STEPS IN THE PROCESS OF RECRUITMENT AND SELECTION

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 STEPS IN THE PROCESS OF RECRUITMENT AND SELECTION


The objective of a good recruitment process is to hire the best available candidate for the vacant post in order to achieve the goals of the company. This is very time consuming process but one which requires a lot of patients because and undesired or wrong hire could mean disaster for an organization and also a missed opportunity to hire the correct candidate (Mascarenhas, 2011). Getting recruitment processes and techniques spot on is crucial and is distinguished by knowing what the organizations wants and also where to get it (Tomčíková, 2016). Common steps in a recruitment and selection process are as follows.

  •         Job vacancy: The first is when a vacancy is made available due to the fact that either an employee has left the organization, retired or due to the fact that a promotion has left the position vacant (Kapur, 2018). There must be good team work during this process between Managers and HR Manager to make sure that duties and responsibilities of the new hire are agreed upon and the number for vacancies that require filling (Tomčíková, 2016).

 

  •     Job analysis: The organization must create a matching job description in order to make the candidate aware of what is needed by the company from the employee (Mangaleswaran and Kirushanthan, 2015). Areas that require to be taken up into consideration with regards to the job analysis include training, knowledge, experience, physical attributes and communicational skills (Kapur, 2018).

 

  •      Attracting candidates: The next step is to attract potential candidates to apply for the vacant position (Kapur, 2018). During this part of the process the organization must decide on what sources of recruitment they should opt for which was discussed earlier. The organization should also look into the medium of advertising which was also discussed earlier.

 

  •     Screening candidates: This step is to filter out the wanted applicants from the undesirable candidates. Organizations look into various aspects such as educational qualifications, professional qualifications, age and etc. The CV’s or portfolios of candidates are painstakingly brushed through to make sure the filtering is done right (Mangaleswaran and Kirushanthan, 2015). In the field of aviation, the ability successfully obtain National Security Clearance and criminal records are also considered during screening to make sure the working environment is always kept safe.

 

  •         Interviewing candidates: This is the most common form of assessing the candidate. The interviews are normally between a designated person from the organization and the candidate (Kapur, 2018). Interviews can be in the form of behavior based structured interviews. This is solely dependent on the policies of the organization. Candidates are asked to describe specific behavioral examples of their skills. (Tomčíková, 2016) Interviews can be time consuming and costly and also biased since favoritism can play a part in this step of the process (Kapur, 2018).

Figure 1: The key steps in the process of recruitment and selection.

SOURCE: (Iowa State University, 2021)

  •  Selecting and appointing candidates: This step is also known as onboarding. After the process of evaluating the candidate by various methods, appointing can follow immediately if the recruitment is critical. Signing of contracts and handing over of employment letters are done if the candidate is successful (Harky, 2018). At Sri Lankan Airlines when more than one applicant applies for and internal promotion, the employee with highest points is given the promotion while other closely contested candidates are kept in a state called KIV (Keep In View) and given the promotion as and when the next one is posted.

 

Video 1 illustrates where Brendan Browne, VP of Global Talent Acquisition at LinkedIn talking extensively with regards to global trend of recruiters and the future or recruitment and selection.

Video 1: What the Future Holds for Recruiters.

SOURCE: (LinkedIn Talent Solutions, 2020)


List of References.


  • Harky, Y. F. M. (2018) ‘The Significance of Recruitment and Selection on Organizational Performance: The Case of Private owned Organizations in Erbil, North of Iraq’, International Journal of Contemporary Research and Review, 9(02). doi: 10.15520/ijcrr/2018/9/02/422.

 

  • Kapur, R. (2018). Recruitment and Selection. [online] Available at: https://www.researchgate.net/publication/323829919_Recruitment_and_Selection.

  • LinkedIn Talent Solutions (2020). What the Future Holds for Recruiters | Talent on Tap,  Available at: https://www.youtube.com/watch?v=BxMDTeGgKQg (Accessed: 8 August 2021).

