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RECRUITMENT AND SELECTION | INTRODUCTION

 

Introduction to Recruitment and Selection

Globalization has led the organizations around the world to work more efficiently and effectively in order to cope up with the changes in the global economy (Karim et al.,2021). Managing the Human Resource in a peculiar way, especially the recruitment and selection process is vital for an organization to strive. The quality of the human resource largely depends on how effectively the businesses conduct their recruitment and selection processes as Karim et al. (2021, p. 18) describes these processes as the ‘... lifeblood of every organisation’

Definition of Recruitment

This is a process of finding or choosing and hiring the most suitable and qualified candidate internally or externally from the organisation for a job opportunity (Hamza et al., 2021; Roberts, 1997). Recruitment is also known as the withdrawal of labour (Lestari et al., 2020).

Definition of Selection

This is the process of evaluation and holding interviews for the candidate to examine the suitability of the candidate for a particular position (Hamza et al., 2021). In the study of Recruitment and Selection, Kusu and Balaji (2020) states that selection is the process of determining the most appropriate candidate for a particular job from the candidates recruited.

Recruitment and Selection are often said together as a common term as similar processes and main tools are being used (Searle and Al-Sharif, 2018).

Since I am in the Education Sector working as a teacher in a reputed International School, the Human Resource Teams in many schools are more attentive towards the recruitment and selection processes. This is mainly because a school should maintain the quality of the education that they provide which mainly depends on the quality of the teachers hired by the school as the teachers or the ‘… managers of education’ are the integral part of building the character and future of a student (Lestari et al., 2020, p 108). Poor hiring and selection decisions will definitely have a huge impact on school culture as well as student outcomes (Cameron, 2018).

So, it can be concluded that recruitment and selection is the most vital functions of Human Resource Management and is the best practice in hiring the appropriate candidates for the positions as it regulates the objectives of the organizations (Otoo, Assuming and Agyei, 2018)

 

List of References

Cameron, V., 2018. Human Resource Management in education: Recruitment and selection of teachers in independent schools.

French, R. and Rumbles, S., 2010. Recruitment and selection. In Leading, managing and developing people (pp. 169-190). CIPD Publications.

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 organizational performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.

Karim, M.M., Bhuiyan, M.Y.A., Nath, S.K.D. and Latif, W.B., 2021. Conceptual Framework of Recruitment and Selection Process. International Journal of Business and Social Research, 11(02), pp.18-25.

Kusu, R. and Balaji, S., 2020. A study on recruitment and selection. Malaya Journal of Matemati, 2, pp.783-7844.

Lestari, B., Novitasari, D., Silitonga, N. and Asbari, M., 2020. The effect of recruitment and career development on the spirit of teachers’ work performance in Mts Nurul Huda. Journal of Industrial Engineering & Management Research, 1(3), pp.108-121.

Otoo, I.C., Assuming, J. and Agyei, P.M., 2018. Effectiveness of recruitment and selection practices in public sector higher education institutions: Evidence from Ghana. European scientific journal, 14(13), pp.199-214.

Roberts, G., 1997. Recruitment and selection. CIPD publishing.

Searle, R.H. and Al-Sharif, R., 2018. Recruitment and selection. In Human Resource Management (pp. 215-237). Routledge.

Sołek-Borowska, C. and Wilczewska, M., 2018. New technologies in the recruitment process. Economics and Culture, 15(2), pp.25-33.

Sothy, C., 2019. The effectiveness of principal in managing human resources in private secondary schools in phnompenh, Cambodia. International Journal of Scientific and research publication. Vol9, (6), pp.422-425.

Comments

  1. ishamiamAugust 24, 2022 at 9:35 AM

    Recruitment is the process of discovering potential candidates for actual or anticipated organizational vacancies. Or from another perspective, it is a linking activity—bringing together those with jobs to fill and those seeking jobs (DeCenzo and Robbins, 1994)

    ReplyDelete
    Replies
    1. Nimshi RanawanaSeptember 8, 2022 at 11:59 PM

      Indeed. Finding possible applicants for current or future organizational openings is the process of recruitment (Kamran, Dawood and Hilal, 2015).

      Delete
  2. Asitha GalhenaAugust 24, 2022 at 11:42 AM

    This comment has been removed by the author.

    ReplyDelete
  3. Asitha GalhenaAugust 24, 2022 at 11:43 AM

    According to Berry, Petrin, Gravelle and Farmer (2011), insufficient training and experience make teachers work less effectively and less committed to their profession. Therefore recruitment and selection in the education sector are critical.

    ReplyDelete
    Replies
    1. Nimshi RanawanaSeptember 9, 2022 at 12:06 AM

      Yes. I agree. In the study by Landertinger, Tessaro and Restoule (2021) delivering education to students, eliminating financial obstacles and establishing alternate routes for certification and admittance are the suggested recruitment strategies to be used.

      Delete
  4. Virosha AriyawanshaAugust 24, 2022 at 11:45 AM

    I agree with your conclusion Nimshi. The process of hiring new employees into an organization through recruiting and selection is a serious task since it determines whether the organization will succeed or how efficiently services will be provided. 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. Human resource strategies and regulations play a significant role in influencing employee behavior and attitudes as well ( Ekwoaba, Ikeije and Ufoma, 2015).

