INTRODUCTION TO RECRUITMENT AND SELECTION
INTRODUCTION TO RECRUITMENT AND SELECTION
RECRUITMENT
Recruitment is the process in which an organization
(in most cases the HR department), attracts potential prospects for various job
roles within the organization when the need arises (Gupta and Kumar, 2014). Recruitment involves identifying vacancies and
collecting required information to advertised the related job vacancy within
the organization (Gamage, 2014) During recruitments various criteria are considered
from a candidate such their educational qualifications, skills and abilities
and also the amount of experience they have acquired (Kapur, 2018).
SELECTION
Selection is the process where the qualifications and
various other relevant information are evaluated to sort through the qualified
candidates and picking the suitable candidate for the job to be placed in the
relevant role within the organization to fill the available vacancy (Parvin Eva, 2018). Thus selection involves rejecting the unqualified
person from being selected to carry out the relevant job role (Kuryło et al., 2019). In search of the best employee, organizations adopt
various techniques which depends on the size of the organization and also the
what field or category the organization belongs to (Kuryło et al., 2019)
FACTORS AFFECTING RECRUITMENT AND
SELECTION
The
prime goal of any organization is to hire the best person to fit the vacant job
role so that both the employer and employee can greatly benefit (Kapur, 2018). Since
there is substantial amount of unemployment in the market, recruitment and
selection process is greatly affected by different actors and factors. The
prime reason for this, may not only be the inadequacy of jobs but also
candidates are now highly qualified.(Islam, Md and Rukshana, 2010). Factors
effecting recruitment and selection are twofold; which are mainly internal and
external factors (Islam, Habib and Pathan, 2010).
SOURCE: (Islam,
Md and Rukshana, 2010)
Internal factors are
mainly under the control of the organization (Kapur, 2018). Below are some of
the factors discussed I detailed.
- Recruitment policy: This particular factor
specifies the objectives of the organizational system of recruitment. A policy
provides the necessary framework for to fill up relevant job vacancies with the
most suitably qualified people. Effective human resource planning helps
significantly in building a good recruitment policy (Islam, Md and Rukshana, 2010). This also depend
on the recruitment culture of the company; whether they hire internally or
advertise job vacancies externally. (Islam, Md and Rukshana, 2010) In case of Sri
Lankan Airlines, both these cultures are practiced. For example Sri Lankan
Engineering usually fills up Licensed Aircraft Engineer positions internally
while Cabin Crew and Pilots are sourced externally.
- Human Resource Planning: This helps determine the gaps present in the current man power allocations within the organization. It also helps in identifying the number of employees that should be recruited and to what positions the persons should be recruited to. (Islam, Md and Rukshana, 2010)
- Size of The Firm: Organizations will think
to recruit more people if they plan to expand its operations, in order to meet
the growing operational requirements (Islam, Md and Rukshana, 2010). For example, Sri
Lankan Airlines plans to retire its aging fleet and add additional Airbus A330
aircraft and a Freight aircraft by 2025. With the expansion the company also
plan to expand its destinations. This exponential growth requires additional
Engineers, Pilots and Cabin Crew to be recruited to cater to the demand.
- Cost of recruitment: Cost is another key
aspect that influences the recruitment and selection process. Hence
organizations will try to employ the source of recruitment that incurs lower
costs to the company (Islam, Md and Rukshana, 2010). As researched
and mentioned by Parvin Eva (2018) proper job analysis and well-structured and
written recruitment and selection policies can reduce the recruitment and
selection cost.
While these are some of
the Internal factors affecting recruitment and selection there are also
External factors involved as explained in detail below.
- Supply and demand: Availability of man power plays a big part in the recruitment and selection process whether it’s internal or external sources of supply. If the supply of qualified persons are less in the market, organizations should look into training and developing internal candidates.(Islam, Md and Rukshana, 2010)
- Labor market: Employment conditions in the country or state where the organization is situated plays a major role in recruitment and selection process of the company. Surplus of candidates will be available to apply for an advertised job role of the organization if the labor market is good.(Islam, Md and Rukshana, 2010)
- Political/social/legal environment: As mentioned by Islam Md and Rukshana (2010), Government rules prohibiting discrimination in hiring and employment have direct impact on recruitment and selection process of the organization. For example, specific castes, tribes and handicapped people are protected under the government of India (El-hadidi, 2015). Another factor are trade unions. The power that the trade unions have impacts the recruitment and selection process of an organization. (Islam, Md and Rukshana, 2010)
- Unemployment rate: Rate of unemployment
increases exponentially if organizations fail to create new jobs (Islam, Md and Rukshana, 2010).
