Recruitment and Selection
Recruitment.
Recruitment is the process of identifying a gap in the company’s operation and identifying the skills needed to fulfill the gap for the company to operate effectively and efficiently. This process has 5 key features: attracting, interviewing, identifying, selecting, and hiring an individual to be a part of a company’s workforce.
According to (Arthur, 1998), a group of individuals consisting of managers and human resource specialist involves in understanding future job openings and hiring with a combination of apprehension and excitement. (Arthur, 1998) states that the labor pool in which the employers select new employees changes at every level from skilled, semi-skilled, and unskilled. A company needs to understand the expectations of tomorrow's workforce when hiring the type of employees needed.
(Boateng, 2021) states, it is a process of selecting the most suitable candidate among the pool of candidates who apply for the job. The result of this process will be the elimination of unsuitable candidates and the use of scientific techniques to identify the most suitable candidates.
Job Description
A job description is a list of activities or tasks the company has identified and should be carried out by the selected candidate through the recruitment process. (Armstrong, 2004)
Job Specification
This is also known as person specification, which defines the required knowledge, skill, and experiences that an organization would look for from a job applicant to carry out a specific job role offered by an organization. (Armstrong, 2004)
(Borrington &
Stimpson, 2013)
Superior Solutions BPO (PVT) LTD the company which I work for has 2 types of recruitment, full-time and project base recruitment. Full-time recruitment is when Superior Solutions hire employees for their main operations, whereas on-project recruitment is when superior solutions hire employees for a temperately period of time till the project is fulfilled.
List of
References
·
Arthur,
D. (1998) Recruiting, interviewing, selecting & orienting new employees.
Third. New York, NY: Amacom.
·
Boateng,
D.D. (2021) “Effect of bias on selection and recruitment,” Academia Letters
[Preprint]. Available at: https://doi.org/10.20935/al3187.
·
Michael
Armstrong. (2009) Armstrong’s handbook of human resource management
practice (11th ed). United Kingdom, Kogan Page.
·
Borrington, K. and Stimpson, P. (2013) Cambridge
IGCSE Business Studies 4th edition. UK, london: Hodder Education.
Agree on the content Tharaka. Further, the firms that are highly successful globally, constantly aim to preserve local recruiting methods and combine those local strategies with the global transfer of knowledge and best practices (Brewster, Sparrow & Vernon, 2007). One of the biggest obstacles to an organization's effectiveness is its failure to develop and put into practice effective methods for attracting qualified personnel and keeping them on board to help it accomplish its goals (Cascio, 2003).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteGreat introduction Tharaka. According to Beer (1984).Recruitment and selection not only seek to attract, obtain, and retain the human resources the organization needs to achieve the strategic goals, but may also have significant impact upon the composition of the workforce, the ultimate fit with the organization's needs and culture, and upon long-range employment stability.
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Chathuri Ranasinghe for the valuable information and I agree with your context. According to (Bryson, 2011) organizations should have a proper recruitment planning when hiring candidates, the recruitment planning should consider the organization's overall corporate strategy, culture, and values
DeleteAgreed with the content. In addition, the process of recruiting competent individuals for a job post is known as recruitment, while the process of finding and choosing the best candidate for that job is known as selection. Each employee's efforts are critical to the survival and success of a firm. As a result, it is critical to hire the correct individual for the position. A terrible hire may have an impact on overall business performance in the same way that a square peg does not fit in a round hole. When you select the incorrect applicant, the impact on your business is frequently far worse than not hiring anyone at all! Recruitment is not just an operational activity, but it is also a critical strategic activity for the company (Raghavendran, 2021).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Prabuddha for the valuable information and I agree with your context. The impact toward an organization is huge if the wrong candidate is selected, there would be a waste of time and cost as businesses will have to re-do the recruitment process in the to pick the best fit candidates and this process would delay in achieving company goals. In order to selected the best candidate from the recruitment process, business will have to
DeleteSpecify your job posts
Plan and structure your job interviews
Conduct tests and assessments
Properly communicate with applicants
The formation and growth of a firm depend heavily on the HR Recruitment process, it is where the composition of the company lies. (Pore, 2018)
Hi Tharaka, The recruitment and selection are considered to be two different process. According to Barber (1998) recruitment refers to basic activity of attracting & identifying potential workers for the organizations. Gilmore & Williams (2013) discussed selection process starts after recruitment, where the job applications are scrutinized, and decisions are taken to choose right person for right job. Studies have discussed that the traditional personnel management functions specifically like recruitment and selection have been displaced based on organizational strategic objectives (Lance, 2007).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Sachin for the valuable information and I agree with your context. Selection is the process of choosing the best applicant for a job opening in an organization, according to (Jenkins and Rigg, 2003). In other words, the process of interviewing people, assessing their qualifications for a job, and choosing the best candidate for the position is selection. The organization will benefit from choosing the right individual for a vacant position because it will help it achieve its objectives.
