Recruitment and Selection Process




The aim of people resourcing strategy is to ensure that a firm achieves competitive advantage by attracting and retaining more capable people than its rivals and employing them more effectively (Armstrong, 2010). Armstrong (2001) states that preparing plans for finding people from within the organization and/or for learning and development programs to help people learn new skills. If needs cannot be satisfied from within the organization, it involves preparing longer-term plans for ensuring that recruitment and selection processes will satisfy them (Armstrong, 2001). The recruitment and selection process is concerned with identifying, attracting and choosing suitable people to meet an organization’s human resource requirements. They are integrated activities, and ‘where recruitment stops and selection begins is a moot point’ (Anderson, 1994).

According to Armstrong (2010), There four stages of recruitment and selection are

•Defining requirements – preparing role profiles and person specifications; deciding terms and conditions of employment.

•Recruitment campaigns.

•Attracting candidates – reviewing and evaluating alternative sources of applicants, inside and outside the company: advertising, e-recruiting, agencies and consultants.

•Selecting candidates – sifting applications, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references; preparing contracts of employment (Armstrong, 2010).

As part of making a decision, the employer must have a good idea of both the duties that will be performed as part of the job and the level of performance required for job success (Catano, Hackett and Wiesner, 2013). Recruitment is a process of finding and attracting the potential resources for filling up vacant positions in an organization. It sources the candidates with the abilities and attitudes, which are required for achieving the objectives of an organization. The recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. To increase the efficiency of hiring, it is recommended that the HR team of an organization follows the five best practices. These five practices ensure successful recruitment without any interruptions. In addition, these practices also ensure consistency and compliance in the recruitment process. According to the Catano, Hackett and Wiesner (2013) recruitment and selection decisions must be defensible; they must meet legal requirements and professional standards of reliability and validity. Defensible hiring decisions are not arbitrary; the measures used to make hiring decisions must be stable and provide job-related information (Catano, Hackett and Wiesner, 2013).

Recruitment Planning

Armstrong (2001) states that the number and categories of people required may be set out in formal workforce plans from which are derived detailed recruitment plans. More typically, requirements are expressed as ad hoc demands for people because of the creation of new posts, expansion into new activities or areas, or the need for a replacement. These short-term demands may put HR under pressure to deliver candidates quickly (Armstrong, 2010). This is the initial stage of the recruitment process and is an important part of Human Resource Management (HRM). The recruitment planning is not just about the costs of the recruitment process. Before organizations select, they should execute appropriate staffing plans and forecasts to decide the number of individuals they will require. The recruitment planning includes many activities. Like, Identify the vacancy, Job analysis, Job description, job specification, and Job evaluation.

Recruitment Strategy

Catano, Hackett and Wiesner (2013) state that the system must be based on solid empirical support. HR personnel must be able to demonstrate the reliability and validity of their selection systems. Second, any selection system must operate within a legal context (Catano, Hackett and Wiesner, 2013). Once we study how many with what qualifications of candidates are needed, the next step involved devising a suitable strategy for recruiting the candidates in the organization. This step involves attracting job seekers to the organization.

Screening / Shortlisting

Beardwell and Claydon (2007) state that it is extremely unlikely that all job applicants will meet the necessary criteria, and so the initial step in selection is categorizing candidates as probable, possible or unsuitable. This should be done by comparing the information provided on the application form or CV with the predetermined selection criteria (Beardwell and Claydon, 2007). Its start when the Searching will complete. Screening starts after the completion of the process of sourcing the candidates. This is the process of clarify the applications of the candidates for the further selection process.

Evaluation and Control

This is the last stage of the recruitment process. This estimates the effectiveness and the validity of the process and methods. Evaluation and control are the last stages in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Beardwell and Claydon (2007) state that where systems are linked to competencies, aspects of fairness, effectiveness and validity become amenable to evaluation (Beardwell and Claydon, 2007).

Reference 

Anderson, A.H. (1994) Effective Personnel Management: A Skills and Activity-Based Approach. Oxford: Blackwell Business.

Armstrong, M., 2010. Armstrongs essential human resource management practice - a guide to people. 1st ed.

Armstrong, M., 2014. Armstrong's Handbook of Human Resource Management Practice, 13th Edition. 13th ed. Kogan Page.

Beardwell, J. and Claydon, T., 2007. Human resource management. 5th ed. Harlow, England: Prentice Hall/Financial Times.

Catano, V., Hackett, R. and Wiesner, W., 2013. Recruitment and selection in Canada. 5th ed. Toronto: Nelson Education.

Sisson, K. and Storey, J. (2000) The Realities of HRM. Buckingham: Open University Press. 

Torrington, D., Hall, L. and Taylor, S. (2002) Human Resource. Management, 5th edn. Harlow: Prentice Hall.


Comments

  1. Sagayam Anthony PrakashApril 11, 2024 at 9:31 PM

    Recruitment and selection are two key parts of the hiring process that allow companies to find and attract the best talent. Recruitment involves getting a job description in front of as many people as possible. Selection involves narrowing down the pool until you're left with the best person for the role.

    ReplyDelete
    Replies
    1. PrabuddhiApril 13, 2024 at 1:28 AM

      Agreed Prakash. Furthermore, According to Anderson (2001) Employees are one of a company's most valuable assets, so it's critical for it to have a well-organized recruitment and selection procedure. The recruitment and selection process is concerned with locating, attracting, and selecting qualified individuals to meet an organization's human resource needs.

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