The success of a company can be influenced by effective hiring and selecting practices. Both internal and external sources of candidates should be taken into account during the hiring process. This will raise the likelihood that organizations will draw in a diverse pool of candidates. A thorough recruitment and selection procedure should also be used.Finding candidates for the open post and encouraging them to apply is the process of recruitment. The selection process include choosing the top applicant from the pool of candidates and making them an offer of employment. Any company's personnel are key to its success. If an employee is ideal for a position, the entire company will profit from its exceptional performance. The correct individual for the right job can be chosen with the aid of recruitment and selection. It aids in lowering an organization's losses (Surbhi S, 2018).
Video
1- How to master recruiting
Video 1 illustrates how to become a world-class recruiter that will enable the organization to reach its potential.
Comparison Chart (Surbhi S, 2018):
|
Basis for
comparison |
Recruitment |
Selection
|
|
Meaning
|
The
process of recruiting involves looking for applicants and encouraging them to
apply. |
The
act of choosing the top candidates and extending an offer of employment is
referred to as selection. |
|
Approach
|
Positive
|
Negative
|
|
Objective
|
Increasing
the number of applicants for the open position. |
Selecting
the best applicant while dismissing the others. |
|
Key
Factor |
Advertising
the job |
Appointment
of the candidate |
|
Sequence
|
First
|
Second
|
|
Process |
The
company notifies candidates of open positions via a variety of channels, and
the candidate is given access to an application form. |
The
company requires applicants to proceed through several stages, such as
filling out forms, writing tests, interviews, physical exams, and so forth. |
|
Contractual
Relation |
Recruitment
just entails communicating job openings, so no contractual relationship is
created. |
Establishing
a contractual relationship between the employer and the employee entails
selection. |
|
Method
|
Economical
|
Expensive
|
In conclusion, employee performance and recruiting and selection have a considerable linear relationship. There is enough evidence to support that if recruiting and selection procedures are not compromised, a company can hire people who are dedicated to its goals (Armstrong, 2008). Additionally, the recruiting and selection process is a crucial part of the human resource management function because it will directly affect employee performance (Kloot and Martin, 2000). Recruitment should be properly planned and in line with the organization's overall corporate strategy, culture, and values (Bryson, 2011). It's vital to note that some organizations' recruitment and selection policies and procedures may use internal promotion as a primary means of ensuring that employees remain motivated and devoted (O'Meara, 2013).
References
Armstrong, M.
(2020). Armstrong’s Handbook Of Human Resource Management Practice. S.L.:
Kogan Page.
Boudreau, J. W., &
Rynes, S. L. (1985). Role of recruitment in staffing utility analysis.
Journal of Applied Psychology, 70(2),
354–366. doi:10.1037/0021-9010.70.2.354
Bryson, J.M. (2011). Strategic
planning for public and nonprofit organizations : a guide to strengthening and
sustaining organizational achievement. San Francisco, Ca: Jossey-Bass.
Kloot, L., & Martin, J.
(2000). Strategic performance management: A balanced approach to
performance management issues in local government. Management Accounting
Research, 11(2), 231–251. doi:10.1006/mare.2000.0130
O'Meara B. 2013. The
Handbook of Strategic
Recruitment and Selection:
A Systems Approach. Emerald Group Publishing Ltd, Bingley,
UK.
Surbhi S (2018). Difference Between Recruitment and
Selection (with Comparison Chart) - Key Differences. (online) Key Differences.
Available at: <https://keydifferences.com/difference-between-recruitment-and-selection.html.> (Accessed on 18th November 2022).
Waters, E.
(n.d.). Recruitment and selection - 2120 Words | Report Example. (online) Free
Essays. Available at: <https://ivypanda.com/essays/recruitment-and-selection/.>(
accessed on 15th November 2022)
www.youtube.com. (n.d.). How to master recruiting |
Mads Faurholt-Jorgensen | TEDxWarwick. (online) Available at:< https://www.youtube.com/watch?v=sxjgL64czRY&t=2s> (Accessed 17 November 2022).
Totally agreed with your content in the Conclusion Piumadi. In addition to that the overall aim of Recruitment & Selection is to obtain the number and quality of employees that are required to satisfy the strategic objectives of the organization, at minimal cost (Ofori & Aryeetey, 2011). There is a positive relationship between the extensiveness of recruiting, Selection test validation and the use of formal selection procedures which increase the Organization performance and overall profits (Rauf, 2007). It is important for managers to understand about the objectives, policies and practices used for selection (Bohlander, Snell & Sherman, 2001). Eventually when the best people are selected for the Organization the productivity will increase (Osemeke, 2012).
ReplyDeleteThank you for your comment Romeda. There are many tactics used in hiring today, some of which are not widely approved by experts or are not advised for the hiring process, as was noted in a piece on some of the issues facing recruitment and selection criteria in businesses. Selection procedures can be judged in a variety of ways. Comparing hiring methods based on their applicability, objectivity, affordability, and range of use is one strategy that might be used (István, 2010).
DeleteHi Ranga, Recruitment is the process of having the right person, in the right place, at the right time. It is crucial to organizational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills (CIPD, 2014)
ReplyDeleteIf a company wants to get the most out of its recruitment efforts, significant consideration must go into developing the recruitment strategy. After establishing a comprehensive plan, the next stage is to implement recruitment practices that are in line with the strategy, such as posting a job opportunity on the organization's website (Srinivasa, n.d.).
