Recruitment & Selection method

Introduction

A successful human resource management should be able to determine an organization's human resource needs. The discovery of possible applicants for present or future organizational positions is referred to as the recruitment process. Alternatively, it is a connecting activity that brings together individuals who have positions available and others who are looking for work.

This recruiting strategy will attract a significant number of eligible applicants who will accept the job if it is provided. It should also disclose information so that unqualified applicants may self-select themselves out of employment consideration; in other words, an effective recruitment campaign should attract the competent while excluding the unqualified (Gupta and Kumar, 2014). 


Recruitment

Human resource recruiting is a critical component of human resource management since it is the primary technique of assuring labor organization. The fundamental goal of recruitment is to attract a large enough number of individuals who satisfy the job requirements so that the employer can choose the best candidate for the job (Muscalu, 2015).

Randhawa (2007, p. 68) state “it is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an efficient working force” .


  Figure 1 - Recruitment & Selection Process



 Source: (Haruna Hippolyte)

Based on Figure 1, there are three broader stages of the recruitment process: defining the job requirement, attracting potential employees and selecting the most qualifies applicant for the position.

 

Selection

The purpose of selection is to match people to work. The aim of selection is to find people who are a good fit for the job. The primary goal of the selection process has been to match people to specific occupations (Roberts, 1997).

 

According to Kumari,  (2012), The process of selecting individuals with necessary qualifications to fill positions in an organization is known as selection. Selection entails much more than simply selecting the best applicant. It is an attempt to establish a fine balance between what the candidate is capable of and desires to perform and what the company expects.

 

Randhawa (2007, p. 80) state “It is the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job”.

 

 The need for appropriate recruitment and selection process

It is critical to ensure that the right individuals are picked in the right positions at the right time in order to effectively accomplish various sorts of organizational responsibilities and activities. Furthermore, the candidates must have the necessary knowledge, skills, and abilities. There are a number of factors that must be considered when developing these functions. Educational credentials, competences, aptitude, personality qualities, experience, work needs, and so on are all examples of these (Kapur, 2022).


References

Haruna, A.I. and Hippolyte, A.R., Journal of Human Resource Management.

Kumar, S. and Gupta, A.K., 2014. A study on recruitment & selection process with reference. Int J Res, 1, pp.1661-1666.

Kumari, N., 2012. A Study of the Recruitment and Selection process: SMC Global. Industrial Engineering Letters, 2(1), p. 11.

 

Kapur, R., 2022. Importance of Recruitment and Selection in leading to Progression of the Organization. International Journal of Information, Business and Management, 14(1), pp.159-170.

Muscalu, E., 2015. Sources of human resources recruitment organization. Land Forces Academy Review, 20(3), p.351.

Randhawa, G., 2007. Human resource management. Atlantic Publishers & Dist, pp.68

Randhawa, G., 2007. Human resource management. Atlantic Publishers & Dist, pp.80

Roberts, G., 1997. Recruitment and selection. CIPD publishing.

Comments

  1. AnonymousApril 21, 2022 at 1:06 AM

    This comment has been removed by the author.

    ReplyDelete
  2. H Harshani SriyanthikaApril 21, 2022 at 1:15 AM

    I agree with your points. It is important to hire competent people and this is dependent on effective recruitment and selection procedures, which aim to select the right individuals and reject the wrong ones. The importance of this should not be underestimated because a poor recruitment decision can cost an employer financially (Hacker, 1997).

    ReplyDelete
    Replies
    1. Theekshana KariyawasamApril 25, 2022 at 6:21 PM

      Thank you for the input.The success of an organization's selection system can have an impact on the bottom line business productivity, such as financial performance or the performance of other employees in main stream departments. As a result, considerable financial and time investment is required for the construction of a complete and valid selection procedure, which will result in the organization's money and time being wisely spent (Bakhashwain &Javed, 2021).

      Delete
  3. Employee Motivation ChathurikaApril 21, 2022 at 2:36 AM

    I agreed the point you raised on Randhawa (2007, p. 68) state “it is the process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting the manpower in adequate numbers to facilitate effective selection of an efficient working force” .

    ReplyDelete
    Replies
    1. Theekshana KariyawasamApril 26, 2022 at 7:16 AM

      Thank you for the comment. Randhawa (2007, p. 68) also stated that "recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization."

      Delete
  4. Ravindu MaddumaarachchiMay 6, 2022 at 1:47 AM

    Hi Theekshana, this information is very valuable to understand about recruitment and selection. According to Malik (2018), The most crucial stage of human resource planning is recruitment. An organization's poorly conceived recruitment plan results in the non-availability of eligible individuals or the improper placement of unfit employees.

    ReplyDelete
    Replies
    1. Theekshana KariyawasamMay 6, 2022 at 11:46 AM

      Thanks for the comment, recruitment and selection play a crucial part in molding an organization's efficacy and performance, if work organizations are able to acquire workers who already possess relevant knowledge, skills and aptitudes and are also able to make an accurate prediction regarding their future abilities (Rees and Rumble,2010).

      Delete
  5. Theekshana KariyawasamMay 6, 2022 at 11:34 AM

    Thanks for your comment,Bratton and Gold (2007, p 239) stated "Recruitment is the process of generating a pool of capable people to apply for employment to an organisation. Selection is the process by which managers and others use specific instruments to choose from a pool of applicants a person or persons more likely to succeed in the job(s), given management goals and legal requirements."

    ReplyDelete
  6. Amal Ishantha DissanayekeMay 7, 2022 at 8:47 AM

    The role of the recruiter or the interviewer also plays a significant role in the candidate choosing to join the organization. Specially when the selected candidate has multiple choices to select from which employer to choose the role of the interviewer plays a major role as his influence, talk, presentation of the job will influence the candidates mind in selecting the job (Chapman,2019).

    ReplyDelete
  7. RIFKY AMMMay 13, 2022 at 2:00 PM

    Russell, S. and Brannan, M.J., (2016) say employee recruitment, selection, training and on-going
    monitoring is key to the alignment between behavior and brand image, and potentially
    represents a new ‘frontier for control’ for the employment relationship.

    ReplyDelete
  8. Dhanushka Aruna BandaraMay 13, 2022 at 9:09 PM

    Watson (1994, p. 185-225) state “Recruitment and selection are conceived as the processes by which organizations solicit, contract and interest potential appointees, and then establish whether it would be appropriate to appoint any of them”.

    ReplyDelete

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