Overview
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 are identified, an organization can begin the selection process. This includes collecting, measuring, and evaluating information about candidates’ qualifications for specified positions (Tomčíková, 2016). Recruitment is the process of finding and engaging the people the organization needs (Armstrong, 2014).
Selection
Kumar and Gupta (2014) states that selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires (Kumar and Gupta, 2014). selection is a negative process where there is trimming of the candidates and then selecting the most suitable person for the job. Selection is much more than just choosing the best candidate who has the relevant experience and skill to perform the job (Kapur, 2018). Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs (Armstrong, 2014).
Two key concepts underlie modern human resource management practice and are reflected in all activities concerned with the attraction, maintenance and separation of an organisation’s employees. They are:
- Employees as human resources, human capital or organisational assets
- Human resource management as a long-term, integrative and accountable strategic process.
The first concept highlights the productive contribution of employees, both actual and potential, while the second focuses on the approach of human resource management practitioners to optimise this contribution for organisational benefit (Compton, Morissey, Nankervis 2014).
Recruitment and selection is the process of searching and attracting the right candidates for hiring for vacant jobs in an organization. Recruitment refers to the process of searching for potential employees and influencing them to work for their organization. The most important factor in organizational growth is human resources. The success of organizations is relying upon the skills and attitudes of the organization employee. To developing and sustaining an organization success, is essential to maintain perfect, effective and productive recruitment and selection process.
Recruitment is the process of discovering or selecting and hiring or best-qualified candidate from inside or the process by which organizations locate and attract individuals to fill job vacancies. Recruitment is the strategy of attracting a qualified and suitable candidate for an organised role. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs (Tomčíková, 2016). Selection is the method involved with recognizing and choosing the right candidate for that organised role. Whenever there is a vacancy in the organization, generally, the organization role should be filled. To make the applicant available for filling those organization roles, their selection procedure and placement on a proper job comes under the domain of recruitment and selection. The commitments of every employee affect a crucial part of the development and sustainability of an organization. Hence recruitment and selection process is extremely important for an organization. Likewise, bad recruitment and selection can drive terrible outcomes that can be affected to an organization. Due to the shortage of skilled professionals in the software industry, high turnover rates, and rapid business growth in the service sectors, that recruiting and selecting candidate’s processes are at a critical level and risk.
Reference
- Anderson, N. (2001). Towards a theory of socialization impact: Selection as pre-entry socialization. International Journal of Selection and Assessment.
- Armstrong, M., 2014. Armstrong's Handbook of Human Resource Management Practice, 13th Edition. 13th ed. Kogan Page.
- Compton, R., Morrissey, B. and Nankervis, A., 2014. Effective recruitment and selection practices.
- Kumar, S. and Gupta, A. (2014). A Study on Recruitment & Selection Process with Reference.
- Kapur, R. (2018). Recruitment and Selection.
- Luszez, M.A. and Kleiner, B.H. How to Hire Employees Effectively, Management Research News, Vol. 23, No 12, Pp. 19-26, (2000).
- Tomčíková, Ľ. (2016). The effective recruitment and selection practices of organizations in the financial sector operating in the Slovak republic.
Agreed with the points. Adding further more Because the future orientation of the organization is dependent on the workers who work for it, recruitment and selection are critical processes in human resource management. As a result, organizations are obligated to follow acceptable selection processes. The reason for this is that if the selection is not done properly, it will have negative consequences for the business and will cost the employer money, time, and effort (Kapur,2018).
ReplyDeletePerformance refers to the degree of achievement of the mission at work place that builds up an employee job. Organizations compete with one another, consciously seeking advantage (Hameed & Anwar, 2018). Thank you.
DeleteAgreed with the arguments. Actually, recruitment and selection are one of the main important process handled by HRM of the organization and the process has to be design to catch best employees who obtain with strength to meet organization goals and objectives (Kapur, 2018).
ReplyDeleteThanks Thushari,
DeleteThe successful conclusion of both processes is the creation of a legally binding agreement between the employer and the employee, setting out the rights, obligations and expectations of both parties (Armstrong, 2006).
Agreed. According to Ryan & Ployhart (2014) recruitment and selection is considered as one of the oldest but one of the most important aspects of Talent Management and Human Resource according to many researchers and HR practitioners.