- Competitors: Standards and practices of
the industry must be well written and followed if the organizations require the
best of the best to be required into the company (El-hadidi, 2015). As very
well put by Gamage (2014); The human potentials in a company are generally far
more difficult for competitors to duplicate equipment or even products and Consequently,
the nature and well-being of a company’s employees can become its main strength
in carving out a profitable existence in the industry. For example in a very
competitive industry such as Aviation, organizations should always maintain
high levels of industry standards. Sri Lankan Airlines Engineering in one such
example, where the organization is accredited EASA 145 standardization for
Aircraft Maintenance granted by the European Aviation Safety Agency. This is a
vital qualification to acquire and maintain in order to be competitive in the
region.
- El-hadidi,
M. (2015). Factors Affecting Recruitment. [online] LinkedIn. Available at:
https://www.linkedin.com/pulse/factors-affecting-recruitment-moustafa-el-hadidi.
- Gamage, A. S. (2014) ‘Recruitment and Selection Practices in Manufacturing SMEs in Japan: An analysis of the link with business performance’, Ruhuna Journal of Management and Finance, 1(1), pp. 37–52.
- Gupta, A. and Kumar, S. (2014) ‘A Study On Recruitment & Selection Process With Reference’, Research Gate, 1(November), pp. 2–6. doi: 10.13140/2.1.2424.0320.
- Islam, N., Md, habib W. and Rukshana, P. K. (2010) ‘Factors Affecting the Recruitment and Selection Process of Private Commercial Banks in’, The journal of Global Commerce, 2(October 2010), pp. 1–8.
- Ofori, D. and Aryeetey, M. (2011) ‘Recruitment and Selection Practices in Small and Medium Enterprises: Perspectives from Ghana’, International Journal of Business Administration, 2(3), pp. 45–60. doi: 10.5430/ijba.v2n3p45.
Yes there are internal factors and external factors that organization have to be considered while preparing recruitment and selection process to the organization (Islam et al, 2010). According to Ayesha (2015), while making selection process there are factors to be considered
ReplyDelete- Size of the organization
- Number of employees to be hired
- Nature of the job role
- Outside pressure or influence
- Pinpoint criteria of an organization selection process
Agree with you Thushari. As evident in the challenges faced by organizations section, many obstacles faced by organization are as you have mentioned. As per Kanu (2015) size of organizations leads to many factors you have mentioned above. Especially smaller organizations needs to compete in the market to thrive as an organization.
DeleteAs discussed in the blog post, the impact of external and internal factors, and further, encouraging and employee-friendly recruitment policy, internal organizational factors, employment brand and organizational growth, and self-advancement opportunities. Similarly, retention strategies measures had four factors: positive work culture, opportunities for individual growth, development, salary benefits package, and opportunity for self-achievement. The correlation coefficient result revealed a significantly positive relationship between various recruitment and selection strategies dimensions (Shanker, 2020).
ReplyDeleteAgree Amila. A strategy to ensure the organization has the talented people it needs (a talent management strategy) may start with recruitment and selection but would extend into learning and development to enhance abilities and skills and modify behaviors and succession planning (Armstrong, 2014).
DeleteHi Kavan, I agree with you. Finding the right individuals at the right time, in the right place, and for the right price is the goal of recruitment (Compton et al, 2001). In addition, a more complete and scientific approach is required, with each job being analyzed multiple times and the job description and person specification being changed at each recruitment activity.
ReplyDeleteI agree Shanil. The number of individuals to be hired, the cost of each source, the applicant's accessibility, the education level of the employee to be hired, and the company's policy all influence the selection of specific recruitment sources (Elearn, 2019).
Delete“Right person with right skills for the right task” (Chungyalpa and Karishma, 2016), confirm the argumunet you have built on hiring the best person to fit the vacant job role. In addition, selection is attempt to find the best balance between applicants’ capabilities and organizational requirements. (Kumar and Gupta, 2014), rather than choosing the best candidate of the lot.
ReplyDeleteI agree with Udaya. Its the role of HRM and relevant managers to make sure that the organization clearly understand the current need of the organization when recruiting suitable candidates. Choosing the wrong people or irrelevant candidates have negative consequences towards the future goals and objectives of the organization (Saviour, 2016)
DeleteAgree with you Nimna. The current global pandemic has had a significant impact on the airline industry and many employees are now unemployed due to abrupt lost in demand for air travel which in-turn has created an abundance of airline industry professionals in the external market (Joseph, 2020).
ReplyDeleteRecruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or outside of organization for a job opportunity. The recruitment process includes examining the necessities of work, drawing employee to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the association. Also, HR department responsible to choose the right person or best qualified candidate for the post for organization needs (Abdullah & Othman, 2019).
ReplyDeleteYes Chandana I agree with your statement. HR plays an important role in the context of recruitment and selection. They are responsible in creating a selection process that best fits the organization and its requirements. The process should also be one which suits the current trends and practices (Salahudeen, 2019)
DeleteAgreed. Further the need to recruit and select staff is universal but while this need may be universal
ReplyDeletethe way in which it is done, the particular methods favored and their number may
well be culture specific (Tayeb, 1995; Child, 1981; Hsu and Leat, 2000; Ryan et al., 1999).
Agreed with you Jayashi. According to Izuogu (2015), quite a number of organizations hire with relation to their culture. It is also argued that a high number of employees are aware of culture based recruitment while others were not mindful of the situation. There are advantages and disadvantages as well to recruitment being biased by culture.
DeleteAgreed. Furthermore, recruitment can be defined as the process of locating and obtaining a pool of potential candidates who possess the desired knowledge, skills, and experience in order for an organization to select the most qualified individuals to fill job vacancies based on job descriptions and specifications (Ahmad, 2002).
ReplyDeleteYes Sampath absolutely. A good pool of candidates is a great investment to any organization where the organization has more flexibility and a better choice in recruiting the best candidate for the job. (Caoimhe, 2020)
DeleteAgreed. Further, recruitment is about capturing and understanding all activities directed at locating potential employees. (As cited by Mohommed, 2001). 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 organizational brand and values whilst also being efficient and cost effective (Foot & Hook, 2008).
ReplyDeleteAgreed Nuwan. Organizations must find avenues which are cost affective and productive at the same time. Finding this balance plays a major role in having a competitive edge over other players in the market (Karishma, 2016).
DeleteMoreover to your arguments, the selection process always follows the recruitment process. If there are drawbacks in recruitment process of the organization, it will negatively affect to the selection of right candidates (Tripathi & Srivastava 2017).
ReplyDeleteExactly Amali. Any organization should possess a good recruitment process in order to fulfill the requirements of the selection process. A productive and a systematic HRM section of an organization should be able to identify these at the beginning of the recruitment process so as to give way to a smoother and more reliable selection process. (Argue, 2015)
DeleteYes Kavan, while agreeing to you I would like to point out that some people would question that recruitment and selection are key strategic areas in HRM. At the same time, recruitment and selection also have an image problem. The traditional recruitment and selection processes have been around for long time, which is not up to date with the ever-changing environment of organizations. Hence, practitioners often try to find new ways wonder for recruiting and selecting personnel (Lievens & Chapman, 2019).
ReplyDeleteI agree with you Chumila. Keeping up with modern recruitment techniques plays a pivotal role in having a competitive edge over other key competitors. Organizations should make sure that their recruitment strategies match the current socio-economic environment and trends. Realizing this would also help in recruiting the passive job seeker as well. (Hanigan, 2015)
DeleteAgreed, according to (Smerek, 2018), the employee selection process is a key driver to other personnel activities, especially work analysis and employee needs planning. Only after the implementation of the above activities a selection goal can be established, which builds the enterprise’s selection strategy, respectively the selection process
ReplyDeleteAgreed Hemachandra. An organization should have and project a clear analysis of the vacant job role in order to attract and select the best candidate for the job. It will only then, be a productive and meaningful recruitment and selection process. (David, 2019)
DeleteAgreed. The recruitment process typically consists of a sequence of steps that need to be followed to ensure that the best possible job applicant is appointed in terms of relevant knowledge, skills and capabilities and such steps provide a sequential and systematic way of managing the recruitment process (Thebe and Van der Waldt, 2014).
ReplyDeleteAgreed Khalid. Recruitment is the process of identifying possible applicants for current or future organizational openings. It is also a linking activity that connects individuals who have positions to fill with those who are looking for work. The optimal recruitment strategy will attract a significant number of qualified candidates who will accept the position if it is offered. It should also provide information that allows unqualified applicants to self-select themselves out of consideration for a position; in other words, an effective recruitment program should attract qualified applicants rather than unqualified applicants.(Neeraj, 2012)
DeleteAgree Kavan, Recruitment and selection are not different from each other but are intertwined (Kossek and Block, 2000). However, they can be differentiated saying that recruitment involves finding or attracting candidates for a particular job whereas selection consists forecasting or estimating which candidate will prove to be most valuable to the organization in the present and in the long-term (Wright and Storey, 2017).
ReplyDelete