Recruitment
is the process of finding and engaging the people needed by the organization (Armstrong
and Taylor 2014). Employers research job analyses and job descriptions before
hiring new employees, categorizing candidates according to their
qualifications. According to Flippo 1984, searching for potential employees and
encouraging them to apply for positions within the firm is known as
recruitment.
The
goal of recruitment is to have a candidate pool big enough to let managers choose
the workers they require (Stonner, Freeman and Gilbert, 2000). Having the right
people with the right talents for the right duties is increasingly important,
as the business climate grows more and more competitive. In fact, it might give
you a competitive advantage. The focus of firms today has shifted from product
to market to selling to customer to employee. Organizations frequently refer to
their human resources as their most valuable resource (Mohammed et al 2020).
According
to Opatha 2010, recruitment is the process of locating and attracting
individuals who are sufficiently qualified to apply for job openings within the
firm. The aim of recruitment is to identify or investigate, assess, motivate,
and secure commitment from potential employees in order to fill roles necessary
for an organization's operation and success.
Every
business, start up, and entrepreneurial organization has some clearly defined
hiring practices, employment policies, and recruitment practices. Large
organizations, enterprises, government agencies, and international
organizations typically delegate the duties of hiring and choosing employees to
their human resources departments (Armstrong and Taylor 2014).
The
most important intangible capital of the company is human capital that
constitutes of knowledge, skills, qualifications, and experience of each
employee. Besides, the major three phases developing applicants, maintaining
status of applicants, and influencing the job choice judgment of applicants.
Whereas, there are many theories on recruitment and fabricated an organizing
framework for the recruitment process (Karim et al 2021). There are five key stages
of the recruitment process are recruitment objectives, strategy development,
recruitment activities, and process variables and recruitment results (Breaugh
and Starke, 2000).
The ideal recruitment strategy for a company should take into account
both internal and external elements, be based on these aspects, and include a
work or job investigation that recognizes employee behavior and traits to aid
in the selection of individuals who are qualified for the position.
The process of recruiting involves drawing candidates' attention,
vetting them, and selecting qualified candidates for a particular position. The
majority of medium-sized and large-sized businesses employ specialists who
handle the recruitment process, but they may also outsource the operation to
firms that provide recruitment services (Armstrong and Tyler, 2014).
Reference
Armstrong,
M. (2006). A Handbook of Human Resource Management Practice, 10th Edition,
London: Kogan Page.
Armstrong, M., and Taylor, S., (2014) Armstrong’s handbook of human resource management practice. (13th Ed) London: Kogan Page
Breaugh,
James A. and Starke, Mary. (2000). Research on Employee Recruitment: So Many
Studies, So Many Remaining Questions, University of Missouri–St. Louis
Flippo,
E.B. 1984. Personnel Management. Sixth Edition, New York, McGraw-Hill Book
Company.
Harky,
Yashar Fadhil Mohammed 2018. The
Significance of Recruitment
and Selection on Organizational Performance:
The Case of
Private owned Organizations in
Erbil, North of Iraq .
Karim,
Md. Mobarak Bhuiyan, Md. Yeasir Arafat Nath, Sujit Kumer Deb Latif, Wasib Bin.
2021. Conceptual Framework of Recruitment and Selection Process - Journal of
Business and Social Sciences Research 11(02):18-25
Keshav,
P. 2013. Internal Sources and Methods of Recruitment
Mohammad,
A. 2020 A Review of recruitment and selection process. Mu’tah University
Opatha,
H.H.D.N.P. 2010. Human resource management. Colombo: Author published.
Prashant,
A (2009).‘Human resource management: Recruitment
the challenge: Sources of
recruitment’.
Stonner,
Freeman & Gilbert (Jr.) 2000. Management. 6th Edition, India Prentice Hall.
Great Introduction Dulakshi, I agreed the content and to add furthermore, Recruitment is the process of attracting and encouraging potential employees to apply for a position in the organization, while selection is the process of making relevant valuations of the strengths and weaknesses of applicants (Boxall & Purcell 2008).
ReplyDeleteThank you and agree with your comment. Further, the choice to hire someone is made through human resource management planning, which takes into account both the organizational needs and the amount and timing of the people that will be required. It is the first stage in hiring workers and is seen as a helpful function that tries to draw in a sizable pool of competent applicants to apply for open positions (Armstrong, 2009).
DeleteGood content Dulakshi. Furthermore recruitment is the selecting right person to right job by evaluating his potential and talent. Proper recruitment will results in the success of company and vice versa. Hence its such an important procedure of HR team
ReplyDeleteThank you for your valuable comment. In order to hire the most qualified and skilled employees, it's critical to select the most relevant sources from which to source candidates, according to Bogatova (2017).
DeleteAgreed on the content above. In addition to above, according to Gusdorf (2008) recruitment is defined as the process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization. New hires are good as it means the organization is growing. Instead of hiring traditional staff, it may be suitable for a company to look at alternatives to recruiting, such as outsourcing or contingent labor (Gusdorf, 2008).
ReplyDeleteThank you Nadula. Further, finding the perfect candidate for the job and avoiding a bad hire are challenging tasks that need recruitment and selection. The employment process for a recovery platoon is fraught with difficulties. And as a good recruiter, the recruiter had to fill the open position as soon as possible to improve employer branding (Compton et al., 2010).
