1. Hiring The Right Person For The Organization
Recruitment
and selection are two important functions of human resource management
Recruitment
and selection are vital functions of human resource management for any type of
business organization
The recruitment and selection process
Leopold
(2002), states that the first step of recruitment is to put forward a job
analysis which is important for both the organization and the candidates. If a
job is not needed in an organization, recruitment, and selection of a candidate
are not necessary.
The
recruitment and selection is the major function of the human resource
department and the recruitment process is the first step towards creating the
competitive strength and the recruitment strategic advantage for the
organizations
According
to
Figure 01- Process of Recruitment
Source:
For example, the organization in which I work is a leading company in the telecommunication industry, hires executive and non-executive employees periodically. Non- executive staff will be chosen from the external recruitment process by considering vacancies and cost-effectiveness. This included the shortlisting of received CVs, calling the short-listed candidates for interview Notwithstanding, executive-level employees are selected mostly from the internal recruitment process based on the performance review, leadership, and decision-making skills. Hardly, executive-level employees will be called from external sources as they can’t find internal candidates.
According to Gamage (2014), the objectives of the selection function are to get the right person to the right job, establish and maintain a good image as a good employer, and maintain the selection process as cost-effective as possible. It is also an expensive process to hire someone new into the organization. So it is not something organizations want to put time and money into just to find they have hired somebody who is not suitable. Organizations must get the process right the first time around because resources are scarce enough as it is. Selecting the right applicant can be a difficult task, but at the end of the day, the organization’s reputation is held by the people it employs (Henry & Temtime, 2009).
References
1. Ekwoaba, J. O., Ikeije, U., & Ufoma, U. (2015).
The impact of Recruitment and selection criteria on orgaizational perfromance. Global
Journal of Human Resource Management , 24-26.
2. 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, , 37-52.
3. Henry, O., & Temtime, Z. (2009). Recruitment and selection
practices in SMEs: Empirical evidence from a developing country perspective. Advances
in Management , 52-58.
4. Leopold, J. (2002). Human Resources in Organizations.
Financial Times.
5. Naveen, S., & Raju, D. D. (2017). A Study On Recruitment
& Selection Process With Reference To Three Industries, Cement Industry,
Electronics Industry, Sugar Industry In Krishna Dt Ap,India. IOSR Journal of
Business and Management , 60-65.
6. Ofori, D., & Aryeetey, M. (2011). Recruitment and
selection practices in small and medium enterprises. International Journal
of Business Administration , 45-60.
7. Omolade, A. S., Emmanuel, D. O., & Oladunni, O. M.
(2014). The influence of recruitment and selection on organizational
Performance. International Journal of Advanced Academic Research , 2-6.
8. Sisson, K. (1994). Personnel Management. Blackwell.
9. Wanous, J. P. (1992). Organizational Entry: Recruitment,
Selection, Orientation, and Socialization of Newcomers.
Yes agreed, According to Zafor (2013) hiring right person into organization is one of important thing HR should do, because it directly impact to the organization performance.
ReplyDeleteYes Sumeera, According to (Adeyemi , 2013), employees are the most crucial resource of any organization. Therefore, recruitment and selection is a prominent process for every successful organization because having the right employees enhance and sustain organizational performance such as productivity and financial performance. And also better recruitment and selection strategies tend to result in improved organizational effectiveness.
DeleteI agreed with argument. Similarly, recruitment of a suitable person in organizations to the main factor is job analysis as a foundation, including Job description, specification, selection criteria, and selection methods (Goldstein et al., 2017).
ReplyDeleteYes Amila, (Neil, 2018) also represented about job analysis that, the recruitment process contains different efforts of posting a job and actively seeking prospects. When the organization post a job vacancy, it's common to represent the duties of the position along with the preferred qualifications of applicants. To find the right employee, a completed job analysis will be done to underlie what the employee will actually do. prior to engaging in recruitment and selection, job analysis is an essential process of reviewing the qualifications and requirements of a particular position in an organization
DeleteAs per the survey outcome of Devi et al(2014), recruitment is a process of having right person in to the right place at a right time and it is crucial to performance of the organization. Full scale recruitment and selection process should be properly aligned to the organization other than hiring additional employees or outsourcing which is not the best method to the organization (Gusdorf, 2008). Armstrong(2010) also argued that proper identification of job vacancies should be with HRM recruitment process and proper analysis of job requirement has to be take place.
