IMPORTANCE OF
RECRUITMENT AND SELECTION
Introduction
The ultimate goal of Recruitment and Selection process
is to have the right person in the right job at the right time for the right
price (Compton, R., Morrissey, W. & Nankervis, A., 2009). Therefore, identifying,
attracting and choosing a suitable person to meet human resource requirements of
an organization is the main concern of the Recruitment and Selection process (Anderson,
2001). Recruitment being the process of identifying and attracting potential
candidates within the Organisation and outside the Organisation for future
employment, Selection is to pick the right type of candidate from the pool
(Walker, 2009). If wrong candidates are selected who are not capable, do not fit the culture or vibes of
the organisation which may not be able to afford and the effect shall be a huge
negative impact (Gamage, 2014). The quality of human resource of an
organisation heavily depends on the effectiveness of Recruitment and Selection
(Gamage, 2014).
Recruitment
Recruitment being the
process of hiring the right types of contenders on the right job, attracting
potential employees and motivating them for applying job in an organization it is
an important task vested with the Human Resource Department of an Organisation (Kumar and Gupta, 2014). Recruitment is the process of finding
and attracting suitably qualified and motivated job seekers to apply for job
vacancies in the organization (Opatha, 2010) and as per Ofori & Aryeetey
(2011) recruitment is the process of creating a pool of capable individuals to
apply for employment within an organization.
Selection
Selection is a strenuous task to when picking the ideal candidates
from and out of those who were considered as suitable contenders and according to István,
J. (2010) Selection could be evaluated in several methods based on
validity, impartiality, scope of usage, and cost using suitable techniques. Selection is not just choosing the best candidate, but it
is an attempt to balance between the capabilities of the applicant and the
necessity of the organization (Kumar and Gupta, 2014). In order to gain better performance, to afford costs and to meet
with legal obligations it is very much important to Select the right employee (Kumar and Gupta, 2014).
Objectives
of Selection function according to Gamage (2014) are to get the right person to
the right job, to establish and to maintain a good image as a good employer,
and to maintain a cost effective the selection process.
Importance
Recruitment process is more important to an Organisation to create
a talent pool of potential candidates in order to increases the pool of job
seeking candidates (Kumar and Gupta, 2014).
Ulterior motive of any Organisation is to increase its
productivity and to run its operation smoothly and therefore, if the best
person is selected to a job, it is obvious that the productivity increases (Gamage, 2014). The use of the proper selection criteria will increase
the probability of the right person is chosen (Gamage, 2014).
References
- Anderson, N. (2001). Towards a theory of socialization impact: Selection as pre-entry socialization. International Journal of Selection and Assessment, 9, 84-91.
- Compton, R., Morrissey, W. & Nankervis, A. (2009) Effective Recruitment Selection Practices. 5th Edition. Australia: CCH Australia [Online]. Available at <https://www.pbookshop.com/effective-recruitment-and-selection-practices-5th-edition-9781921485770.html>
- Ekwoaba, J. O., Ikeije, U. U. & Ufoma, N. (2015) The Impact of Recruitment and Selection Criteria on Organizational Performance. Global Journal of Human Resource Management Vol.3, No.2, pp.22-33: Published by European Centre for Research Training and Development UK. [Online]. Available at <https://www.eajournals.org/wp-content/uploads/The-Impact-of-Recruitment-and-Selection-Criteria-on-Organizational-Performance.pdf>
- Gamage, A. (2014). Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance, 1(1), pp. 37-52.
- István, J. (2010). Selection methods used in recruiting sales team members. Periodica Oeconomica, October, 110–117.
- Kumar, S. and Gupta, A. (2014). A Study on Recruitment & Selection Process with Reference. ResearchGate. [Online] Available at: https://www.researchgate.net/publication/268210664.
- Ofori,D., & Aryeetey, M. (2011). Recruitment and selection practices in small and medium enterprises. International Journal of Business Administration, 2(3):45-60.