ReplyDeleteEvery enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures. The Human Resources Department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection. (Armstrong and Taylor, 2014).
DeleteI agree with your arguments. The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).
ReplyDeleteThanks Nuwan,
DeleteThe selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).
Poor performance ranking is interpreted by potential competitors as indications, that a practice does not work or a market does not exist thus inhabitant imitation and competition, thereby reducing the competitive pressure and improving relative performance (Anwar & Climis, 2017)
ReplyDeleteI agreed with your point of view. Similarly, organizations have a lot to do, but one of the most prominent things is recruitment. If they manage correctly, they will be sustaining life long in the competitive market (Magnusen et al., 2011).
ReplyDeleteThank you Amila,
DeleteRecruitment 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)
As per the Naveen S. and Raju D. M. N (2014) this kind of industries should give equal importance to external employees and have adopt latest interview techniques to recruitment employees.
ReplyDeleteThanks Sumeera,
DeleteEmployees under performing could also be a problem with the recruitment and selection. hiring people could be costly and if not done properly, organisations face a lot issues later.A lot of efforts should be put into HR planning to develop this (Biles and Holmberg, 1980).
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.
ReplyDeleteYes Sampath,
DeleteRecruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization (Anderson, 2001).
Hi Diyanada, agreed with you. According to Wicaksana (2021), organizations seek job applicants with motivational abilities, expertise and knowledge resources to fill available vacancies within their organizations as identified in staff planning. Further, Wicaksana has said that the recruitment is one of the vital activities of human resource activities. Human Capital Institute (HCI) has estimated that 70% of new hire decides to stay or leave an organization within their first six months. Hence it is important to focus on their motivation during recruiting applicants, by providing a better career rather than providing a simple job (Joseph and Sridevi, 2015).
ReplyDeleteYes Chathurika,
DeleteSuccessful recruiting strategy would attract a large number of qualified candidates who, if presented, would take up the job. It should also provide information in such a way that unqualified applicants can self-select from job candidates; that is, a good recruitment program should attract the qualified and not attract the unqualified (Gupta and Kumar, 2014).
Agreed, according to Williamson, King, Lepak and Sarma (2010), “the strategic actions by organization to attract candidates during the initial phases of the recruitment process have important aspect for the growth of a high quality labor force”
ReplyDeleteThanks Hemachandra,
DeleteTo succeed in local and international markets, employees need to acquire specific skills and abilities. Professional skills were the biggest need alongside other skills such as human, technical and academic skills (Ofori and Aryeetey, 2011)
Agreed. Faulty decisions in recruitment can cost the employer over 30% of the employee annual wage (Hacker, 1997).
ReplyDeleteAgreed Chathuri,
DeleteRecruitment and selection procedure is a vital function of the Human Resource Division of every organization. It is a very crucial function as it affects the success of the organization. This is because it is the medium by which the organization will achieve its mandate through continues supply of qualified human resources therefore it is noted to be rational in the process (Djabatey, 2012).
Agreed and further, if recruitment is done effectively, organizations are most likely to get in the best candidates for the organization. Thus, enable organization to save the additional training costs that may incurred in future due to employee-job mismatch (Dash, Faforia & Muthyala, 2018).
ReplyDeleteThanks Iresha,
DeleteComparing to individual candidates recruitment the most suitable way to recruit through referrals given by current employees. Where the candidate gain an advantage in the recruitment process in a modern-day since the applicant already prescreened by the employer with better information where an outside applicant cannot provide (Fernandez and Weinberg, 1997).
Agreed with you. Recruitment is the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organizations(Kapur, 2018). Management has to make sure to select the right people to do the right job through this process by which organization can achieve more with better human resources.
ReplyDeleteYes Roshini,
DeleteSelecting the ideal individual, not only the organization's productivity increase but also the relationship of the employer and the other employees increase (Kapur, 2018).
Yes Agree Diyananda, and also recruitment and selection not only seek to attract, obtain, and retain the human resources the organization needs to achieve the strategic goals, but may also have significant impact upon the composition of the workforce, the ultimate fit with the organization's needs and culture, and upon long-range employment stability (Benat et al., 2012).
ReplyDelete