5. Factors Affecting Recruitment and Selection Process
Recruitment is an important function of Human Resource Management in an organization, and it is governed by a mixture of various factors. Proactive HR Professionals should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization (Pravin Eva, 2017). As illustrated in Figure-04 the influencing factors may be classified into two types such as internal and external(Islam & Habib, 2010).
Figure 04- Factors Affecting
Recruitment and Selection Process
Source:
Internal Factors
- Size of the Organization
Size
of the Organization - The size of the organization is one of the most important
factors affecting the recruitment process. To develop business, recruitment
planning is mandatory for hiring more resources, which will be crucial in the
management of future operations
- Recruitment policy
- Organizational objectives.
- Personnel policies of the organization
- Govt. policies on reservation
- Preferred source of recruitment
- Need of the organization.
- Recruitment costs and financial implications.
- Human resource planning
Effective
human resource planning helps in determining the gaps present in the existing
manpower of the organization. It also helps in determining the number of employees
to be recruited and what qualifications they may possess
- Image of Organization
Organizations
having a good positive image in the market can easily attract competent and
proficient resources. Maintaining good public relations, providing public
services, and leading to the goodwill of the organizations, definitely helps an
organization in improving its reputation in the market, and thereby draw the
best possible human resources
Just
like the image of the organization, the image of jobs contributes a critical
role in the recruitment and selection processes. Jobs having a positive image
in terms of better remuneration, promotions, recognition, and an amiable
working environment with career development opportunities are considered as the
characteristics to arouse interest and enthusiasm within qualified candidates
Cost
is another factor that influences the recruitment and selection process. As
such, organizations try to employ the source of recruitment that incurs a lower
cost of recruitment to the organization. For expanding the decision of the
organization, more people will be required to recruit in the future
External Factors
- Demographic factors
Demographic
factors are related to the attributes of potential employees such as their age,
religion, literacy level, gender, occupation, economic status, etc.
- Labor market
- Unemployment rate
If
the unemployment rate is high in a specific area, hiring human resources will
be simple and manageable, as there will be an increase in the number of
applicants. For various job positions in all types of organizations, a large
number of applications are received. In contrast, if the unemployment rate is
low, then recruiting tends to be difficult due to the lesser number of
resources
In
recent decades, many laws on labor relations have been adopted, so employees
are better protected; during the two processes of recruitment and selection
candidates should not be discriminated against, so the candidates will be
chosen on skills and knowledge criteria
Job
reservations for different castes such as Scheduled Tribes, Scheduled Castes,
and Other Backward Classes are the best examples of legal considerations. These
considerations, passed by the government, will have a positive or negative
impact on the recruitment policies of the organizations
- Competitors
Companies
within the same industry are competing for qualified candidates to ensure
future growth. For this purpose, the organization needs to analyze what their
competitors offer new employees and try to develop a competitive package to
tempt the talent that the organization need
References
1. Florea, N., & Mihai, D. (2014). Analysing the influence
of factors on recruitment and selection perfromance using Kalman Filter. Journal
of Science and Arts , 300-305.
2. Islam, N., & Habib, W. (2010). Factors Affecting the
Recruitment and Selection Process of Private Commercial Banks in Bangladesh.
2-5.
3. Kaphur, R. (2018). Recruitment & Selection. Business
Management , 5-10.
4. Khan , A. (2019). Summer Training Project Report on
“Evaluation of Recruitment and Selection process”.
5. Pravin Eva, T. (2017). Recruitment and Selection
Strategies and Practices in the Private Sector Commercial Banks of Bangladesh:
Evidence from Human Resource Practitioners.
6. Rahman, S., & Islam , S. (2012). An Analytical Study on
Determining Effective Factors for Recruiting Right Person. ABC Journal of
Advanced Research , 50-55.
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ReplyDeleteAgreed with you and according to Nazrul I. et el. (2010) Factors Affecting Recruitment and
ReplyDeleteSelection Process are,
Internal Factors:
1. Recruitment policy
2. Human resource planning
3. Size of the Firm
4. Cost of recruitment
5. Growth and Expansion
External Factors:
1. Supply and demand
2. Labor market
3. Image / Goodwill
4. Political/Social/Legal
Environment.
5. Unemployment rate
6. Competitors
yes, furthermore, Further, (Seon, 2015) stated that, the recruitment process is affected by the internal and external forces. The internal factors can be controlled and external cannot be controlled.
DeleteInternal forces of factors are,
• Company pay’s package
• Work type
• Organization culture
• Career planning
• Company’s size
• Company’s product
• Company’s growth rate
• Cost of recruitment
External forces of factors are,
• Socio economic factors
• Supply and demand factor
• Employment test
• Labor market condition
• Reservation system
• Market competition
• Information system
In this era, it is a big challenge to find and attract suitable employees for their best performances in the competitive business world. As you argue, the organization has to consider and overcome mainly personal and contextual factors directly affecting the employee. I agreed with the post (Goldstein et al., 2017; Ayoub et al., 2018).
ReplyDeleteTrue, According to (Gusdorf, 2012), recruitment is a significant process of the Human Resource Management in an organization, combination of numerous factors rule in this. Organization should understand these factors influencing the recruitment and take required actions for the improvement of the business.