- Opatha, H.H.D.N.P. (2010). Human resource management. Colombo: Author published.
- Walker, J. (2009) Human Resource Planning. New York: McGraw-Hill Book Co., P95.
Hello Nilushi, You have created a very interesting article in relation to recruitment and selection. And I agree, recruitment and selection are one of the key and most vital processes of any organization. Employers most often trust that the process can be done with little preparation, but this is a pocket recruiting job and is full of danger, especially due to the cost of making a mistake. According to Garner (2012) if you take the time to learn good attitude and choice skills, you will make wise decisions and wise decisions that will ultimately pay off. Recruiting talented people is paramount, and this depends on an effective hiring and selection process aimed at selecting the “right” people and rejecting the “wrong” people. (Newell, 2005)
ReplyDeleteThank you Chamara for your valuable comment and I totally agree with you. As explained in Djabatey (2012) it is said that recruitment and selecting practices add value to performance of Organisations because recruitment and selecting of staff is costly both in terms of time and money. Therefore, it is important that this process is carried out effectively and efficiently in order to appoint a person who fits to the job.
DeleteHi Nilushi , Agreed with you and As Dewin(2020) states that , The main aim of recreuitment is to ensure that the organaisation is adequately and effetively staffed at all times.
ReplyDeleteTherefore , the purpose is to attract suitable people to apply for employment vacancise by making them aware that such vacancise exist.From there it involves matching the applicants with the criteria of the job with in the organaizsaion and eventually making a selection decision.
Thank you Maheshani. Agree with your comment. Recruitment and selection process is attracting of individuals in a timely basis, with adequate candidates with suitable qualifications for the purpose of hiring of individuals who possess the right skills and abilities who could be successful in the jobs (Walker, 2009).
DeleteHi Nilushi. Agree on all areas of the post. Recruitment and Selection are one of the key HR aspects. Recruitment is the first step in determining and attracting a qualified candidate ( Anwar & Abdullah, 2021 ). And it's objective is to find the best personnel for the organization (Othman et al., 2019). However, the process carried out may vary and is decided by each organization as per the unique needs.
ReplyDeleteThank you Ashanthi for your valuable comment which I agree. When organisations follow better recruitment and selection strategies, recruiting and selection will become effective and therefore it is more likely that they could retain satisfied employees (Saviour et al., 2016).
DeleteHi Nilushi. Agreed with your points and according to Anderson 2001,Recruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization.
ReplyDeleteThank you Chulanga. Agree with your comment. Kumar & Gupta (2014) have stated that recruitment and selection is an important process and with better recruitment and selection strategies outcome of organisations shall be improved.
DeleteHi Nilushi, very informative post. Further, Opatha, 2009 highlighted 3 goals for recruiting as follows. 1) To acquire pool of suitable candidate 2) With lowest cost 3) to reduce the likelihood of leaving once the candidate is hired.
ReplyDeleteThank you Nuwan. Agree with you. Ofori & Aryeetey (2011) have stated that it will be a huge negative cost a businesses would unable to afford if incapable wrong candidates are recruited and selected. The aim of internal recruitment shall be to recruit and select better employees who could satisfy the strategic objectives of the organization, at minimal cost.
DeleteHi Nilushi,
ReplyDeleteVery important topic. Adding further, there are two types of recruitment. Internal sources and the external sources.
Internal sources of recruitment refer to hiring of employees within the organization internally. Organizations should always give priority to employees who are currently working in the organization as it provides the opportunities for progress and use of the existing resources within the organization. Internal sources of recruitment are the finest & the stress-free way of selecting human resources as their work performance and other qualities are already known to the organization (Kapur, 2018).
Thank you Hashini, I agree with you. The advantages of internal recruitment are - lower recruitment costs, minimizing financial and professional risks, retaining top talent (Petersen,2019). whereas companies with excessive staff internal recruitment are more logical.
