Recruitment Process
Recruitment is the
process of finding and engaging the people the organization needs (Armstrong,
2010). Further, Recruitment is defined as the process of attracting individuals
on a timely basis, in sufficient numbers, and with appropriate qualifications,
and encouraging them to apply for jobs with an organization (Mondy & Noe,
2008).
Recruiting the most
potential workers who could create innovations with best decision making and
employers attempting to hire the best applicants who would be the best fit for
the corporate culture and ethics of the company (Price, 2007). The recruitment
and selection procedure is a vital function of the Resource Division of every
organization (Djabatey, 2012). According to Price (2007) the recruitment is not
a simple selection process but requires management decision and strategic planning
in order to appoint the most suitable manpower.
Recruitment can be costly (Armstrong, 2010). It costs money to find employees, screen them, recruit them, keep them on payroll and offer them company benefits (Costello, 2006).
According to Kumari (2013), there are various methods of recruitment but for the sake of simplicity, they have been categorized under two broad headings.
• Internal Recruitment
• External Recruitment
Internal Recruitment
-This is for those people who are already working in the organization (Mohammad,
2020)
External Recruitment
- From other organization/company/institute or fresh graduate people this
process is applicable, step by step selection and recruitment process is shown
(Mahbub, 2020).
Selection is that part of
the recruitment process concerned with deciding which applicants or candidates
should be appointed to jobs (Armstrong,2010).
Further, Selection is the
process of choosing from a group of applicants the individual best suited for a
particular position and organization (Mondy & Noe, 2008). Selection is a process of identifying the individuals with right caliber who
meet the organization expectations (Naveen & Raju, 2014).
According to Edwin B. Flippo, “Recruitment 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. He says, “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” (Flippo,
1984).
Source: (Catano, 2009)
Recruitment &
Selection Process of a State-owned commercial corporation in Sri Lanka”
Undeniably, Recruitment
and Selection is one of the most significant functions that decides the success
of the organization that I work for. Being a “State-owned commercial
corporation in Sri Lanka, the organization is overseen by a Board of Directors
headed by a chairperson.
The Recruitment and
Selection process is functioned based on the “Scheme of Recruitments and
Promotions (SORP) Document” which is pre- approved by the board.
The SORP document states
the “service segments and categories of the organization (i.e. Senior
Executive, Junior executive, Subordinate Category and Minor Category) and how
recruitment for each category is done (i.e. quota for external & Internal recruitment).
Table 1.0 Quota for
External recruitment of the company
Source: (The Scheme of Recruitments and Promotions Document of the Company, 2020)
Further, it discusses
about the selection process as well, by defining the marking scheme of the
interview processes of each service category.
Table 2.0 Marking Scheme
for External Recruitment
Source: (The Scheme of Recruitments and Promotions Document of the Company, 2020)
The SORP document is
reviewed and updated timely with the intention of gaining the advantages of
more suitable Recruitment & Selection Process as nevertheless, the attainment
of the goals and objectives ultimately depends the on the quality of the staff
of the organization.
- Armstrong, M. (2010). Armstrong's Essential Human Resource Management Practice. London: Kogan Page.
- Anyim, F. C., Ekwoaba, J. O. & Ideh, D. A. (2012). The role of human resource planning in recruitment and selection process. British Journal of Humanities and Social Sciences, 6(2), 68-78.
- Bhoganadam, S. D., and Rao, D. S. (2014). A study on recruitment and selection process of Sai Global Yarntex (India) private limited. International Journal of Management Research & Review, 4(10), pp.996-1006.
- Catano, V. (2009). Recruitment and selection in Canada. Boston: Cengage Learning.
- Djabatey, E. N. (2012). Recruitment and selection practices of organizations: A case study of HFC Bank (GH) Ltd. Unpublished thesis submitted to the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology. Ghana: Kwame Nkrumah University of Science and Technology.
- Flippo, E. B. (1984), Personnel Management, New York, McGraw-Hill, p.131.
- Kumari, N., & Malhotra, R. (2013). A Study of the Recruitment and Selection process: SMC Global. ZENITH International Journal of Multidisciplinary Research, 3(2), 244-254.
- Mahbub, B. B. (2020). Internship Report on Recruitment and Selection Process of Brac Bank Ltd. (BBL).
- Mohammad, A. (2020). A Review of recruitment and selection process.
- Mondy, W. & Noe, R. (2008). Human Resources Management. 10th Edition. Harlow: Prentice Hall.
- Naveen, S. & Raju, D.N.M., (2014). A Study on Recruitment & Selection Process with reference to three industries, Cement Industry, Electronic Industry, Sugar Industry in Krihna Dt AP,India. IOSR Journal of Business and Management, 15(5), [Online]. Available at http://www.iosrjournals.org/.
