Introduction
The process of identifying willing and able applicants to fill
actual or anticipated organizational vacancies is known as recruitment
(Decenzo, Robbins and Verhulst,2010). Normally, an organization will have a
pool of applicants who are sourced from recruitment process. Short listing
applicants from the pool created by the recruitment process using screening
tools to match the Knowledge ,Skills ,Abilities and other Competencies(KSACs)
which are required for performing the Job with the applicant’s/applicants’
KSACs is called selection (Dessler,2017).The main objective of the
recruitment and selection process is to acquire required number and
quality human resource to fulfill the organizational human resource needs
at a minimum cost. Armstrong (2006) explains the recruitment and selection
process in 3 steps as mentioned below.
1.
Outline Organizational
Human Resource Requirements – preparing job descriptions and specifications;
deciding terms and conditions of employment.
2.
Alluring Candidates to
apply for Vacancies – reviewing and evaluating alternative sources of
applicants, inside and outside the company, advertising, using agencies and
consultants.
3. Selecting Candidates best fit for the Job and the Organization
– sifting applications, interviewing, testing, assessing candidates, assessment
centers, offering employment, obtaining references; preparing contracts of
employment.
Video on Recruitment Process
(Source:Business wales/Business Cymru, 2015).
List of References
Armstrong,M.(2006)A hand
book of HUMAN RESOURCE MANAGEMENT PRACTICE.10th ed.London,KOGAN
PAGE.
Business Wales/Business Cymru (2015). The
recruitment process. [online] Available at: <https://www.youtube.com/watch?v=OJNcYZvToGY&t=34s>. [Accessed on 9 Nov.
2019].
Decenzo, D. A. R., Robbins, S. P and Verhulst, S.L. (2010) Fundamentals of Human Resource Management.
10th ed.United States of America,John Wiley & Sons, Inc.
Dessler,G.(2017)Human
Resource Management.15thed.United
States of America,PEARSON.
As explained by Opatha (2010) Recruitment is the process of people finding and attracting capable people to apply for job openings in the organization. It is a set of tasks that an organization uses to attract job seekers with the required skills and mindsets. Recruitment process is a process of creating a pool of qualified applicants for organizational job openings.
ReplyDeleteHi, Aravinth further to your comment on the concept of recruitment, it should be noted when human resource planning indicates a need of additional employees, organizations have several choices to make that will lead to full-scale recruitment and selection process. Sometimes hiring new employees may not be the best method to acquire additional human resource. It may be appropriate for an organization to consider alternatives to recruiting, such as outsourcing or contingent labor, instead of hiring regular employees. If the requirement for new employees is due to temporary fluctuation in work volume, the simplest solution may be part-time labor or overtime by existing employees. The costs of recruitment and selection can be very high. Therefore, hiring new employees should occur only after careful consideration and only when the organization anticipates a long-term need. Careful HR planning must consider the overall growth prospects of the organization and accurate forecasting of future labor needs. Recruitment planning begins only when other alternatives have been considered and eliminated (Gusdorf,2008).
ReplyDeleteBohlander, Snell & Sherman (2001) reported that it is important for managers to understand the objectives, policies and practices used for selection. More importantly, those responsible for making selection decisions should have adequate information upon which to base their decisions. As Robbins (2005) observed, organization’s human resource policies and practices represent important forces for shaping employee behaviour and attitudes
ReplyDeleteGanga, thanks and I do agree with your comment. In this context Armstrong (2006) suggests to adopt a human resource management (HRM) approach which will ensure taking much more care in matching people, who display commitment and ability to work as a member of a team, to requirements of an organization and specifications of the job. He drew example from Japanese Nissan car manufacturing plant in Washington where they followed a conscious recruitment policy with rigorous selection procedures. Aptitude tests, personality questionnaires and group exercises were used and the initial pre-screening device was a detailed ‘biodata’-type questionnaire, which enabled the qualifications and work history of candidates to be assessed and rated systematically. Subsequent testing of those who successfully completed the first stage was designed to assess individual attitudes as well as aptitude and ability. They termed the steps taken at Nissan to achieve commitment and team working as something genuinely believed by the management and people who were successful in securing a job opportunity also believed in same.
ReplyDeleteHuman resource management involves observation that employees are human resources, not unlike other organizational resources such as finance and technology, who need to be managed in similar and different ways in order to accomplish productivity and profitability effects. Exact human resource management functions then provide the means by which employees are human resource planning, job design, recruitment and selection, human resource development, reward and remuneration system, performance and career management, dismissal, retirement, redundancy programs according to organizational requirements. It thus involves a human resource management strategy and a human resource management plan, consistent with overall organizational strategies, which subsequently feed into each of the related human resource roles. (Compton, Morrissey and Nankervis, 2011)
ReplyDeleteWhilst agreeing with your comment, I would like to mention following regarding modern human resource management (HRM). No doubt all of us are aware of the technological advancements taking place in the world. Soon this will completely overhaul the HRM functions. Following are few such instances that we could expect technology will come into action in the near future, which will influence HRM functions including recruitment and selection.
ReplyDelete1. Accenture estimates that social media tools like LinkedIn will soon produce up to 80% of new recruits
2. Cloud computing and intuitive user interfaces let managers monitor goal attainment and give real-time performance feedback continuously and interactively, rather than once or twice per year
3. Mobile applications enable HR capabilities ranging from employee location monitoring to checking digital identities at time clocks.
4. Websites like Knack and True Office help employers add gaming features to training, performance appraisal, and recruiting.
5. Data mining and talent analytics revolutionized how employers such as Google and Xerox identify competencies and recruit and select job candidates.
The concept of who does HR also fast changing. Digital devices and social media are shifting more HR tasks from central human resource departments to employees and line managers. This will enable human resource managers to refocus their efforts from day-to-day activities like interviewing candidates to broader, strategic efforts, such as formulating plans for boosting employee performance and engagement (Dessler,2017).