The importance of Recruitment and Selection Process for an organization

As per the Schuler (2000, p.239) “more and more companies are recognizing the importance of managing their human resources as effectively as possible”. Schuler and Jackson (1999, in Schuler, 2000, p.239) highlight that “SHRM is largely about integration and adaptation”. Aaker (1989, in Sangeetha, 2010, p.94) identifies that recruitment and selection lie at the heart of how the business perceives the human resources required to sustain a competitive advantage over their competitors.

Well design recruitment and selection process allows organizations to attract wide range of applications and narrow the selection down until find the best fit for the organization.

in the recruitment process it includes, sourcing, advertising and interviewing of future employee, etc. As per the selection process, it entails new job related staffing and training of new employees (Sangeetha, 2010, p.94). In order to obtain the advantages of the recruitment and the selection process need to carefully done and decision which is taking in the recruitment and the selection process will impact to the company in the future. Any single bad decision will create serious costs to the company and Therefore, this is a major processing strategic human resource management (Henderson, 2011, p.84).

There are best HR practices which suits for any situation. As per the Armstrong, adaptation of these practices ‎will lead to superiors organizational performance (Armstrong, 2014, p.30).For planning of attracting candidates, it is required to analyze the strength and weakness of recruitments, requirement analyzing and also, identify the source of candidates (Armstrong, 2014, p.234).According to

Raphael (2010, p.558) it is necessary to planning for future jobs and employee needs. And also, it is required to the way the organization performs within its various functions is an essential aspect. As per the Herriot(1989, in Branine, 2008, p.498), effective recruitment program, will appeal to greater number of applicants. Further more, through having a number of applications recruiter can have more choice to select the best candidate for the vacancy.

According to the Recruitment and Selection processes we can come for the below agreement,

• Recruitment and selections are two key parts of Hiring process and that help and allow companies to select the best candidates for the vacancies.

• Recruitment involves, getting a job description in front of many people and Selection involves, to narrowing down the pool until HR select the best person for the relevant role.

• There are main 6 steps involves for these 2 processes, such as creating a job description, advertising the role, screening candidates, conducting interviews, carrying out tests and assessments and selecting the successful candidate.

What is recruitment ?

Recruitment is a process that organizations use to source, attract and selecting the candidates for their open vacancies. Gather many of the candidates who are suitable for their positions as many as possible. For this HR teams can use the proper recruitment methods. There are two types of recruitments,

External recruitment:

This means recruiters are seeking the candidates from the out side of the organization. HR teams will post job vacancies on job sites, using social media or posting job descriptions on their own career site. This includes contacting passive candidates who aren't actively looking for jobs (head hunting).

Internal recruitment:

This includes candidates who are currently working at the same organization in different job roles. Most of the companies are advertise the job vacancies internally before advertise externally as this allow them to save money. Because there is no any extra cost to promote someone internally than hiring new candidate.

Recruitment in the virtual world

As per the Cook (1993; in Heraty & Morley, 1998, p.666) informs that in the job vacancies whilst advertisement is an important aspect, and job seekers are c=sometimes recruited verbally. Sometimes some individual employees are stay long as they more knowledge related to the relevant job role with the experience. This form of recruitment is internal recruitment and this is related to the someone who is already working for an organization who would match for the certain job role of the relevant vacancy. This is cost effective and less time consuming. 

As per the Garg (2011, in Shikari, 2011, p.32) social networking is one of the most effective sourcing tools to benefit recruiters and especially with today’s generation who are more addicted to social media than the press media.

Example: 

• LinkedIn
• Facebook
• Monster 
• Indeed
• Glassdoor
• Google for Jobs
• Craigslist
• Dice

Further, French and Rumbles (2010, in Rees and French, p.183) as mentioned nowadays graduates are using social network as a primary source of information and communication. Even though increase the using internet as a efficient source of recruitments, the Chartered Institute of Personnel and Development (2007, in Branine, 2008, p.500) highlight that, some companies are still using the print media for recruitment purpose. 

When recruiting employees it will reduces administrative costs, much quicker and there are no geographical limits. Whitford (2003, in Rees and French, 2010, p.183)states that advantages and disadvantages are needless and nowadays employers are combine with radiational method and online method in recruiting.

