Scope of Recruitment and Selection
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1.1 Scope of Recruitment
Modern business world is highly
competitive and volatile. To face this competitive environment every business
organization has to follow their own business strategies. Because of the performance of the employees effect
the performance of the organization directly they are the most crucial and
valuable resource in an organization. They engage, interconnect and control all
other resources of the company. To achieve organizational goals and objectives
make use of employee’s strength in strategic way is very beneficial and
important to the organization. But there are huge psychosocial differences such
as abilities, personalities, motivation and emotions among the individuals.
Identifying and managing these differences in a strategic way to the direction
of company’s goal is a competitive advantage in the industry.
The first step for a successful journey is how strategic the plan of effective recruiting. Effective recruitment means not just to fill a vacancy in the organization but to concern about long term impact on it. Selecting people with skills and abilities to accomplish organizational current and future goals is not an easy task due to high demand for competent candidates.(CIPD, 2021).
After offering the employment, employer has to provide training and development, carrier development opportunities and financial and non financial benefits to retain the employee with the company. The one third of every promising new comers have possibility of leaving the company within next three years of joining.(Groysberg et al, 2009 cited in Armstrong and Taylor, 2020)
The recruitment process is a
costly process to the organization. Significantly when hiring the competent
talent to the institution, it has to bear additional cost because of the bargaining
power of candidates are comparatively high. Although the skilled labor is
costly, poor recruitment decision can be caused more expensive to the
company. Therefore employer should
ensure to recruit most suitable candidate who match with organizational
requirement for the right position at right time. (Batch,2005)These
skilled employees effectively increase productivity, decrease the training
cost, advertising cost, recruiting fees and redundancy packages as well as
possibility to loss potential or existing customers. Poor judgement in
recruiting can be caused to lots of liabilities. (Smith and Graves 2002,
cited in Batch,2005).
Skilled labor has more control over which organization to be joined and power of comparison their financial and non- financial benefits with other organization.(Omeara and Petzall,2013)
‘Headhunting’ concept is one of most popular concept in the business world to prove that talent has the advantage of bargaining regarding benefits. Headhunting means to find highly skilled or exclusive candidates for a higher position of the company. In practical world this happen to attract valuable employee from competitive organization in the industry. Offering a higher financial or non-financial package is the price born by head hunted institute . One of the world famous example is Dara Khosrowshahi who was chief executive officer of Expedia group head hunted by Uber as their CEO.( Headhunting vs.Recruitment,2020)
Being
the 'Employer of choice' may change
the situation completely. Employer of choice means an institution who
offer good work as well as better working environment for its employees.
Financial benefits, training, coaching, guiding, rewarding, appraising,
treating people with respect and consideration, work-life balance environment
and space for personal development may attract and retain existing as well as
potential talent.
1.2 Recruitment and Selection
Recruitment is the process to
find and engage the people in organization to accomplish its objectives while selection is to recruit most suitable candidate. (Armstrong, 2020).It is a developed process which designed to attract qualified and
prospective candidates.(Picardi, 2020). The organizations ensure that they are adequately and effectively staffed all the time.(Compton, 2009) Whatever the definition for Recruitment ,
it should be an effective recruitment. Going beyond the hiring a most suitable person
to a certain position and effective recruitment focus to recruit the people who
bring additional value to the company brand value. Through the process of
identifying the best talent in the market, attracting them and making them to join with the team are main
steps in effective recruitment.(Ridding, 2020)
1.3. Models of Recruiting and Selecting
There are different models for recruiting can be seen in the business world. Although the number of steps in the process different from one model to another model contents are not contrary.
According to the CIPD (2021) there are 4 major steps can be identified in recruiting process.
1. 1. Define the job role
2. 2. Calling applications for the particular designation
3. 3.Screen the application to select
4. 4. Recruit the most suitable candidate
Armstrong and Taylor (2020) presented main stages in recruiting and selecting as follows.
1.Identify and define the requirement
2.Attracting talent from the market
3.Sifting applications
4.Interviewing/Assessment centers
5.Testing procedures
6.Assessment of the candidates
7.Obtaining references
8.Checking applications
9.Offering the job
10.Following up procedures (ex: Training and development)
Dessler (2008) introduced hurdles to be passed in recruiting and selection process.
1.Employment planning and forecasting
2.Recruiting:build a pool of candidates
3.Candidate becomes employee
There are three hurdles to pass between 2 and 3 steps.