DeleteAgreeing with the shared content . According to the research, both internal and external sources should be used for recruiting and selection, the findings also showed a strong correlation between recruitment and selection methods and organizational success, Also, the outcome of the study further showed that there was no significant link between recruitment and selection practices and the employment of competent staff. The selection of candidates is mostly influenced by political and socioeconomic factors, To ensure that the best and most deserving workers are hired, the study also advised that formal guidelines and procedures on the recruitment and selection processes be properly followed (Nanor et al., 2022).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Danushika for the valuable information and I agree with your context. Internal recruitment is when a company decides to fill a gap in the workforce by using an employee who would be already working in the organization (Borrington & Stimpson, 2006) and External recruitment is when a company decides to hire an employee outside the organization. (Hogarty, 2022) Superior Solutions the company which I work for do use both methods when it comes to recruitment process. Employees who already work at superior Solutions are been given promotions for higher post (Internal recruitment) and hire employees from outside to fill the gaps formed in the workforce.
DeleteGreat Introduction Tharaka, I agreed the content and to add furthermore, according to Armstrong, Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs and moreover, the aim of selection is to assess the suitability of candidates by predicting the extent to which they will be able to carry out a role successfully (Armstrong, 2014).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Jayathilake for the valuable information and I agree with your context. (Gamage, 2014) sates. Recruitment as it eliminates many applications while picking only a select few to complete the post, selection may also be seen as a process of rejection. To make the best selection decision, selection needs the application of one or more techniques to assess an applicant's fitness. Therefore, in contrast to a positive function, the selection function can be negative.
DeleteGodd Introduction, Recruitment and selection processes are one of the most important way in a company being repeated periodically. Recruiting and selecting the right workers is very important to organizations progress (Emma & Denisa, 2017). Today, Recruitment and Selection is considered as a crucial frame for aligning the people of the association to the business objects. Likewise, in moment’s modernized associations, Recruitment and Selection is seen as a major donation to Human Resource Management (Argue, 2015).
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DeleteThank you Ameen for the valuable information and I agree with your context. Recruitment and selection is part of a multi-layered process. Recruitment involves actively seeking out and advertising to potential candidates and obtaining their interest in the position. Selection refers to the process of determining the best candidate from the pool of applicants. (Delpueche, 2020)
DeleteA very useful blog post, this one. A candidate pool is culled, and the best candidate is chosen through the recruitment process. More specifically, the initial screening interview will mark the beginning of the selection process, and the final employment offer will mark its conclusion. 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 between will vary depending on the needs of the business (Kamran et al., 2015).
ReplyDeleteThank you and much appreciatedfor your valuable information.
DeleteThank you Zoysa for the valuable information and I agree with your context. A company's overall resourcing strategy, which ensure the human resources required for an organization to survive in the medium term, include recruitment and selection as a key component. (Elwood & James, 1996). Employees are the bloodline of a company and by having talented employees will help a business to survive and succussed in the market
DeleteAgreed Tharaka, The hiring process, which is handled by HR, is the first step in giving the association a recruiting and competitive advantage. Finding and choosing a competent or eligible candidate to fill an available position is called recruitment (Anwar & Abdullah, 2021). These practices or regulations are designed to improve organizational effectiveness, employee satisfaction, and product quality.
ReplyDeleteThank you Mendis for the valuable information and I agree with your context. The term "hiring process" refers to the search, selection, and hiring of new employees by a business. The three main parts of this process are planning, hiring, and employee selection. Since the process requires strategic and pragmatic thinking while staying humane. Reviewing applications, identifying the best applicants for interviews, testing candidates, deciding amongst candidates to hire, and carrying out different pre-employment exams and inspections are all part of the hiring process. (Claudia, 2021)
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