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Overview

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A highly successful organisation is built on the strengths of exceptional people. No matter how much technology and mechanisation is developed, no organisation could survive and prosper without them (Luszez and Kleiner, 2000). Successful human resource should identify human resource needs in the organization. Recruitment is the discovering of potential candidates for actual or anticipated organizational vacancies (Kumar and Gupta, 2014). Employees are one of the most vital resources of any business, and so it is important for organizations to have a systematic recruitment and selection process. Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organizations human resource requirements. (Anderson, 2001). Recruitment According to Tomčíková (2016). recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment. Once candidates...
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1. Sources of Recruitment

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The recruitment and selection interaction should have a source or pool. While considering the sources of recruitment, there were two main streams are available (internal sources and external sources). Which source would be appropriate is subject to the management decision. The goal of the blog post would be to elaborately portray the similarities, differences and comparisons among the requirement sources of the software industry. For all types of recruitments. the important question pertaining to the policy matter is to decide the extent to which the emphasis to be given to inside and outside sources and whether there should be centralised recruitment if an organisation is large having business centres widely spread. Generally, it is found that insurance companies, banks, multi-national corporations resort to centralised recruitment. Considering the suitability of the method - centralised or decentralised - and the merits. limitations, disadvantag...
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2. Recruitment and Selection Process

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The aim of people resourcing strategy is to ensure that a firm achieves competitive advantage by attracting and retaining more capable people than its rivals and employing them more effectively (Armstrong, 2010). Armstrong (2001) states that preparing plans for finding people from within the organization and/or for learning and development programs to help people learn new skills. If needs cannot be satisfied from within the organization, it involves preparing longer-term plans for ensuring that recruitment and selection processes will satisfy them (Armstrong, 2001). The recruitment and selection process is concerned with identifying, attracting and choosing suitable people to meet an organization’s human resource requirements. They are integrated activities, and ‘where recruitment stops and selection begins is a moot point’ (Anderson, 1994). According to Armstrong (2010), There four stages of recruitment and selection are Defining requirements – preparing role profiles and person spec...
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3. Recruitment and Selection Goals and Challenges

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Recruitment is about capturing and understanding all activities directed at locating potential employees. (Yoder D, et al 1972).  This involves making sure that what needs to be done to attract applications from suitable candidates (Armstrong & Taylor, 2014). Recruitment methodologies must be fair and comply with the relevant legal and regulatory frameworks and activities must contribute to corporate goals, reflect organisational brand and values whilst also being efficient and cost-effective (Foot & Hook, 2008). A successful recruiting program needs to serve many and sometimes conflicting goals. The most basic and fundamental goal of an organization’s recruiting effort is to accomplish exactly what is stated in the definition—discover, develop, seek, and attract individuals to fill actual or anticipated job vacancies (Sims, 2002). Sims (2002) state that the goal is to optimize the pool of qualified applicants. In this situation the applicant pool can be too large and thus ...
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4. Evolution of Recruitment and Selection

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According to Armstrong and Taylor (2014), the advantages of online recruiting are that it can reach a wider range of possible applicants. It is quicker and cheaper than traditional methods of advertising, more details of jobs and firms can be supplied on the site, and CVs can be matched and applications can be submitted electronically (Armstrong and Taylor, 2014). Recruitment process outsourcing (RPO) is the term used when an organization commissions a provider to take responsibility for the end-to-end delivery of the recruitment process, covering all vacancies or a selection of them (Armstrong and Taylor, 2014). Many organizations rely on the salary levels published in recruitment advertisements. But these can be very misleading as you will not necessarily achieve a good match and the quoted salary may not be the same as what is finally paid (Armstrong, 2010). The 2013 survey of the Forum for In-House Recruitment Managers (FIRM), whose members tend to be bigger employers, established ...
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5. Effective Employee Recruitment and Selection Strategy

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The selection and recruitment of workers best suited to meeting the needs of the organization ought to form a core activity upon which most other HRM policies geared towards development and motivation could be built (Armstrong, 2011). Psychometric tests have a history that, although not long, goes back further than is often realized. They originated in work related to education in the latter part of the 19th century, for example by the American Cattell (1890) and the Frenchmen Binet and Henri (1895), with the first published test being produced by Binet and another associate, Simon, in 1905 (Edenborough, 2005). According to Pritchard (2007) following strategies are highlighted. The Operational Audit Before meaningful change can be planned and implemented, we must understand the existing state of affairs. A comprehensive audit of recruiting policies, procedures, tools, and personnel should be undertaken to determine departmental strengths and weaknesses (Pritchard, 2007). The Importanc...
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6. E-Recruitments

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E-recruitment, also known as online recruitment, refers to the use of web-based technology for the various processes of attracting, assessing, selecting, recruiting and onboarding job candidates. Through e-recruitment, employers reach a larger number of potential employees. Companies may build their e-recruitment platforms in-house, use e-recruitment HR software or employ recruitment agencies that utilise e-recruitment as part of their package. the use of communication technologies such as websites and social media to find and attract potential job applicants, to keep them interested in the organization during the selection processes, and to influence their job choice decisions. (Chapman & Goddolei, 2017, p. 213) Recruitment includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees. It is on important port of human resource management os it performs the essential function of drawing important r...
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7. Recruitment and Selection Techniques

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Recruitment and selection techniques are always evolving, and the Internet has significantly changed the landscape in recent years. The majority of the companies are using ‘new media’ to attract candidates, but traditional methods are still viable — and a mix of the two may is favoured by many. Here’s a round-up of the most popular employee recruitment and selection techniques. The selection process and techniques applied should be able to identify individual differences to create some form of candidate ranking. This should also provide some form of indication or prediction as to how the candidate is likely to perform in their future workplace (Bratton & Gold, 2007). Some entities use assessment centres, bringing together a number of selection techniques to make judgements as to the suitability (and relative ranking) of candidates (Bratton & Gold, 2007).  Referral Programs Internal referral programs remain at the top of the most efficient recruitment and selection technique...
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8. Factors That Influence Recruitment and Selection

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Over the years, the recruitment process has evolved and being modified by companies to get a competitive edge and attract the most suitable candidates for the job vacancy. More than ever before, the candidates have more power with the increasing number of options involved for them. This has forced companies to rethink their recruitment strategies (Ployhart, 2006). On the other hand, job seekers must also be updated and understand the current trends and the methods that recruiters use for hiring, so that they can position themselves in terms that are convincing to those hiring (Ployhart, 2006). All organizations, whether large or small, spend time and resources in the process of recruiting and selecting employees for the activities. However, they do not consider the same criterion. There are factors that are often not considered by organizations but directly influence the process. Administrative recruitment factors can be broadly divided into internal and external factors.   Ex...
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