Importance of
Recruitment and Selection to an Organization
In today’s dynamic business environment, it is important to
survive and thrive for an organization to achieve its short to long term
business objectives. It is only with the development and nurturing of
leadership and management competencies of the new staff that an organization
could achieve this (O’Meara and Petzall, 2013).
The following are the most significant factors why an organization
should have a sound recruitment and selection process.
· To ensure the workforce
has the required KSACs to meet an organization’s short- and long-term
objectives (CIPD,2018). With the aging, retirement and employee turnover the
KSACs of employees in an organization which are required for survival and
growth in the competitive business sphere may be diminished. Only with a robust
recruitment and selection process this could be avoided.
· To introduce new
knowledge, skills and innovations to outperform competition and to face unknown
future challenges (Storey,Wright and Ulrich,2008).Especially in knowledge based
industries like financial service providers and high-tech companies, new
knowledge and innovation which could be introduced through employing the
best are key factors to outperform competition.
· To reduce costs. Hiring
and training of a new employee involves seen and unseen costs, such as time
spent by a supervisor to train a recruit, to an organization (Whitford et al.,
2005). Hence it is important to hire the “right” person to a job who will
remain with the organization and perform expected duties in a correct manner.
· To avoid legal issues
which are time consuming and costly. Laws governing discrimination, right to
work in a country, criminal record checks and data protection may affect
recruitment and selection process (CIPD,2019).
Videos by Corporate
Leaders on the Importance of Recruitment and Selection
Video 1
(Source:Business
Insider, 2010).
Video 2
(Source:Stanford
eCorner, 2011).
List of References
Business Insider
(2010). Tony Hsieh: Bad
Hires Have Cost Zappos Over $100 Million. [online]
Available at: <https://www.youtube.com/watch?v=9C36EYM-mWQ>. [Accessed on
9 Nov. 2019].
Chartered Institute of Personnel and Development (CIPD) (2018) Recruitment:an introduction[online].London:CIDP.Available
at <https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet>.[Accessed
on 25th December 2018].
Chartered
Institute of Personnel and Development (CIPD) (2019) Recruitment Employers:learn how to safely recruit within the law[online].London:CIDP.Available
at < https://www.cipd.co.uk/knowledge/fundamentals/emp-law/recruitment>.[Accessed on 6th January 2019].
O’Meara,B and Petzall,S.(2013)The
Handbook of STRATEGIC RECRUITMENT and SELECTION A Systems Approach.Bingley,Emerald.
Stanford eCorner
(2011). Mark Zuckerberg:
Hiring the Right People. [online] Available at: <https://www.youtube.com/watch?v=JPHVeQ7-ynA>.
[Accessed on 9 Nov. 2019].
Storey, J.,Wright,P.M and Ulrich,D.(2008) The Routledge Companion to Strategic Human Resource Management.United
Kingdom, Taylor & Francis e-Library[online]. Available at <
https://www.pdfdrive.com/ >.[Accessed on 25th December 2018].
Whitford, F., Hanna, M.,
Gerber, C., Wade, M. and Blessing, A. (2005). The Hiring
Process-Recruiting,Interviewing and Selecting the Best Employees. United
States of America, PURDUE University.
In the present context of organizational culture employee recruitment and selection is Para important. If you don’t select the right employee for the right job both the employee/ employer will suffer which will have a longstanding damage on the institution. Therefore it’s very important you select the correct person for the specified job. Recruitment and selection is a key aspect for every organization in getting the right employee for the right job (Noe, 2012)
ReplyDeleteThx Renuka.Agree with your comment. Following are the tips given by Davis(2016) to select a right employee for an organization, which could be useful in a recruitment and selection process.
ReplyDelete• Envision your ideal candidate.
• Get to know the real person.
• Ask the right questions covering Crucial skills and Competencies, Expectations and Goals and most importantly Cultural fit.
Otoo., Assuming. & Agyei. (2018) explain the challenges of Recruitment and Selection Process as ; Cost of the Recruitment Process, Impersonation, Nepotism and Favoritism, The Size of the Organization, The location of the organization.
ReplyDeleteTaniya, thank you for your input. Adding to your comment on a more practical aspect let me cite what few of hiring experts feel on modern challenges on recruitment and selection process as described by Phan(2018).
ReplyDelete• Long Lead times - Glen Loveland, HR Manager, Global Talent Acquisition of CGTN
• Competition- Robin Schwartz, PHR, Managing Partner at MFG Jobs
• Lack of skilled, quality talent in a demanding location and industry. - Darron Nelson, Recruiting Lead for Clara Lending
• Lack of Diversity- James Rice, Head of Digital Marketing at Wikijob
• Lack of true culture and company fit - Steven Benson, Founder and CEO of Badger Maps
Researchers show that selecting right people into the company will bring a positive management among the individuals and they pay much attention for their duty role. The relationship between employee and management is in high level throughout the company. Ott, et al., (2007)
ReplyDeleteYes,Geethanjali.The challenge of recruitment and selection process is to identify and hire right people for the organization and may not only for the job. In this context understanding the personality of individuals is important. We may use five-factor model (FFM) of personality for this identification purpose.
ReplyDelete• Neuroticism (or emotional stability): reflects the tendency to be moody, irritable, lacking in self-esteem and self-confidence, self-pitying, emotional, and intolerant of stress, rather than calm, even-tempered, having high self-esteem and self-confidence, stress-tolerant and independent.
• Extroversion: reflects being outgoing, dominant, assertive, gregarious, sociable, and energetic, rather than passive, submissive, introverted, quiet, reserved, shy and withdrawn
• Openness to experience: reflects the tendency to be broadminded, creative, imaginative, and inquiring versus being conventionally or practically minded,unoriginal,shallow and narrow in interests.