DeleteYes, there are considerable factors while handling recruitment and selection process, and it is the process of hiring employees align with polies and procedures of the organization(Kalange,2017). Ducker(1995) posits that different positions of employment needs different job requirement and it has to be identified by the recruitment process. Level of competency, communication and team work also have to be effective factors(Armstrong, 2006).
ReplyDeleteTrue, according to (Janet, 2012), each organization uses various strategies depending on the size, nature, tradition of the organization, as well as the vacant position that is under consideration. Organizations should closely emerge their human resource strategies with environmental opportunities, business strategy and organization’s unique characteristics and competences. Organization’s strategy leads to be proactive rather than reactive in addressing challenges that confront them and also it leads an organization to be better prepared for the future. The factors that affect recruitment strategies can be broadly categorized as external factors and internal factors.
DeleteDuring the selection process, a hiring manager might become too enamored with a singular quality or talent he expects of a candidate (Kokemuller, 2000). This can limit his focus when looking over applications and resumes and conducting interviews. Slow decision making is very painful and is one of the self-inflicted problems in the selection process (Leavens et al., 2002).
ReplyDeleteyes, According to (Yoder, 2010), “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that man-power in adequate numbers to facilitate effective selection of an efficient working force”.
DeleteYes, Every corporation, start-up, and entrepreneurial firm has its own set of employment and recruitment policies and procedures. Employee recruitment and selection are typically handled by the Human Resources departments of large companies, enterprises, government agencies, and multilateral organizations (Armstrong and Taylor, 2014).
ReplyDeleteYes, it is mandatory to formulate measures and programs that are essentials for the effective functioning of the human recourse management. Therefore, it can be stated that human resources need to be well-equipped and proficient in leading to overall functioning of the organization(Morse & Popvich, 2010). The principles of recruitment and selection have been stated as follows(Kapur, 2015).
DeleteYes. 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).
ReplyDeleteYe, further, 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)
DeleteYes and it is apparent that for each company the recruitment experience is unique due to its nature and the best way to find the most appropriate method for the company is to analyze the past recruitment efforts and identify the most suitable recruitment channels (Sinha & Thaly, 2013).
ReplyDeleteYes Jayashi, one of the important function in the Human Resource Management in an organization is recruitment process, and it is ruled by a combine of various factors. Organization should understand these factors influencing the recruitment and take necessary actions for the betterment of the organization (Ufoma, 2015)
DeleteAgreed with all what you mentioned. There are number of factors available for recruitment and selection. Among them organizational structure, leadership style, organizational goals and the budget are the some of them on which organization has a control. Since different jobs need different skills it is essential the responsibility of HR division to recruit the best match for the required vacancies.
ReplyDeleteTrue, further on this, according to Chhabra (2005), there are many factors those affect the recruitment process of an organization. These include; the size of the organization, organizational culture, financial position of the business and the business strategy of the firm. The size of the organization impacts on the recruitment strategy employed. In large organizations, HR policy may be decided by a powerful central function with departments adhering to policies and procedure. On the other hand, in small organizations, well developed personnel functions or recruitments and selection systems may not exist.
DeleteAgreed with your arguments. Further, selection is one of the most important HR tasks, since it is vital to fill vacant positions with people who are not only suitably skilled for specific jobs, but are also flexible, willing and able to cope with change (Leatherbarrow & Fletcher, 2015).
ReplyDeleteYes, selection is the process of choosing the most suitable applicants from those who apply for the job. It is a process of offering jobs to qualified candidates. Once the potential applicants are identified, the next step is to evaluate their qualification, qualities, experience, and capabilities make the selection. It is the process of offering jobs to the desired applicants. Selection means choosing a few from those who apply. It is picking up of applicants or candidates with requisite qualifications and qualities to fill jobs in the organization (Albert, 2017)
DeleteI agreed with your argument. Further, Supply and Demand, the availability of manpower both within and outside the organization is an important determinant in the recruitment process, labour Market, Goodwill / Image of the organization, Political-Social- Legal Environment, Unemployment Rate, and Competitors are the important factors (Moustafa-el-hadidi 2015).
ReplyDeleteYes true, (Monica, 2016) also argued that, size of the organization, employment condition, salary, benefits packages, supply and demand, labor Market, image or goodwill, political, social and legal environment, unemployment rate, competitors, human resources planning, cost of recruitment and growth and expansion are the prominent factors deciding the recruitment process.
Deleteagreed with your view in addition according to Brooks, et.al., (2009) identified that the people
ReplyDeletedifferentiate between options more when they consider them simultaneously than when
they view them separately. A number of factors induce them to differentiate in this regard
which are broadly related to internal and external factors
Yes, realizing the importance of recruitment, it’s essential to understand what factors effects the process. There are certain factors which are involved to influence the functionality of the recruitment process and eventually affect the performance and outputs (Dale, 2015)
DeleteYes, and also, recruitment facilitates in finding the number and the types of employees essential to make sure continued operations of the organizations .Recruitment is finding the prominent candidates for vacancies thus, it acts as link in bringing together the individuals with employment and those seating employments. The primary objective of recruitment is to find the suitable work force to meet the job requirements and job specifications (Naveen, 2014)
ReplyDelete