    ReplyDelete
    Replies
    1. Nimshi RanawanaSeptember 9, 2022 at 12:10 AM

      Yes, I agree. Proper recruitment and selection process creates a talent pool of potential applicants for the organization's advantage and by reducing the number of visits from non qualified or overqualified job seekers, the selection process is more likely to be successful (Kumari and Malhotra, 2013)

      Delete
  5. Reshan FernandoAugust 28, 2022 at 8:06 PM

    It is important that job advertisements are made available to all employees. Satisfying job postings can ensure that minority workers and other individuals belonging to disadvantaged groups and economically weaker sectors of society are aware of opportunities within the organization. The weakness of job placement is employee pessimism that occurs when jobs are posted as open, but in reality, the organization has already selected a strong internal candidate. Such practices generate antipathy and disbelief among employees, when they believe that the job advertisement is just a formality with less real opportunity for advancement (Gusdorf, 2008).

    ReplyDelete
    Replies
    1. Nimshi RanawanaSeptember 9, 2022 at 12:13 AM

      Yes. I agree. In terms of future screening and hiring, paying attention to conveying the right message while luring candidates may be cost-effective (De Cooman and Pepermans, 2012)

      Delete
  6. Danushi SeneviratneAugust 29, 2022 at 9:47 PM

    It is necessary to match up future work force requirement with the supply of labour (both internal & external) often this will mean recruitment in advance of actual requirements so that the necessary training and development of , for example, graduates and apprentices can take place. Usually a balance will need to be reached between recruiting for immediate needs and recruiting for internal training for development or promotion. (Compton , 2009)

    ReplyDelete
  7. Dulshan EdirisuriyaAugust 31, 2022 at 11:05 PM

    Hi Nimshi,
    The organizations should check and identify if there is any potential candidate for the new vacancies within the organization during the process of job analysis and designing (Hamza, Othman, Gardi, Sorguli, Aziz, Ahmed, Sabir, Ismael, Ali and Anwar, 2021). Recruiting skilled temporary workers such as outsourced staff, contract basis staff, interns for an organization has become a challenge due to low salaries, volatility of job, low reward and recognitions. If the organizations can provide opportunity for the temporary employees to become permanent employees, then the organizations can attract skilled temporary workers (Lievens and Chapman, 2010). As per my experience in a leading medias services company in Sri Lanka, all the vacancies are published internally for one month of time period before posting externally. It gives the opportunity for the staff to climb up the ladder of success and motivates them to be more skilled, knowledgeable and talented.

    ReplyDelete
  8. Dulshan EdirisuriyaAugust 31, 2022 at 11:07 PM

    test

    ReplyDelete
  9. Hiranka MBASeptember 1, 2022 at 11:40 PM

    I agreed that Recruitment and selection playing a major role of achieving HR strategy for the organization and it can attract and retain suitable employees within the organization (Anderson, 2001). Those two functions can be identified as key functions of HRM of the organization where the effectiveness and efficiency of such functions directly impact on the success of the organization.

    ReplyDelete
  10. Rumaiz AhamedSeptember 3, 2022 at 12:28 AM

    Recruitment is a crucial process of an HR system. Gairola, (2015) defines recruitment as the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes activities like analyzing job requirements, attracting candidates, screening applicants, hiring and welcoming the new employee to the organization.

    ReplyDelete
  11. Rumaiz AhamedSeptember 3, 2022 at 12:32 AM

    Recruitment is a crucial component of an HR system. Gairola, (2015) defines recruitment as the process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes activities like analyzing job requirements, attracting candidates, screening applicants, hiring and welcoming the new employee to the organization.

    ReplyDelete
  12. Rumaiz AhamedSeptember 3, 2022 at 9:00 AM

    Recruitment is a key component of the HRM. Gairola, (2015) defines recruitment as the process of finding and hiring the best qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes activities like analyzing job requirements, attracting candidates, screening applicants, hiring and welcoming the new employee to the organization.

    ReplyDelete
  13. Masha PasquelSeptember 5, 2022 at 9:35 PM

    According to Robinson (2017), hiring the wrong employees could costs the company, by estimation, up to ten times of the typical employee’s compensation. It could disrupt the company’s culture and morale through the presence of negative influences. Staff turnover would also costs the management their valuable time because now they had to focus on recruiting new employees. Not to mention, the waste of training and salary costs. It could also leave negative impression on the company’s ability to attract future employees

    ReplyDelete
  14. Shafaz AhamedSeptember 8, 2022 at 11:37 AM

    Agreed. Barber identified the need for new employees, there are two distinct phases that are undertaken before potential employees are selected. The first phase termed recruitment attempts to attract a large pool of suitably qualified applicants, the second phase
    termed selection tries to identify the best qualified from the applicant pool (Barber, 1998).

    ReplyDelete
  15. Uditha WijethungaSeptember 8, 2022 at 12:32 PM

    According to (Gupta and Kumar,2014) the employees consider the employee references are one of the most reliable source of hiring the new employees and also to
    some extent portals, but before hiring from portals the references
    provided there are need to be confirmed.(Gupta and Kumar,2014)

    ReplyDelete
  16. Uditha WijethungaSeptember 8, 2022 at 12:38 PM

    According to the (Gupta and Kumar) the employees consider the employee references are one of the most reliable source of hiring the new employees and also to
    some extent portals, but before hiring from portals the references
    provided there are need to be confirmed(Gupta and Kumar,2014)

    ReplyDelete
  17. Hakeem HaneefaSeptember 9, 2022 at 9:27 PM

    Hi Nimshi ! well explained the important of recruitment for any organization. Elwood & James 1996 explains that recruitment and selection form a major part of an organization’s overall resourcing strategies, which identifies and secures people needed for an organization to survive and succeed in the short to medium-term.

    ReplyDelete

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