 

  •   Mangaleswaran, T. and Kirushanthan, K. (2015). Job Description and Job Specification: A Study of Selected Organisations in Sri Lanka. International Journal of Information Technology and Business Management, [online] 41(1). Available at: https://www.jitbm.com/41%20volume/4%20JOB%20DESCRIPTION%20AND%20JOB%20SPECIFICATION.pdf 

 

  • Mascarenhas, M. (2011). Issues in Recruitment and Selection. [online] Available at: https://www.researchgate.net/publication/282667917_Issues_in_Recruitment_and_Selection 

 

  •  Recruitment & Selection Process | University Human Resources | Iowa State University (no date). Available at: https://www.hr.iastate.edu/employing-units/recruitment-selection (Accessed: 8 August 2021).

 

  • Tomčíková, Ľ. (2016) ‘The effective recruitment and selection practices of organizations in the financial sector operating in the Slovak republic’, Online) Journal, homepage, pp. 1339–4509. Available at: http://www.exclusiveejournal.sk.





Comments

  1. Chandana Punchihewa4 September 2021 at 04:37

    Agreed. In the first stage the vacant position must be clarified to know how to fill this vacant position or to know what type of employee we need it to refill this position after knowing the position need to update job description and job specification (Hameed & Anwar, 2018), in the job description describe the vacant position to applicants and job specification specifies the experience a person should possess in order to carry out the work (Damit et al. 2019). On the third step identify possible sources of qualified candidates it means make a short list, filtered candidate, identify the position needs all this step to know the worthy applicant to refill the position (Anwar & Ghafoor, 2017), because when your organization need an employee must find the right person for the right position

    ReplyDelete
  2. Amila Wijayantha4 September 2021 at 06:53

    Agreed. In addition, Armstrong (2014) introduces recruitment as having ten processes, including 1 Defining requirement. 2 Attracting candidates. 3 Sifting applications. 4 Interviewing. 5 Testing. 6 Assessing candidates. 7 Obtaining references. 8 Checking applications. 9 Offering employment. 10 Following up.

    ReplyDelete
  3. Jayashi Silva5 September 2021 at 07:16

    Agreed. Further Job analysis is focused on collecting work related current or existed information on the job to evaluate and complete a comprehensive job profile (Palmer &Valet, 2001, Schneider & Konz, 1989).

    ReplyDelete
  4. Thushari Senevirathne6 September 2021 at 08:05

    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).There is a process of recruiting employees by outsourced institutions which can be argued that they cannot be guaranteed the loyalty of the employees and it is also negatively impact to the organization that 3rd party is not properly aware with organizational processes, QoS or production (Jamil, 2013).

    ReplyDelete
  5. K G B Sampath7 September 2021 at 00:13

    Agreed. As you noted, it is harmful to an organization's process if it fails to recruit the right people for open positions. That is why organizations pay attention to recruitment strategies. According to Adeola (2016), the precision of recruitment procedures will have a favorable impact on the company's performance and the overall business. When a company selects people who have the correct personality types and job skills, the end result is usually more satisfied employees. According to Forbes, a culture that fits well with employee preferences and makes them happy leads to better percentages of employee retention.

    ReplyDelete
  6. Hemachandra Krishnachandraah8 September 2021 at 09:35

    Yes, and also the recruitment process is to supply the best resource with excellent qualifications The paramount objective of the recruitment process to the organization is to deter recruiting the unsuitable person, who may cost the organization very much. The process of hiring an inappropriate may cost larger losses based on the decisions and activities wrongly practiced. Therefore, this process is one of the most crucial for managing human resources and for the organization (Mohamed, 2020)

    ReplyDelete
  7. Khalid Humayuni8 September 2021 at 09:57

    While agreeing with the argument. The process of recruitment and selection begins with recruiting candidates and ends with selecting a candidate to hire, as you might expect from the name. Following each step can lead to better hires and retention rates: (1) Receive a job order; (2) Source candidates; (3) Screen applicants; (4) Shortlist candidates; (5) Interview candidates; (6) Conduct testing; and (7) Extend a job offer ( Rachel Blakely-Gray, 2017).

    ReplyDelete

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