DeleteThis blog post is quite educational. The process of recruiting involves selecting the top candidate from a group of applicants. Furthermore, the initial screening interview will be the first step in the selection process, and the final employment offer will be the last. Each step is necessary to increase the applicant's knowledge so that the decision-makers can select the candidate who is most qualified for the open position, albeit the steps in between will vary depending on the needs of the business (Kamran et al., 2015).
ReplyDeleteThank you and agreed. Additionally, the efficient recruitment and selection of employees is a crucial human resources management activity. If properly handled, it may have a substantial impact on the performance of the organization and enhance its reputation (Pilbeam, Corbridge 2006, In: Evans et al. 2007).
DeleteGreat introduction Dulakshi. To add to your findings, Nikolaou & Oostrom (2015) states that recent research in employee selection has shifted its focus from the traditional selection paradigm, that is, the relationship between the predictor and the criterion, towards other important issues such as the increased interest in different selection methods, the role of technology and the Internet in recruitment and selection and the applicants’ many perspectives.
ReplyDeleteThank you and agreed. Further, for the purpose of attracting qualified candidates, recruiters employ a variety of recruitment strategies, including job advertisements (JA), online job and web portals, word-of-mouth, social media, etc. According to research, recruiters' intentions to use these techniques depend on a number of pre-hire and post-hire outcomes, including the volume and caliber of applications, the speed with which vacancies are filled, the performance of new hires in their jobs after they start, and the applicants' commitment, engagement, and satisfaction (Fisher et al., 2014; Wei et al., 2016).
Deletemanagement personnel’s responsibility to motivate their employees to work as per the expectation to enhance the organization’s performance. Similarly Dysvik and Kuvaas (2010) concluded that intrinsic motivation was the strongest predictor of turnover intention and relationship between mastery-approach goals and turnover intention was only positive for employees, low in intrinsic motivation. The only thing organization needs to do is to give employees with ample resources and platform to do.
ReplyDeleteThank you and agreed. Further, promotions and performance reviews can help employees feel motivated. The first step in the performance evaluation process is job analysis, during which the employee requirements for a specific job are completed. To assign the correct individual to the proper job, this is the stage that is both most necessary and most important (Pande, 2021).
DeleteEdwin Flippo defines the Recruitment and selection process as “A process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.”
ReplyDeleteAccording to Korsten (2003) and Jones et al. (2006), Human Resource Management theories emphasize on techniques of recruitment and selection and outline the benefits of interviews, assessment and psychometric examinations as employee selection process.
Thank you and agreed. Further, in order to find the best candidates and keep them on board, recruitment and selection are crucial tools for human resource managers and the entire organization (O'Brien, 2011). While it is acknowledged that bad hiring practices continue to have an impact on organizational employee retention, many businesses across a variety of industries have yet to develop and implement successful hiring strategies.
DeleteHi Dulakshi, findings indicate that the traditional paper-based recruitment process does not exist in its original form or design. The most significant differences were attributed to changes in task sequence and nature of related activities. In the tasks of attracting applicants, processing incoming applications, and communicating with candidates, e-recruitment techniques and related technology were observed to be used (Sołek-Borowska, & Wilczewska,2018).
ReplyDeleteHi Safia, agreed with your comment. There are several methods such as In essence, preliminary interviews are intended to weed out candidates who don't qualify based on the information presented in application forms (Erasmus et al, 2000). Selection tests are also referred to as employment tests. Numerous tests might be administered depending on the role and the firm. Through this test, the business can determine the applicant's knowledge, talents, competencies, and behavior (Erasmus et al, 2000). According to (Goho and Blackman, 2006), an interview is a "kind of evaluation tool" designed to evaluate "non-cognitive talents" (including interpersonal and communication skills), forecast success, and make a written application's content more clear. A reference check is a hiring procedure where potential employers ask persons who are supposed to be familiar with an applicant from paid employment, volunteer work, or educational settings about how they behave (Cynthia A. Hedricks, 2018).
DeleteAgreed with your content Dulangi. Further more A detailed and organized process is used to find and choose the people who work for the organizations ( Kapur, 2018). The staff must be fully conversant in the tactics and techniques that must be used for recruiting and selection( Kapur, 2018).
ReplyDeleteThank you and agreed Shamalka. In addition, the "recruitment" function has been seen as crucial within the competition for talent (Breaugh, 2013;Chang and Chin, 2018;Priyadarshini et al., 2017). It serves as a method of locating potential applicants and luring them in to fill open positions (Chang and Chin, 2018). Additionally, the ability of different recruitment techniques to communicate different types of information may differ from one another (Williamson et al.,2003;Allen et al., 2007;Weiet al.,2016;Priyadarshini,et al.,2017).
DeleteGood content Dulakshi. Further to adding, Most organization maintain at least basic statistical data on their hiring and recruitment procedures, HRM wants to assess the procedures to make sure that they are timely, cost-effective, and most importantly, that the correct individual was employed, As the firm expands, the information acquired could be quite helpful for new recruiting (Gusdor, 2008).
ReplyDeleteThank you Ann. Further, recruiting is the main method of luring candidates (de Waal, 2018;Stevens et al., 2010). Through a variety of communication channels, recruiters entice potential candidates by delivering communications with details about the organization, the position, career growth, company culture, etc (Priyadarshini et al., 2017).
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