What is selection ?

Selection is the process of assessing qualities, expertise and experience of candidates narrow down the pool of applicants to until find the best fit. Conducting interviews and using various tests and assessments are using in this process to evaluate the candidates  

Selection method and HR planning

All the organization need to choose the selection method which is suitable for the job role. Some of these methods may include, application forms, interviews, references, assessment centers and formal tests (Chanda, Bansal and Chanda, 2010, p.4). According to Huselid (1994, in Siddique,2004, p. 220) well structures HR plan help to minimize the employee turn over and it will create a significant contribution to financial performance.

To convert the business strategies into specific HRM policies and practices, main feature is Accurate HR planning, in particular with recruitment and selection policies and practices (Hussey 1999, Breaugh and Starke, 2000, Anderson, et al.,2000 in, Chanda, Bansal and Chanda, 2010, p.4).

As suggested by Drucker (2002, in Siddique, 2004,p.220) reason for the competitive nature of today’s organization is the fact that they have strong human resources and innovative employee management practices. As per the long term solution it is better to consider on organizations that implement their human resource system with the business strategy. It is important to align the strategic recruitment and selection process with the objectives of the organizations and dedicated and effective HR team need to be allocated. I the HRM planning, main objective is to get a o get the right number of people  with the right knowledge, skills, abilities, in the right job role at the right time and cost effectively (Hussey 1999, Breaugh and Starke, 2000, Anderson, et al., 2000 in, Chanda, Bansal and Chanda, 2010, p.4). 

Difference between recruitment and selection

These two concepts are two different stages in hiring process. As per the recruitment, it involves getting the job description in front of as many potential candidates as possible.

Selection process is narrowing down the pool of applicants until find the best fit for the relevant role.

Below difference we can see in those two concepts,

Strategic Integration

According to Millmore (2003, p.90) argument, in order for recruitment and selection to be categorized as strategic, it must display three separate features. For that strategic integration, long-term focus, and a method for interpreting strategic demands into a suitable recruitment and selection design. Strategic integration is a main feature of the Human Resource management. Match resources to a developing and ever changing environment is important for the strategic alignment. Sparrow and Hiltrop (1994, in Millmore, 2003, p.90) demonstrate the importance of the recruitment and selection process for an organization. And this process align with the performance of employees with the corporate strategy.

In the constantly changing business environment, Strategic integration aligns with the business strategies. As per the suggestion of Monks (1993,in Vernon and Brewster, 2013, p.1113) most of the people with more experience in  human resources tend, encourage more strategic approach. Therefore, in the strategic integration, Human Resource management plays a main role as per the Milmore (Millmore, 2003, p.87). Through the below diagram, it is easy to understand the integration of recruitment and selection strategic integration. according that, recruitment and selection process in Human Resource Management is playing a main role in an organization and it is need to handle it in proper way for without wasting cost and time.

A framework of recruitment and selection strategic integration

(Chanda, Bansal and Chanda, 2010, p.5)

Importance of the optimal recruitment and selection

• Allows to attract the best talent

Through a effective recruitment process HR can connect with the top candidates. This is importance as probably wouldn’t come across the job openings without active engagement from the recruitment team. Specially it is not abut finding the best candidate for the relevant role, it is import to plan the the proper recruitment process as well. As per the 2019 research found that almost half of jobseekers in high-demand industries job offer had turned down due to a poor recruitment experience. The solid recruitment and selection process with encourage candidates to think that relevant company is the best company for them.

• Reduce turn over

Proper and strong recruitment and selection process can improve employee engagement, reduce absenteeism and increase retention of the organization. Accordingly when recruitment team find the best to the job role, there is a chance that they will perform to the best and stick around for the long time.

• Save the money of organization

When once the one employee left the company and if it take too long to hire a new employee as the replacement it can be a big drain on a company’s finances. But according to a 2017 Harris Poll, the average cost of a bad hire is almost £15,000. That means, recruitment and selection processes help companies to save money in the long run.