DeleteHi Nilushi,as you said Recruitment being the process of hiring the right types of contenders on the right job. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).
ReplyDeleteThank you and agreed Namal. There is no overstress the importance of selecting the right candidate for the job. A quick hire could spell disaster to a company, leading to high staff turnover and missed opportunities (Mascarenhas, 2011). Companies must be willing to invest time and money on a detailed and well-organized hiring process in order to select the most suitable candidate (Kapur, 2018).
DeleteHi Nilushi, I agree with your blog. Those in charge of hiring individuals for positions in businesses have an important 'gatekeeper' function; only those who are selected can be led, managed, and developed. So, in the most basic sense, the decision to employ (or not) underpins the whole field of human resource management. Issues around workplace exclusion also underscore the importance of professionalism, fairness, and ethical behavior on the part of individuals involved in this activity. (Rees, G. and Rumbles, S., 2010)
ReplyDeleteThank you Pavani.I agreed with your comment. As the future of an organisation depends on the employees who are attached to the organisation. Therefore, recruitment and selection is always a vital role in human resource management. Hence, to avoid unnecessary costs with regard to an inappropriate selection, an organisation should adopt a better selection process. (Kapur,2018).
DeleteHi Nilushi. Recruiting the right person for the right position is very important for an organization. It is critical to choose the correct person in order to improve performance, save costs, and comply with legal duties (Kumar and Gupta, 2014).
ReplyDeleteThank you Ruwan. I agree with you. Recruitment is about hiring and choosing the right employees and the success and growth of an organisation depend on if the right candidates are recruited. (Walker, 2009).
DeleteHi Nilushi, I agree with the contents of this post. I would like to add one more thing to it. The recruitment and selection process is one of the most important areas of an organization to achieve future growth and sustainability (Ahmad and Schroeder, 2002). A high effective process should need to be used to identify employees with high IQ levels and to identify suitable employees for the organization and to recruit them to the organization (Ugoani, 2020).
ReplyDeleteThank you Dinith. I agree with you. The selection of the right candidates for the right positions will help the organization achieve its desired objectives. When a selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).
DeleteHi Nilushi, to add further to the mentioned Importance of Recruitment and Selection - Recruitment and selection is also playing a vital role in assuring worker performance and excellent organizational outcomes. Selection of workers, it is commonly argued, is done not just to replace departing employees or to add to a staff, but to put in place personnel who can perform well and demonstrate dedication (Ballantyne, 2009).
ReplyDeleteThank you Gimhani. I agree with you. Recruitment and selection is more important to the organization which help in to process of attracting individuals on a timely basis in adequate numbers with appropriate qualifications (Walker, 2009).
DeleteHello Nilushi. I agree with your post's content. Let me also give some insight upon it. There are two recruitment processes adhered to usually which are external and internal. I feel that internal hiring horizontally or vertically is much cost effective and time saving than external recruitment (Muhereza,2014).
ReplyDeleteThank you Dr.Udana. I agree with you. According to Gupta and Kumar (2014) Internal recruitment benefits to the company as it helps to create a talent pool of potential candidates, and to increase the success rate of selection process.
DeleteHi Nilushi, I agree with your post. The process of finding and catching competent or appropriate applicants to fill open positions is the major responsibility of the HR department(Anwar & Abdullah, 2021).
ReplyDeleteThank you, Janani. I agree with you. The quality of human resource of an organisation heavily depends on the effectiveness of Recruitment and Selection (Gamage, 2014).
DeleteHi Nilushi, I agree with your post. Those charged with recruiting people to posts in work organisations take a crucial ‘gatekeeper’ role; only those people selected for employment can be led, managed and developed. So in the most fundamental sense the decision to employ (or not) underpins the whole area of managing people. (Rees, G. and Rumbles, S., 2010.)
ReplyDeleteHi Nilushi I agree with your post. Mondy (2010) states that the process of selecting individuals best suited for a specific position in an organization from a pool of applicants.
ReplyDelete