THE RECRUITMENT AND SELECTION PROCESS
THE
RECRUITMENT AND SELECTION PROCESS
For a company to stay competitive it must
recruit, select and retain an efficient and effective team of employees
(Taylor, 2002)
Main
stages of Recruitment and Selection
Process
Job
Vacancy
Job vacancy is a paid post that is newly
created, unoccupied or about to become vacant. It can be the employer is taking
active steps end is prepared to find a suitable candidate from outside. On the
other way employer intend to fill either immediately with in a specific period
of time (Eurostat, 2007).
Job
analysis
Job analysis is the process of
collecting and analyzing information about the content and the human
requirement of the jobs. And also goal of the job analysis is specification of
the tasks to be performed and the knowledge, skills and abilities(KSAs) require
for effective performance for a job as it is predicted to exist in the future (Schneider
and Konz,1989).
Attracting Candidate
Attracting
candidates is primarily a matter of identifying, evaluating and using the most
appropriate sources of applicants. However, in cases where difficulties in
attracting or retaining candidates are being met or anticipated, it may be
necessary to carry out a preliminary study of the factors that are likely to
attract or repel candidates-the strengths and weaknesses of the organization as
an employer (Armstrong, 2006).
Screening
Applications
Screening is a process that a job applicant's qualifications and potential job fit for
a position to which they have applied. It is a costly technique, in that it takes the valuable
resource of selectors to undertake it can be very effective particularly if
there is not a very large volume of response in the first place (Roberts,1997).
Interviewing Candidates
Interviewing is the
most frequently used selection technique. It is very unusual for people to be
hired without an interview. Interviews may be structured or unstructured. In an
unstructured interview the interviewer uses his or her judgement about the
overall performance of the candidate in deciding whether he or she matches the
role (Roberts,1997).
I work for leading Bank and when they conduct the
Executive carder interviews, there are to interviews one is preliminary
interview with middle management panel and final interview with corporate
management (Deputy General Managers, Chief Executive Officer)
Selecting and Appointing Candidates
In an organization they are selecting and appointing
candidates are different. The procedures include the steps, such as the
selection of the candidate, verbal communication of his or her appointment,
medical completed if appropriate, sending of appointment letters and signing
the contract (Kapoor, 2018).
When job vacancies are to be urgently filled, then
selecting and appointing of candidates may take place immediately after the
interviews. In some organizations, candidates are appointed on an immediate
basis, after their selection and other formalities, such as giving appointment
letters or signing the contract (Kapoor, 2018).
Induction &
Training
Induction is described as a process of receiving and welcoming employees
when they first join the company/organization. Employer giving them a basic
information before the new comers start to work. Organization will conduct
training programs to build up the new comers’ skills and knowledge (Armstrong and Taylor ,2014).
Employee Evaluation
Employee evaluation known as a
performance review, is a periodic appraisal of an employee’s performance by
their superiors. It’s an opportunity to assess the performance of employees
(performance appraisal) as a basis for making decisions on the job re-assignment,
promotion or performance-related reward (Armstrong and Taylor,2014).
I work for
a leading Bank; they have the performance appraisal system. Once the appraisal
done by the superior, there is a one-to-one interview and discuss about the
grading. If the employee agrees only performance appraisal will be completed.
References
·
Armstrong, M 2006, A
Handbook of Human Resource Management Practice, 10th Edition, Kogan
Page Ltd.
· Armstrong, M., Taylor,
S. (2014). Armstrong’s Handbook of Human Resource Management Practice, 13th Edition,
London: Kogan Page Ltd.
·
Eurostat,
Job vacancies concepts, definitions and classifications, 2007,viewed 30th
October 2021,
<https://ec.europa.eu/eurostat/web/labour-market/job-vacancies>.
· Kapoor, R
2018, Journal Article on Recruitment and Selection, University of Delhi.
· Roberts, G. (1997). Recruitment and
Selection. Great Britain: The Cromwell Press
· Schneider, B & Konz, M 1989, Human Resource Management, Wiley Online
Library.
· Taylor, S 2002, The Employee Retention Handbook, TMH Publications.