• Creates a level playing field

In the recruitment and selection process, teams need to ensure that there is no chance for the unconscious bias on the part of hiring managers. With this recruitment team is able to give the change to the right skills and experience the same opportunity to get the correct candidate.

 6 steps need to follow in the recruitment and selection process.

Create meaningful job description

In the process, first step is put a clear and detailed job description for each role.

This is the first introduction of the job role and the company. Therefore, it is important to do it in a correct and proper way.

And also, it is need to put the job description clear as it the source that organization can receive the applications form the candidates with right skills and experience.

Advertise posting in the right place

Next step is publish the job vacancy in the correct sites. HR team can post it in general job sites, social media platforms like LinkedIn and company careers site. For more specialist role, can investigate more specialized job boards.

In the internal advertising, HR team is able to publish their job role in the employee newsletter and send it out by email or publish on a physical notice board internally.

Screen resumes thoroughly

As the 3rd step is screening candidates against the requirement of the role and recruitment team is able to remove the candidates who are not suitable. Many companies re using blind screening to asses candidates at this stage. So the candidates should not be removed due to the characteristics like the candidate’s race, age, gender or socioeconomic background. That means recruitment teams need to be unbiased.

Schedule, host and evaluate interviews

Once received the applications, next step is to select the strongest one. Through a interview process can get a better understanding of the candidates and their capabilities. Based in the seniority of the position, there will be several rounds of interviews with various stakeholders. Through this can remove the weakest one and select the best one.

Run various tests and assessments

In order to determine whether remaining candidates have the relevant skills and capabilities, we can use the below steps to identify,

• Personality tests: this test designed to test a candidate’s soft skills and decide how they will behave in certain situations. 
• Knowledge tests: with this can asses the candidates with their expertise, training and experience with specific situations or questions
• Psychometric tests: These are designed to assess candidates’ intelligence. Under this it involves solving problems within a time limit. 
• Technical skills assessments: through this assessment it is able to access the candidates’ technical skills and making it easy to compare one candidate to another. 

Select and hire the ideal candidate

Final step is review the candidate based on the results of interview and tests. This allows to check the pool until finds the best fit. Once candidate selected can sign the contract and they will start working once they completed the notice period of their current role.

How does recruitment and selection work in nonprofits?

As a non profit organization, find the right person to through the non profit mission into reality is a one of the most difficult part. Especially teams need to work with the limited budget.

Nonprofits also need to be able to track which recruitment channels are performing best. With that recruitment teams, that can adjust their spend accordingly to the job advertisement sites as per the limited budget. It will give the best return on investment.

Once recruit the pool of applicants, selection involves the decision making for best fit. Even applicants not hired, it is worth to keep the talent pool for future purpose.

Conclusion:

As per the article Recruitment and selections are two key parts of Hiring process and that help and allow companies to select the best candidates for the vacancies. Recruitment involves, getting a job description in front of many people and Selection involves, to narrowing down the pool until HR select the best person for the relevant role. These, key process are most important in hiring new candidates and managing it in a better will give chance to find the best fit for the organization with profitability.

References:

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 Schuler, R. and Jackson, S. (2007) Strategic Human Resource Management. 2nd edn. Oxford: Blackwell Publishing Ltd. 

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Branine, M. (2008),"Graduate recruitment and selection in the UK", Career Development International, (13)6 pp. 497 – 513, Emerald Insight. [Online]. (Accessed: 24 March 2015).

Millmore, M. (2003) ‘Just How Extensive is the Practice of Strategic Recruitment and Selection’ Irish Journal of Management, 24(1), pp.87-108, Business Source Complete, EBSCOhost. [Online]. (Accessed:  12 March 2015). 

Millmore, M., Lewis, P., Saunders, M., Thornhill, A., & Morrow, T. (2007) Strategic Human Resource Management: Contemporary Issues. Harlow: Pearson Education Ltd. 

 

McCauley, C. & Wakefield, M. (2006) ‘Talent Management in the 21st Century: Help Your Company Find, Develop, and Keep its Strongest Workers’, Journal For Quality & Participation, 29(4), pp.4-7, Business Source Complete, EBSCOhost. [Online]. (Accessed: 4 April 2015). 

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