- Price, A. (2007). Human Resource Management in a Business Context. 3rd ed. Thomson.
- Yoder, D. (1975), Personnel Management and Industrial Relations, Prentice Hall of India, New Delhi.p.63.
Agreed Vindya, As per Castillo (2020), the process is so important because the rotation of employees is easily eliminated, facilitating the election of the candidate who not only possesses the necessary competences to fulfill the position, but also possesses the core values of the Company. The main objective of Recruitment and Selection is an organized, transparent and fair recruitment process to incorporate the right people in the Company.
ReplyDeleteI agree with you Indeevari, recruitment is the process of selecting the right person, for the right position at the right time. The significance of recruitment is recognized by the fact that organization gets satisfied with more productive employees. It not only enhances productivity and profitability, but also encourages good relationships among the employers and the employees (Kapur, 2018).
DeleteAgree with you Vindya. Recruitment and selection process is vital for an organization to attract the competent employees and the objectives of recruitment and selection should be in line with organizational objectives and strategies (Adu-Darkoh, 2014).
ReplyDeleteThank you for the feedback Chanaka. Indeed, The process of attracting individuals on a timely basis, insufficient numbers and with appropriate qualifications, to apply for jobs with anorganization (Gusdorf, 2008).
DeleteWhile agreeing with your facts, i would like to point out the fact that an organization should design its recruitment and selection processes focusing on choosing the right people aiming long-term engagement (Wiersma, 2021). Long term engagement will lower employee turnover and choosing ideal personnel will drive the organization towards success.
ReplyDeleteThank you & I Agree with you Oshadee, the principle objective of the recruitment process should be to recruit, select and appoint employees appropriate to the present and future needs of your business. it could be anticipated that most of the non-managerial employees would have a desire for long careers in the same business and regard "security of employment" as an important work goal (Yu-Ru, 1999).
DeleteAgreed. If the Human Resource department is to be treated as the inimitable competencies for the organization, then the recruitment and selection has a critical and good role to play as it s part too. It does not mean that payroll and solution to different problem is the only job for the HR department but to convince for the best needs of the organization is their main role to play. (Kamran et al., 2015)
ReplyDeleteAgree Chamara, hiring talented individuals is critical to an organization’s success. But in order to hire the most talented, you must first recruit them. Recruiting employees can be a challenging task (SHRM, 2009).
DeleteYes, Recruitment & selection are one of the main function of an organization, the organization success & growth is depending on the quality of the recruitment & selection process, organization should attract the right candidates with needed abilities & skills(Ekwoaba & Ikeije & Ufoma,2015).
ReplyDeleteThank you Sandun, the process of search for the right candidate to have the employment and encouragement to apply for the available job position in any organization is called recruitment and the selection is the process of the deciding the best applicant from the received applications for the advertised job position (Denzin, 1994).
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ReplyDeleteAgree with you Vindya. If companies select the incorrect employee, extra costs can occur in salary and recurring recruiting process. The recruitment and selection method in a company is critical to attracting competent employees. This is essential because it would initiate the company's growth and influence its performance. One of the most crucial assets of a company is the workforce (Robin, 2014)
ReplyDeleteAgree Harsha, the cost of advertising and recruitment, the value represented by selecting the right employee for the position can be found in higher performance, increased team morale and increased productivity. A robust, well planned recruitment process means that we are better placed to select the best person for the position and the needs of the Department (EY, 2009).
DeleteAgree with you. According to Balasubramanian,K., (2014), The people are being recruited in an organization may be from any method but the organization test the skill of employee on the following ground.
ReplyDelete1) Ready to work in team.
2) Conceptual and intellectual skill.
3) Food command over language & soft spoken
4) Dedicated to work and has good creativity.
5) Able to handle and manage leadership situation of arises.
6) Good management skill.
If is found in research of employee has a good value system to be put for any work
able to handle effectively & efficiently.
Thank You Wasantha. Yes, I agree with you, well-conducted recruitment and selection process is extremely important for the organization, permitting in-depth and objective verification of candidates in terms of meeting employer's expectations and leads to their employment (Borowska & Wilczewska, 2018).
DeleteI agree with you yet, I add that Organizations have had to adjust to the new reality of online recruiting. The rapidly emerging field of E-recruiting is defined as: 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).
ReplyDeleteWell elaborated Gagana, e-recruitment transforms the traditional recruitment process into a time- and space-independent, collaborative hiring process (Borowska & Wilczewska, 2018).
Delete