Hurdle 1. Applicant complete the application form
Hurdle 2.Use selection tools like tests, to screen out most applicant
Hurdle 3.Supervisors and others interview final candidates to make final choice
Most of companies follow their own processes or combination of models for their recruiting and selection process. The common procedure can be composed by studying above models.
1.4 Recruitment And Selection Process
In the company Human Resource Department is the responsible for the recruitment process and they have to follow the process to find out most competent qualified person. They do it directly, indirectly or through third party. Nature of business and organizational culture, Human resource strategy, size, amount of available sources, policies and principals decide the recruiting procedure. For example APPLE focus to diversified talent with innovative skills and SAMSUNG focus to recruit people who have ability to travel abroad.. These both global organization provide comfortable working environment for their expertise. Therefore they follow very sensitive selection procedures before recruiting.
1.4.1 Identify need and develop position description: The requirement of a recruiting process can spring out through creating new post, business expansion or replacing purposes.(Armstrong,2011).These requirement can be filled with internal candidates as well as external candidates.(Dessler, 2008).After identify the need, employer has to decide what should be the role profile, job description and personal specification required.
The organizations who define the person and behavioral competencies can ensure cultural better relationship between organization and individuals.(Purcell et al, 2003).Person specification can be identified by physical appearance, achievements, general intelligence, special inherent abilities, interest, disposition and circumstance.(Rodger,1952, cited in Armstrong, 2009).
1.4.2 Recruitment Planning : The number and types of employees required, sources of candidates, Plans for alternatives and methods and procedures to follow recruitments can be seen in the plan.(Armstrong, 2009)
1.4.3 Sourcing and Advertising: In the sourcing attracting the new comers as well as retain existing employees are very important. Conveying the Employer value to the society attract most appropriate sources of applicant. The sources can be either existing employees or from the job market. Advertising, recruiting agencies, job centers, consultants or online recruitments can be the other sources in the labor market.
1.3.4.Assess and Interview the candidates: Shortlisting and assessing should be done fairly without any discrimination, gender bias considering their competencies, experiences, qualifications, contributions and potential for development.(CIPD, 2021 and Armstrong, 2009)Assessment centers or panel, individual interviewer, panel of interviewing or selection boards can be used to assess and interview the shortlisted suitable candidates. Interview is a good platform for both employer and candidate for a face to face communication. Employer can acknowledge the experiences and ability to play the job role of the candidate, negotiate salary and other benefits and position Employer brand in the mind of candidate. The potential employee can aware about responsibilities and tasks related to the job, benefits and make a decision about joining to the institution.(CIPD, 2021)
1.3.5.Selection and offer an employment: The selection methods such as psychological tests, intelligent tests, ability tests, personality tests and aptitude tests can be used to make a final decision about which candidate to be selected. The tests are reliable sources to predict performance and behaviour. (Armstrong, 2009)
1.3.6 Onboarding for success: Connecting with the organization to Achieve the personal and organizational goals.
REFERENCE
Apple, (2012) Apple's employees recruiting. [online video] available at https://www.youtube.com/watch?v=X9SK052cF3c&t=79s. [Accessed on 1st April 2022]
Armstrong, M. (2009) 515, Armstrong’s handbook of
human resource management practice.11th edition. London: Kogan
page
Armstrong, M. (2010) Armstrong’s essential human
resource management practice. 12th edition. London: Kogan page
available at https://ereader.perlego.com/1/book/1589969/2 accessed on
29/03/2022
Armstrong, M. and Taylor, S. (2020) 147, Armstrong’s
handbook of human resource management practice.15th
edition. London: Kogan page available at https://ereader.perlego.com/1/book/1589969/18 accessed on
01/04/2022
Bach, S. (2005) Managing human resources,4th
edition, Oxford, Blackwell publisher[online]Available at https://ereader.perlego.com/1/book/1589969/18 Accessed on
27/03/2022
CIPD (2021) Recruitment: an introduction available
at cipd.co.uk/knowledge/fundamentals/people recruitment/factsheet
accessed on 27/03/2022)
Compton, R.L (2009),15, Effective recruitment
and selection practices. Australia: CCH Australia Ltd.