DeleteGreat thoughts on Recruitment Ranga. I would like to share some thoughts on how Technology could be used as important tool in selection. Data revolution is reshaping internal talent decision-making through the next generation of People Analytics. Using data to understand and improve the employee lifecycle has become a common practice for many large organizations. As much of the modern work experience is conducted through Zoom, Slack, and other collaboration tools (and increasingly so thanks to Covid-19), employee's digital footprints can be mined to better understand their engagement (Gelbard, Ramon-Gonen, Carmeli, Bittmann, & Talyansky, 2018), how they collaborate with others (Gelbard et al., 2018), performance and intention to live (Gelbard et al., 2018), counterproductive work behaviors (Gelbard et al., 2018), and the company culture (Gelbard et al., 2018). Having access to these insights in real-time and across the entire organization could go a long way to solve many of the issues outlined at the start of this chapter, thus building better employees, teams, and leaders.
ReplyDeleteAppreciate your comment Vidura. More recently, the development of technology has had a significant impact on employee recruitment and selection, affecting all various areas of the recruitment and selection cycle (Woods et al., 2020). The use of the internet and popular social networking sites are only two examples of the new and varied technology advances that have emerged and had a significant impact on how recruiters operate and job searchers search for employment. Technology's impact on the field's shifting landscape has sparked a surge in study interest across a number of disciplines, including computer science, data science, engineering, organizational psychology, and human resources management (Montuschi et al., Obaid et al., 2020).
DeleteAgreed. In order for an association to sustain competitive advantage each step in the Recruitment and selection process needs careful time and consideration. Opinions made in the Recruitment and selection stage will impact the company in the future, Bad opinions made in the selection process can produce serious costs for an association (Argue, 2015).
ReplyDeleteThank you for your comment Zacky. Any organization's recruiting and selection process is a serious business since the caliber of the personnel that was brought on board through these processes determines the organization's success or the effectiveness of its service delivery (Ezeali and Esiagu, 2010).
DeleteAgreed Ranga. Both internal or external recruitments have advantages and disadvantages. Internal recruitment can save cost and time, but you might not be able to see new concepts, innovation and diversity. On other hand external recruitment will bring people with innovation, new ideas, and energy but it will be very costly and time consuming. Therefore, companies must use a combination of these methods (Muscalu, 2015).
ReplyDeleteThank you for your comment Sarasi. Since recruitment and selection involve finding the best candidate for a position (Obikeze & Obi, 2004), it has been emphasized that recruitment procedures that produce a sizable pool of qualified applicants, paired with a valid and reliable selection regime, will have a significant impact on the caliber and type of skills new employees possess (Okoh, 2005).
DeleteFor years and years employee recruitment, selection, and assessment has been one of the most prominent and important function every successful organizations deeply focus on (Ryan and Ployhart, 2014) and human resource management (Markoulli et al 2017). Handling traditionally with the successful attraction, assessment, selection and onboarding of employees in an organization, it has always been a critical and luxurious operation in every organization.
ReplyDeleteThank you for your comment Iyngaraj. Understanding the selection objectives, rules, and procedures is crucial for managers. More significantly, individuals who are in charge of choosing candidates should have access to sufficient information (Bohlander, Snell & Sherman, 2001). Human resource procedures and policies inside a firm play a significant role in influencing employee behavior and attitudes (Robbins, 2005).Productivity rises when the best people are chosen for the position (Osemeke, 2012).
ReplyDeleteThis blog post is pretty informative. Selecting the top candidate from a group of applicants is the process of recruitment. Additionally, the first interview for screening purposes will be followed by the final job offer in the general selection process. While the steps in between will vary depending on the requirements of the company, each step is necessary to increase the applicant's knowledge in order for the decision-makers to select the candidate who is most qualified for the open position (Kamran et al., 2015).
ReplyDeleteThank you for your comment Dehara. Recruitment is the fundamental process via which employees join organizations. The process of recruitment involves looking for potential employees to apply for the job postings in the recruiting agency. The process of selecting a qualified applicant from the pool of job applications is called selection. Following the conclusion of the recruitment procedure, the selection process begins. Selection is the unfavorable side of HR procedures, whereas recruitment is the positive one. Many experts agree that ethical hiring and hiring practices are necessary for businesses to survive in a cutthroat economy (Anushyayogarajan and Soundararajan, 2017).
DeleteHi Ranga, Very Interesting article, recruitment assists in generating a pool of suitable and interested job applicants, from which some are chosen for the additional selection process. Therefore, it is the basis for the selection process. If the recruitment process is carried out effectively, it will help in employing workforce that suits the organizational requirements (Chaturvedi, 2009)
ReplyDeleteThank you for your comment Shermila. Selection policies should be ethical for the companies in order to persist in the competitive environment. The major goal of recruiting is thought to be "to obtain at minimum cost the number and quality of personnel required to serve the human resource demands of the company."(Armstrong, 2001, p.385).
DeleteI Agreed on Ranga. Recruitment and selection comprise a central part of a company’s overall resourcing strategies, which secures the human resources needed for an organization to survive in the medium term (Elwood & James, 1996). Moreover, there is an optimistic and significant rapport between recruitment and selection and the performance of a firm. Sang (2005) also found a positive correlation between recruitment and selection and business performance. Ichniowski and Shaw (1999), Katou and Budhwar (2006).
ReplyDeleteThank you for your comment Thilini. The primary goal of hiring and choosing new team members should be to ensure that "the required numbers of employees with required talent are available when needed" (Bratton and Gold, 2001, p. 13).
Delete