Recruitment and Selection Process
Recruitment and selection could be considered as the core function and
the most important function performed by the Department of Human Resource (Chungyalpa and Karishma, 2016). The processes
used by companies for the recruitment and selection may vary from each other (Fariha, 2020). According to Hamza et al. (2021), there are 4
stages in the traditional recruitment process.
Figure 1: Traditional recruitment process
Source: Hamza et al. (2021)
As per the diagram above, the steps can be further elaborated as follows,
- Stage
01 – Need to clarify
whether there is an actual need for the recruitment.
- Stage
02 – Need to update
the job description and job specification which include competency, skills and
knowledge needed from the candidate and the duties and responsibilities related
to the job opportunity (Augustine et al., 2021).
- Stage
03 – once the job
description and job specification is identified, it is mandatory to identify
the possible sources mainly internal and external sources of recruitment
(Sultana, 2018)
- Stage 04 – After identifying the sources, an organisation should select a means of communication depending on the source of recruitment selected. If it is internal source the organisation could use emails and memos and if it is external source the organisation could use job posting on websites (Hamza et al., 2021).
In the study of Recruitment and Selection, Hamza (2021) describes the common
selection process for many organisations as follows,
Figure 2: Selection Process
Source: Hamza et al. (2021)
As per the above flow chart, the organisation
will select ideal candidates for the position after screening the CVs where the
rest will be rejected. A writing test or an interview will then be conducted
depending on the nature of the job opportunity in order check the suitability
of the candidate. The organisation will then do a background check on the
candidates who performed well in the interview/writing test and final selection
will be done. Even at this stage the organisation will lay off some candidates
who are less suitable for the position. Once the final selection is done, the
ideal candidate for the position will be selected and a medical and physical
examination will be conducted (Hamza et al., 2021)
The reputed International School which I work
follows a mediocre selection process. Once the screening of CV is done, an
interview with a 10 minutes demonstration is held which is not sufficient to ensure
the quality of a teacher and whether he or she is the ideal candidate for the
teaching position. No written tests are conducted to check the knowledge and
competency of the teacher or background checks are done before the placement
which could be a potential risk to the school. It would be highly recommended
to follow the above mentioned selection process in our school as well, to
ensure and maintain the quality of the education provided by the school.
List of
References
Augustine, E.A., Ejeje, E.F., John, O.N.,
Richard, E.B. and Nwuguru, M.J., 2021. Correlation Between Job Analysis and
Corporate Performance of Business Organisations in Nigeria: A Study of Niger
Mill Plc Calabar. International Journal of Entrepreneurship and
Business Innovation, 4(1), pp.10-52589.
Chungyalpa, W. and Karishma, T., 2016. Best practices and emerging
trends in recruitment and selection. Journal of Entrepreneurship & Organisation
Management, 5(2), pp.1-5.
Fariha, R., 2020. Recruitment and selection procedure of NRB Bank
Limited.
Hamza, P.A., Othman, B.J., Gardi, B., Sorguli,
S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar,
G., 2021. Recruitment and selection: The relationship between recruitment and
selection with Organisational performance. International Journal of
Engineering, Business and Management, 5(3), pp.1-13.
Kraev, V.M. and Tikhonov, A.I., 2019. Risk management in human resource
management. TEM Journal, 8(4), p.1185.
Noe, R.A., 2017. Fundamentals of human resource management.
Boston, Mass. McGraw-Hill.
Well explained Nimshi.
ReplyDeleteOrganizations employ a variety of techniques to develop a sustainable practice strategy that is both efficient and affordable. The basic goal of recruiting is to identify the best candidates from the pool of competent candidates for a certain position in the industry. Making sure that qualified candidates are available to fill open positions in the company is the main goal of recruitment. Effective candidate selection cannot take place when recruitment is ineffective because selection must begin with a pool of unqualified candidates. Added that the goal of recruitment is to create a big enough pool of candidates so that there are enough people with the right qualifications to fill positions (Abbas, Shah and Othman, 2021).
Agreed. An organization's ability to attract new members determines the quality of the talent pool they have to use to further its predetermined objectives (Hunter et al., 2017)
DeleteAs you explained, a well-executed recruiting and selection process is crucial for the organization since it enables thorough and impartial verification of candidates' ability to live up to expectations from their employers and results in their employment. The primary objective of the personnel selection team is not the procedure itself but rather the selection of a candidate who satisfies all requirements and is unquestionably qualified for a particular post (Borowska and Wilczewska, 2018).
ReplyDeleteYes, I agree. Recruitment makes it easier to find the kinds and numbers of people that are needed to keep an organization running. Finding qualified candidates to fill open positions that fulfill job requirements and specifications is the goal of recruitment (Naveen and Raju, 2014)
ReplyDeleteYes, agreed. The process of managing and planning the organization's human resources generally includes recruitment (Tomčíková, 2016)
ReplyDelete