Hi lakshan Adding to your point, Job analysis is important method for employee recruitment and selection process. the job analysis and job descriptions leads to system design in the organization. Job analysis is the context of system design to have important factors, such as, To identify the important characteristics of each job so that the evaluation can be carried out and to identify, define and weight the compensable factors. That is all those characteristics of jobs that provide a basis judging value.(Caldwell &Anderson, 2018)
ReplyDeleteHi Dineth, thank you for the valuable comments. According to role analysis uses basically the same techniques as job analysis and many features of role profiles are found in more traditional job descriptions (Armstrong M ,2006).
DeleteHi Lakshan, Agreed with your points; furthermore, recruitment involves ensuring 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 organisational brand and values, and be efficient and cost-effective (Foot & Hook, 2008).
ReplyDeleteHi Nirmika, Thank you for the comments. The following steps are required when planning how to attract candidates such as analyze recruitment strengths and weaknesses to develop an employee value proposition and employer brand, analyze the requirement to establish what sort of person is needed and identify potential sources of candidates (Armstrong and Taylor,2014).
DeleteAgreed with your points, furthermore according to Armstrong (2009), recruitment and selection process comprises of four stages: defining requirements, attracting candidates, selecting candidates and placing them on the job. It is the duty of the HR team to follow the common steps when recruiting by adjusting according to the organizational strategy.
ReplyDeleteHi Amila, Thank you for the valuable comments. All characteristics of SMEs for all HRM tasks have to be considered as follows.
Delete• In the development of the HR strategy - limited resources available
• In recruiting - importance of establishing employer brand
• In pay and reward management - include non-financial rewards to remain competitive
(Prouska & Psychogios, 2019).
Well explained Lakshan. However, recruitment and selection is one of the many responsibilities handles by a human resource manager in an organisation. In the human resource department they deal with what positions require to be filled, they take the possible candidates through a series of interviews, select the best candidate for the job role, they also explain the workers about the services they offer and they make sure that the employees are highly motivated (Jones and George, 2007).
ReplyDeleteHi Dileep, thank you for the comments, particularly when linked to an individual’s need for job satisfaction, or the extent of their motivation and commitment and their degree of loyalty to the organization (Lam, Zhang and Baum, 2001).
DeleteHi Lakshan, Agree with you. Moreover, Ekwoaba et al. (2015) states that Recruitment and selection form a major part of an organization’s overall resourcing strategies. As well as, It is also an expensive process to hire someone new into the organization. Therefore, it is vital that organizations get the process right the first time round, because resources are scarce enough as it is. Selecting the right applicant can be a tough task, but at the end of the day, the organization’s reputation is held by the hired employees (Henry & Temtime, 2009).
ReplyDeleteHi Gihan, Thank you for the valuable comments. The aim of recruitment and selection within the organization is to obtain the number and quality of employees that are required to satisfy the strategic objectives of the organization, at minimal cost (Ofori & Aryeetey, 2011).
DeleteHi Lakshan, AgreedRecruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
ReplyDeleteRecruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. (Tutor 2015)
Hi Ijaz, agreed and thank you. Further illustrating your points, the basic purpose of recruitment is to create a pool of suitably qualified candidates to enable the selection of the best candidates for the organization, by attracting more and more employees to apply in the organization whereas the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization (Gamage, 2014).
DeleteHi, Great article, The recruitment process seeks to provide the best features with excellent qualifications, Further, the importance of the recruitment process to the Human Resources Department is to deter hiring the wrong person, who may cost the organization very much (Al-Harerat ,2020)
ReplyDeleteHi Surangi, thank you for the comments and qualification is most important. The general purpose of recruitment according to Gamage (2014) is to provide the organization with a pool of potentially qualified job candidates. The quality of human resource in an organization highly depends on the quality of applicants attracted because organization is going to select employees from those who were attracted.
DeleteHi Lakshan, Agreed with your points. Recruitment and selection also has an important role to play in ensuring worker performance and positive organizational outcomes. Recruitment decisions continue to affect organizational performance and limit goal achievement, much effort should be put in the recruitment and selection practices (Randall, 1987).
ReplyDeleteHi Thiloka, thank you for the valuable comments. As explained by Syed and Jama (2012) have equally shown that implementing an effective recruitment and selection process is positively related to organizational performances.
Delete