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 fairs (Korsten, 2003).
In the absence of a proper selection process in a company, recruiting managers are likely to hire the people they like or candidates who are not fully qualified for the job. Selecting a job candidate is not solely about finding someone for the job but about finding the best possible person available that fits the open position (Armstrong 2014). The most likely reasons why the right candidates will stand out in the company are:
• They are well experienced and ready to start work immediately after hiring
• They are ready for the offered job in terms of training
• They are ready to contribute to the company by sharing their knowledge in their area of expertise
These qualities in a candidate cannot be seen from the outside by merely looking at a resume. As the candidates’ progress in the selection process, certain candidates showcase their eligibility for the position by passing the given interview exams with exceptional results, networking well with hiring managers during the process or exhibiting aptitude during a mocked day on the job (Townley, 1989). According to Sekiguchi, (2004) these exceptional applicants help the recruitment managers remove the unfit/sub-par candidates in the pool of applicants for the role. In other words, the selection process matters to a company because it:
• Saves money in the long run by finding reliable permanent employees
• Links the right candidates to open vacancies
• Looks for the best suitable candidate for the position rather than just recruiting a qualified person
Conclusion
Selecting the right employees is an important outcome for the recruitment team and establishing the correct process can enhance the experience of the candidate, Interviewer, Hiring Manager and the HR Department. It can also help increase the effectiveness of the organization.
HR should ensure that they adhere the correct Recruitment and Selection processes and attract the best resources for the organization. Because it is so expensive to go through the recruiting and selection process, timing of hires is important. If the organization hasn’t found the perfect candidate but hiring funds are running out, might find that one or two candidates are good-enough fits and can be trained in weaker areas.
References
• Armstrong, M. and Taylor, S. (2014). Armstrong's handbook of human resource management practice, 13th edition. London: Kogan Page.
• Costello, D. (2006), Leveraging the Employee Life Cycle, CRM Magazine, 10 (12), pp.48-48.
• Korsten A.D. (2003.) Developing a training plan to ensure employees keep up with the dynamics of facility management Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15)
• Sekiguchi, T., 2004. Person-organization fit and person-job fit in employee selection: A review of the literature. Osaka keidai ronshu, 54(6), pp.179-196.
• Sparrow, P R (1999) The IPD Guide on International Recruitment, Selection and Assessment, IPD, London
• Townley, B (1989) Selection and appraisal:reconstructing social relations?, in (ed) J Storey, New Perspectives in Human Resource Management, London, Routledge
Agreed, recruitment is the process of hiring qualified people for the available job vacancies (Ofori & Aryeetey, 2011). Although many people may apply for a job posting, only attracted individuals will be qualified for the job (Gamage, 2014) .
ReplyDeleteHi Shakir, appreciated your feedback.
Deleteagree with you and job posting is covered in "Sources of Recruitment" post.
Agree with above content. Recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right caliber of candidates are identified (Walker, 2009).
ReplyDeleteHi Chandran, appreciated your feedback.on my post. as you highlighted, most recruitment and selection processes have elements of subjective judgement inherent in them. But treating job applicants in a professional and positive manner is more likely to leave them, whether they are successful or not, with a positive view of the organization and how it has dealt with the applicants (National University of Ireland, 2006).
DeleteI agree with the points you have brought up Thilana. The importance of a well organized and detailed selection process cannot be overstated (Kapur, 2018). Even though the process is costly and time consuming, a rushed hire could have disastrous and long term effects on a company, leading to high staff turnover and missed opportunity costs (Mascarenhas, 2011).
ReplyDeleteHi Jehan, appreciated your feedback on my post. As against informal process for recruiting and selecting employees, a systematic selection process involves the recruiting process, gathering information about qualified applicants, evaluating the qualification of each applicant and making decisions about employment (Gamage, 2014).
DeleteHi Thilana, I do agree with the content.Generally speaking, HR's main duty is to find competent individuals or workers to work for an organization that selects and recruits the backbone for all HR activities(Gareth, 2005).HR as a goal is to maintain an organization's skilled workforce to keep it running smoothly. The HR department is responsible for finding and training people, and these people need to be motivated.
ReplyDeleteHi Indika, appreciated your feedback on my post. Research in the area of strategic human resource management has suggested that HR alignment with and involvement in strategic decision-making promotes better performance for the firm (Novicevic & Harvey, 2001).
DeleteAgreed on the statements while adding recruitment is a process of finding a suitable candidate for a job and stimulating candidate to apply for the mentioned job. It is important to have a proper recruitment process since it is attracting more candidates to apply for the organization and it will increase the pool of candidates with a minimum cost (Maloney,2012).
ReplyDeleteHi Nayani, appreciated your feedback on my post and agree with you and according to Brazeel (2010), “Right now is the time to develop a strong recruitment and selection strategy to counter the effects of turnover and increase the opportunity to gain top talent”.
DeleteHi Thilana, I agree with the above content as recruitment essentially brings talent to the company (Sills, 2014).Recent researchers states that the best way to hire and keep top talent is to create a company culture where the best employees want to work, a culture in which people are treated with respect and consideration at all times.
ReplyDeleteHi Sithari, appreciated your feedback on my post. yes, you are correct as recruitment brings new talents and It is of vital importance to be aware of the decisions made at the early stages of recruitment and selection as this will impact on the overall strategic long-term vision of the organization (Henderson, 2011).
DeleteThe recruitment objective is to attract the human resources which needed to develop the organization's adequate activities. This can only be achieved if the recruits have the values, attitudes and personalities that fit the corporate culture(Muscalu,E.2015).
ReplyDeleteHi Yohan, appreciated your feedback on my post. The HR strategy should be aligned with the business strategy to therefore shape the organizational culture. For the business strategy to work the organization must take into consideration important HR limitations. Today, organizations are constantly looking at human resources as key assets as they are regarded as valuable contributions towards competitive advantage (Sahoo, Das & Sundaray, 2011).
DeleteAgree with you Thilina, wWhile recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right calibre of candidates are identified (Walker, 2009)
ReplyDeleteHi Sheron, appreciated your feedback on my post. Recruitment and selection are vital functions of human resource management for any type of business organization. These are terms that refer to the process of attracting and choosing candidates for employment. The quality of the human resource the firm has heavily depends on the effectiveness of these two functions (Gamage, 2014).
DeleteThere has been a major rise in the usage of the Internet to recruit and select individuals (Hopkins & Markham, 2003). Because of e-recruitment, saving cost and time has become easy, based on research evidence by (Hart, Doherty & EllisChadwick, 2000).
ReplyDeleteHi Mizni, appreciated your feedback on this post. Yes E-Recruitment is one of the key feature in recruitment process. I have covered the E-Recruitment on “New Trend on Recruiting and Selection” post.
DeleteAgreed, Recruitment and selection process in an organization is important in order to attract an effective workforce. This is important because it would determine the business success and would affect the whole organization operation. One of the most valuable assets in an organization is the employees (Robin, 2014)
ReplyDeleteHi Chathura, appreciated your feedback on my post. As explained by Opatha (2010), recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization. It is a set of activities an organization uses to attract job candidates who have the needed abilities and attitudes. Recruitment is the process of generating a pool of qualified applicants for organizational job vacancies.
DeleteHi Thilana, the recruitment and selection plays an importance role where the organization is looking for in applicants should be largely influenced by where and how the organization recruits (Sparrow, 1999).
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