Recruitment and Selection of Employees in Organizations

 

 

 

Recruitment and selection of employees and talent acquisition could be considered as a major role in the Human Resources Department of any organization.

Hiring the right talent OR the most suitable candidate for a specific position is incredibly important to the long term success of a company .

It is a fact that Organizations with thorough and well streamlined recruitment processes  tend to have a lower staff turnover .

An organization should focus more on recruiting a right candidate OR the most fitted person for the respective position . The selected candidate should not merely fit to the position but should also be able to blend with the organizational culture .

Recruitment and selection is a process which involves advertising for a specific position ,calling for applications from interested parties and carrying out a selection mechanism / process

 

 An organization may open up opportunities for recruitment of staff due to the following reasons :

 

1)      Business expansion / New business venture

2)      Retirement of existing Staff  /Replacement of Staff

3)      For temporary /Contract based assignment

4)      To carry out special projects

5)      Increased work volumes

 

 

  Main steps in Recruitment and Selection :

 

1)     Creating a Job Description

2)     Advertising the position / Role

3)     Shortlisting and screening of the Candidates

4)     Interviews

5)     Tests and assignments

6)     Selection of the right candidate

 

Difference Between recruitment and Selection  :

Recruitment can be defined as the process used by the organizations to source and attract suitable candidates for the present and future job roles in the particular organization

Selection is the process of evaluating and assessing the prospective candidates in the areas of Academic accomplishments ,experience and expertise and qualities etc …

Then the process is narrowed down to short listing the candidates and selecting /hiring the best person who fits the role advertised for  

 

 Differentiation between Recruitment and Selection :

 

Recruitment	Selection
Specific Job role to be advertised with Job description and expectations	Each candidate to be evaluated through in depth analysis
Advertising to be careful done on selected social media platforms and other visual /Audio and printed media   In case of Internal advertisements intranets OR email circulation to be used	Candidates to be short listed
A simple , less time consuming and cost effective methods to be chosen for the advertising process	Applications to be scrutinized carefully and different types of tests to be carried out to select the best candidate
As this is not the finalized stage , contractual documents will not be executed	Upon selection of suitable candidates ,contractual agreements to be executed between the Employer and the selected person

 

 

Direct and Indirect Cost attributed to recruitment and Selection process :

 

Direct cost involved in  recruitment could be considered as expenses incurred in publishing the Job advertisement in Printed or Visual media , cost incurred in conducting interviews and tests / evaluations, food cost , direct salaries of the personnel engaged in recruitment process etc …

Indirect cost could be defined as the expenses borne by the particular department ( i.e HR) in liaising with other Departments /units when recruiting and selecting the right candidates

Why is recruitment and selection process considered as a significant area is a company ?

Selecting the right Candidate for the right position could be of vital importance to a company

In most instances a person who fits the job role and the organizational culture would be an Asset and would directly impact towards increasing the Bottom line / Profitability

On the contrary a person who dislikes his /her job role will damage the morale of the Co-Workers which would definitely lead to inefficiencies and impact the performance of the company

Hence, most of the companies give much importance to the recruitment and selection process

Therefore ,the companies should evaluate the candidates in all areas such as knowledge /technicality  ,experience / expertise , personal behavior /personality  ,Social life etc …

However, it is also pertinent to note that some recruitment processes could also drive away suitable candidates due to lengthy timelines , un professional communication methods and non-availability of clear guidelines  /instructions from the Employer

Therefore ,implementing of an applicant tracking system is of utmost importance . Failing which , there might be chances of the company loosing perfect candidates due to absence of effective communication and follow up from the Employer

Furthermore ,hiring Managers should ensure that the recruitment and screening process to be carried out without being bios OR accommodating favourations which will hamper the true purpose or the objective

In some instances ,the company’s tend to select candidates based on personal affiliations and recommendations ,which could be harmful to the company in short and long runs

Finally, it could be commented that attracting the best person/ talent through a carefully designed and executed recruitment process would bring in numerous benefits to an organization irrespective of the level ,nature OR size of the operation /institute

 

 

 

References :

 

https://factorialhr.com/blog/recruitment-and-selection/

 

https://www.personio.com/hr-lexicon/recruitment-and-selection/

Armstrong, M., 2014. Armstrong’s Handbook of Human Resource Management Practice. 13th ed. London: Kogan Page.

Dessler, G., 2017. Human Resource Management. 15th ed. Upper Saddle River, NJ: Pearson Education

Torrington, D., Hall, L., Taylor, S. and Atkinson, C., 2014. Human Resource Management. 9th ed. Harlow: Pearson Education.

Gatewood, R.D., Feild, H.S. and Barrick, M., 2015. Human Resource Selection. 8th ed. Stamford, CT: Cengage Learning.

 

 

 

 

 

 

 

 

 

 

 

 

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