• Agreeableness: reflects the tendency to be warm, friendly, trusting, and empathetic versus being cold,aloof,quarrelsome,distrustful and cynical.
• Conscientiousness: reflects the tendency to be prudent, organized, precise, planful, dependable, achievement-oriented and persistent versus being undependable,impulsive,careless and inattentive to detail.
(Source:Peterson and Mannix,2003).
This comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteempowering managers to recruit the perfect individuals for the right job. It was understood that most organizations did not have standard procedures it followed in recruiting staff
ReplyDelete(Darkoh 2014)
A recruitment and selection policy of an organization is a statement of principles and guidelines detailing out how an organization conducts its recruitment and selection process. The aim of such a policy is to ensure that a transparent and unbiased recruitment and selection process is followed with a view of appointing the best candidate, based solely on merit and best-fit with your organizational culture (Slezak,2016). Most large and some small employers do have a formal process that it follows to recruit and hire new employees (Doyle,2018). Any organization that does not consider recruitment as important will be thrown out of business and It must be a top priority for any business entity (Brown and Swain,2009).
DeleteHi Kumar, in addition to what you have stated: The process of recruitment does not cease with application of candidate and selection of the appropriate candidates, but involves sustaining and retaining the employees that are selected(Karthiga et al, 2015)
ReplyDeletestated by Silzer et al. (2010).
Hi Lakshmi. You open the discussion on what next after recruitment and selection. This brings us to the topic of “Onboarding”. Bauer (2010) defines onboarding as the process of helping new hires adjust to social and performance aspects of their new jobs quickly and smoothly in order to successfully contribute to the firm’s goals and objectives. She further explains, research on new employee onboarding shows that when onboarding is done correctly, it leads to:
Delete• Higher job satisfaction
• Organizational commitment
• Lower turnover
• Higher performance levels
• Career effectiveness
• Lowered stress.
Hi Kumar,
ReplyDeleteAs stated by Armstrong,2006,the overall aim of the recruitment and selection process should be to obtain at minimum cost the number and quality of employees required to satisfy the human resource needs of the company.The three stages of recruitment and selection dealt with in this chapter are:1. defining requirements – preparing job descriptions and specifications; deciding terms and conditions of employment;2. attracting candidates – reviewing and evaluating alternative sources of applicants,inside and outside the company, advertising, using agencies and consultants.3. selecting candidates – sifting applications, interviewing, testing, assessing candidates assessment centers, offering employment, obtaining references; preparing contracts of employment.
Thanks, Gabriel, for your comment. The point and the reference you have brought forward has already been mentioned in the blog. On an additional note, Rothwell and Kazanas (2003) opined that the Recruitment and Selection process as one in which;
ReplyDelete- Sources of appropriate talent are identified.
- Continuous recruitment efforts are established for critically needed talents
- Specific requirements are established for vacancies as they come open.
- Individuals are recruited for vacancies as they occur.
- Individuals are initially screened.
- Employment tests are used to assess relative strengths and weaknesses of job applicants.
- Interviews are conducted with promising candidates.
- A background-check of a promising applicant is carried out.
- An offer is extended to a promising applicant.
- Orientation and placement begin.
Hi Suresh,
ReplyDeleteIn addition, ineffective recruitment has a number of cost implications for employers: low morale which can affect employee performance; lost business opportunities, as well as higher levels of labor turnover. Recruitment and selection also has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009).
Agree with your comment Tharika.Sullivan(2015) further elaborates the impact of bad recruitments as follows.
ReplyDelete• Reduced sales from a bad candidate experience - By providing a bad candidate experience, a firm may frustrate and anger candidates who may be are firm’s existing customers. Which may result in not buying your products/services. It makes sense to find out if those candidates are current customers of one’s firm and then to make sure that the firm is responsive to them if they are not hired.
• Reduced revenue from hiring below-average performers in revenue impact jobs- Bad hiring will result in less innovation in products/services and poor customer service.
• Lower productivity from hiring below-average performers in all jobs- Organization can calculate the cost of hiring a single underperformer by using your average revenue per employee figure.
• A bad candidate experience may reduce the power of firm’s product/service brand- At many firms; the employer brand is difficult to separate from the product brand. For example, Google and Apple rank one and two on both product brand and employer brand. And that interconnection means that if the employer brand is damaged, the r product brand will also suffer.
• The significant added costs related to replacing mis-hires- Bad hires often prematurely quit or they need to be released. Beyond the obvious recruiting replacement costs the largest revenue cost results from having no productivity in that job during each day that the position is vacant. If the vacant position is a revenue-generating job, that revenue may be lost forever.
• A bad candidate experience will reduce future job applications - You are also likely not to get job applications from any individuals who read the negative reviews on social media posted by your disillusioned candidates or employees.
In addition you mentioned Elearn (2009) mentioned The determination of selection is to match people to workplace. It is the most essential component in any organization’s management of people simply because it is not promising to improve the efficiency of human assets, by whatever technique, if there is a less than acceptable match
ReplyDeleteThanks, Pubudu.In addition to what you have mentioned, I think the employer has a pivotal role to play in making the match by creating an organization of one’s dream to work on. In this regard they must make sure it is an organization where individual differences are nurtured, information is not suppressed or spun, the company adds value to employees (rather than merely extracting it from them), the organization stands for something meaningful, the work itself is intrinsically rewarding and there are no stupid rules (Goffee and Jones,2013).
ReplyDelete