ReplyDeleteThank you for your great statement, further, It is important that the concept of workforce planning to be clear. Organization need to understand that effective workforce planning which ensures that ‘the right number of people, with the right skills, experiences and competencies, in the right jobs, at the right time’ (Hailam, 2009).
DeleteAgree with your discussion and i would like to pay more attention on a bad hire, which depletes an organization's resources by demanding more training, coaching, and mentoring, as well as performance evaluations and disciplinary actions. Not to mention the actual costs of the hiring process, such as developing and conducting tests and tools, as well as hiring managers' and HR's time and effort. Then there's the cost of losing an employee and having to restart everything from the beginning” (Kulkarni, 2017).
ReplyDeleteYes Menupa, regarding the bad hire,(Talen, 2021) also stated that, to avoid hiring the wrong person for the particular position, an accurate job description is key. Accurate job description is essential for both ensuring job satisfaction for the successful applicant and avoiding a bad hire. It's vital that organization should incorporate the success factors for a job as well as identify the behaviors, qualities and skills that will bring value.
DeleteAgreed. Employers should continuously evaluate their employees to ensure right people with right skills in the right place is stationed in order to obtain competitive advantage (Barney, 2001) and sustainable competitive advantage can be ensured where the employer have a workforce that cannot be imitated or substituted (Barney, 1991).
ReplyDeleteAbsolutely Jayashi, nowadays, it is important to organize efficient evaluation process in recruitment as the human resource is the key element of success within the organization. The process of efficient recruitment commences with proper employment planning and forecasting. It is at this stage that, an organization formulates plans to fill or eliminate future job openings based on an analysis of future needs, the talent available within and outside of the organization (Birago, 2020).
DeleteAgreed with what you mentioned. Recruitment and selection is a vital function in organization as it improves the efficiency of the employees. Since selection is a costly process management has to make sure that they recruit the correct personnel to the correct job. Finally it may lead the organization to achieve its goals.
ReplyDeleteThank you for your valuable comment, in addition to this, Selection is an important process because hiring best man power can develop the overall performance of the organization. In contrast, if there is bad hire with a bad selection process, then the work will be affected and the cost incurred for replacing that bad resource will be high (Olma, 2017).
DeleteAgreed. According to Armstrong (2010) the aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully. The selection process involves deciding on the characteristics level of applicants in terms of their competencies, experience, qualifications, education and training would be compatible to the person specification.
ReplyDeleteYes Nuwan, further on this, one of key success factor in the human resource practice is employee selection. This is absolute factor in all kind of organization, where employee contributions have a higher level of impact on the success of the organization. Improving a strong HR selection process can help ensure that organization hires competent, loyal employees to attain business goals (Lanine, 2019).
DeleteAccording to Robinson (2017), hiring the wrong employees could costs the company, by estimation, up to ten times of the typical employee’s compensation.
ReplyDeleteThank you Samuddhi, according to (Denise, 2017), organizations rely on their employees to be successful. Hiring the right employees is necessary, and there are many adverse effects when recruiting and selection systems fail. Besides the financial loss from lack of productivity, hiring the wrong people negatively affects many aspects of daily business and productivity.
DeleteAgreed with you Krishna. Because hiring of correct person is could be affected to overall organization process. All of businesses engaged with human behaviors and it critically affected to the productivity and culture of the company. Hence a good recruitment and selection would not be accidentally (Hsu and Leat 2000).
ReplyDeleteThank you Gajendran, further, to achieve such organizational goals and objectives, organization should realize the importance of the process of selection of candidates because the organization will hire the employee in accordance with the organization’s requirements in order to achieve a performance of these employees (Sarinah, 2016).
DeleteYes agree and according to Senab (2010) by putting time and work into finding the right people, company will improve chances of hiring the best performers and avoiding costly and painful mistakes
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