Dessler, G. (2008), 167-198, Human
Resource Management.11th edition. USA: Pearson Education Inc
Headhunting vs Recruitment, (2020)
available at http://www.talentlyft.com/en/blog/article/pg371
Omeara,
B. and Petzall, S. (2013) ,33, The handbook of Strategic Recruitment and
Selection. Bingley: Emarald Group publishing Limited available at https://ereader.perlego.com/1/book/1589969/18 accessed on 28/03/2022
Picardi, C.A (2019), 03, Recruitment and
Selection strategies for workplace planning and assessment. [Perlego]
USA: Sage publications Inc
As you deeply elaborated, the recruitment and selection is the process of recognizing that a vacancy needs to be filled and that doing the research necessary to understand the duties of the position and what traits a person needs to have in order to properly perform the job. The recruitment process also involves using these analyses to determine where and how to source new recruits and then going about the process of sourcing them. Though main objective of recruitment and selection is to hire most qualified candidate to fill an available position, following additional objectives need to be taken in to account;
ReplyDelete• Creating a large talent pool of candidates to ensure the organization can hire the best of it.
• Analyze to find people who will fit in with the company culture and contribute to the organization goals.
• Reduce the likelihood that a candidate will leave after a short period.
• Ensure achieving organizational diversity and social commitments.
• Improve company reputation through fair, unbiased and effective hiring practice.
• Improve and streamline the recruitment and selection process.
Recruiters play significant role in the realization of an organization. They really act as a strainer and, when used accurately, select only the best applicants. In an ever-changing business world, corporations need to trainee people who are flexible, trustworthy, experienced and trustworthy and thus lay the underpinning for accomplishment (Indiafreenotes, 2020).
ReplyDelete1. Rate
2. Preservation
3. Reliability and efficiency
4. Legal issues
References
Indiafreenotes, 2020. Recruitrment : Scop and Importance. [Online]
Available at: https://indiafreenotes.com/recruitment-scope-and-importance/#:~:text=The%20scope%20of%20Recruitment%20and,and%20procedures%20of%20the%20organization
[Accessed 06 April 2022].
Hi,
ReplyDeleteAs you have clearly stated in this article, Recruitment of skilled employees is really crucial and organizations should work on selecting the right candidate to get the competitive advantage and to become success in the business world. Mohammad (2020) highlights in his review that Human resource team in an organization plays a major role in recruiting the right candidate. The research further brings out the point that organisations should not stick to one method when recruiting employees but should think strategically and try several methods to choose the best of the best. Kapur (2018) calls out the fact that organizations should be mindful to recruit employees who are loyal and committed to achieve the goals of the organisation
A recruitment and selection policy is required by any company. The major goal of a recruitment and selection policy is to create a transparent and fair recruiting process that allows HR personnel to choose the best candidate based on merit and job relevance. For an organization's success to continue, it is critical to hire the appropriate individuals.
ReplyDeleteProper recruitment and selection process plays a vital role in carrying out smooth operation with less burden. Hence selecting right candidate with right qualification at the right time will be a critical call in any organization specially for operational team.
ReplyDeleteUnique systems of recruitment and selection practices are necessary to provide the level of employee knowledge, skills, and abilities to match the level of information faced by the employees in these roles. That recruitment and selection systems match with the mechanistic organizational structure are the best fit for subunits of employees facing.
ReplyDeleteThe recruitment process aims to provide the best elements with excellent qualifications. The importance of the recruitment process to the Human Resources Department is to prevent hiring the wrong person, who may cost the organization very much. Away from the salaries and incentives offered, the process of employing an inappropriate and effective component may cost larger losses based on the decisions and activities wrongly practiced. Therefore, this process is one of the most important processes for managing human resources and for the company as a whole
ReplyDeleteAgree, But need to understand the difference between recruitment and selection. yes it has a slight difference. Recruitment is the process of looking for potential applicants and then encouraging them to apply for a real or desired vacancy. Selection is the process of recruiting employees from shortlisted candidates and giving them a job in the organization.(HR Professionals, Leaders,2021)
ReplyDeleteThe recruitment and selection of the individuals within the organizations result from a thorough and a systematic process. The employees need to possess complete knowledge of the strategies and methods that are required to get implemented for recruitment and selection. Legislation and good practice and the range of recruitment sources and selection methods as well as possessing the skills and abilities in interviewing and evaluating potential employees highlight the significance of recruitment and selection (Chapter 5, 2010).
ReplyDelete