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Importance of Recruitment and Selection

Since most organizations are faced with the need to hire all throughout the financial year, recruiting can literally make or break businesses. It costs money to find employees, screen them, recruit them, keep them on payroll and offer them company benefits (Costello, 2006). If organizations find the wrong match for the position, there are additional expenses incurred in the form of sunk compensation and repeating the hiring process. In reality, organizations recruit will influence who they attract as applicants, which results in either a good hire or a bad hire. Therefore, what the organization is looking for in applicants should be largely influenced by where and how the organization recruits (Sparrow, 1999). For instance, for the objective of screening candidates for internships or any other form of entry level role, the organization may try out a campus outreach program, a product innovation hackathon (in the instance of a tech company), or set up booths at tech and design job fa...
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Sources of Recruitment

According to Korsten (2003), Human Resource Management theories described on techniques of recruitment and selection and the benefits of interviews, assessment and psychometric examinations as employee selection process. They further stated that recruitment process is considered of two types which are internal and external recruitments. Typically, the two types are based on the levels of recruitment policies, job postings and details, advertising, job application and interviewing process, assessment, decision making, formal selection and training (Korsten 2003). 1.     Internal Recruitment Internal recruitment has been observed to improve inbound employee satisfaction, boost the morale of existing employees and is a relatively cost-efficient process (Armstrong 2000). This involves spending time recruiting by promoting current employments within the organization prior to looking outside for talent. Internal referrals reduce the possibility of disappointme...
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Advantages and Disadvantages of Internal and External Recruitment

According to Taylor (2005), the following are the advantages of internal  recruitment. 1. Improves morale -  When an employee from inside the organization is given the higher position, it helps in increasing the morale of all employees. Normally every employee expects promotion to a higher position carrying more status and pay. 2. No Error in Selection -  When an employee is selected from inside, there is a least possibility of errors in selection since every organization maintains complete record of its employees and can verify them in a better and accurately. 3. Promotes Loyalty -  It encourages loyalty among the employees as they feel secured on account of chances of advancement. 4. No Hasty Decision -  The chances of hasty decisions are completely removed as the current employees are well trained and knows the organization processes. 5. Economy in Training Costs -  The current employees are fully aware of t...
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Present Employee Selection Process

According to Mathis & Jackson (2010), most organizations are engaging a series of consistent steps to process and select applicants for jobs. Following Figure 1 showcase a flow chart of such a basic process of selection. Figure 1: Basic selection process (Source:  Mathis & Jackson, 2010) “Company size, characteristics of the job, the number of people required, the use of electronic technology, and other factors cause variations on the basic process” (Mathis & Jackson, 2010). Traditionally, most organizations relied on the classic trio of steps for selecting candidates are application forms, interviews and references (Armstrong, 2012). However, it is important that, this classic trio should be complemented by incorporating selection tests and assessment centers (Armstrong, 2012). In addition, research has also highlighted the applicability of techniques such as self-assessment, group selection and work sampling for enhancing the selection process to suit...
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Maslow’s Hierarchy of Needs and Douglas McGregor’s Theory in IT industry

Maslow’s Hierarchy of Needs Abraham Maslow’s "Hierarchy of Needs" is “the most generally mentioned theory of motivation and satisfaction (Weihrich & Koontz, 1999).” Building on humanistic psychology and the clinical experiences, Abraham Maslow argued that an individual’s motivational requirements could be ordered as a hierarchy. Once a given level of needs is satisfied, it no longer helps to motivate. Thus, next higher level of need has to be activated in order to motivate and thereby satisfy the individual (Luthans, 2005). Maslow (1943) identified five levels of need hierarchy: Following Figure 1, illustrates Maslow's hierarchy of needs. Maslow’s "Hierarchy of Needs" could also be applied to an organization and its employee’s performance (Gordon, 1965). Figure 1, Maslow's hierarchy of needs (Source: Poston 2009) Accordingly to Maslow (1954), t he different levels of needs on Maslow’s hierarchy follows: Physiological needs...
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