

Organizational climate and Employment conditions in the economy

As defined by Harrison and Shirom (1999: 263), organizational climate refers to ‘members’ perceptions of organizational features such as decisionmaking, leadership, and norms about work’. Ivancevich et al (2008: 528) described the organizational climate as: ‘A set of properties of the work environment, perceived directly or indirectly by the employees, that is assumed to be a major force in influencing employee behavior.’ Hence, the organization is having good employee behavior also affects the organization's quality. It will help to attract new applicants.

Sri Lanka is a developing country. Although difficult to find talented and skillful candidates, can arrange step by step process of recruitment. . As an individual company, having a proper recruitment process will help attract talented employees. The company needs to implement and designed relevant recruitment processes.

Salary structure of the organization

Every company has a unique recruitment process. The organization has to understand the job market and salary scale. Any candidate will expect a decent salary. The company needs to provide a good salary scale for employees.

Working conditions within the organization

The organization of your dreams.” In a nutshell, it’s a company where individual differences are nurtured; information is not suppressed or spun; the company adds value to employees, rather than merely extracting it from them; the organization stands for something meaningful; the work itself is intrinsically rewarding; and there are no stupid rules (Gofee and Jones,  2013).

Firstly, candidates will see the background of the company. Employees hope for job satisfaction. If the organization can maintain employees' job satisfaction, employees will stay long period and new candidates will be attractive to the organization. If the organization has good working conditions and maintains health and well-being among the employees, the company will benefit in the longer run.

The growth rate of the organization

Over the past few years, there has been a marked increase in hypergrowth companies across the globe. First in the Harvard Business Review in 2008, “hypergrowth” refers to the steep part of the S-curve, where industries and firms grow at an explosive pace. Businesses rapidly expand, company valuation skyrockets, and the compound annual growth rate (CAGR) hits 40%+. Human capital also grows dramatically, as employee count steeply rises to support business growth. If there is growing at a fast rate, they have to recruit new candidates from time to time. If the organization has a low rate of growth, they are unable to recruit new candidates. If employees retire or resign, then the company can recruit new employees.

Sri Lankan pharmaceutical industry has an enormous growth perspective. In the pharmaceutical industry, they have been gradually improving manufacturing facilities through qualified productive recruitment. The pharmaceutical industry is a sensitive industry. And there is no room for error. Therefore, recruitment must be systematic and very crucial. 

According to Armstong, (2014), the following steps are required when planning how to attract candidates: 

1 Analyse recruitment strengths and weaknesses to develop an employee value proposition and employer brand. 

2 Analyse the requirement to establish what sort of person is needed. 

3 Identify potential sources of candidates

References

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page, pp.133,260.

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. 13th ed. London: Kogan Page, pp. 261.

Dale Yoder (1975) - Personnel Management and Industrial Relations, Prentice Hall of India, New Delhi.p.63.

Edwin B. Flippo (1984) - Personnel Management, New York, McGraw-Hill,p.131.

Eldridge, J. and Crombie, A., 2013. A Sociology of Organisations (RLE). Hoboken: Taylor and Francis, p.113.

Goffee, R. and Jones, G., 2013. Creating the Best Workplace on Earth. [online] Harvard Business Review. Available at: <https://hbr.org/2013/05/creating-the-best-workplace-on-earth> [Accessed 11 September 2021].Robert L. Mathis, John H. Jackson. (2010) Human Resource Management, pp.28-46

Otoo, I., Assuming, J. and Agyei, P., 2018. Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana. European Scientific Journal, ESJ, [online] 14(13), p.4. Available at: <https://core.ac.uk/download/pdf/236413221.pdf> [Accessed 11 September 2021].

Shashi Gupta and Rosy Joshi (2008) – Human Resource Management, Kalyani Publishers, New Delhi, p.5.2.