According
to Korsten (2003) and Jones et al. (2006), Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits
of interviews, assessment and psychometric examinations as employee selection
process. They further stated that recruitment process may be internal or
external or may also be conducted online. Typically, this process is based on
the levels of recruitment policies, job postings and details, advertising, job
application and interviewing process, assessment, decision making, formal
selection and training (Korsten 2003).
Toyota
in North America used a selection process for production team members that
consists of four stages (Piatkowski, 2004)
1. Personal
interviews
2. Aptitude
tests
3. Job
simulation
4. Reference
checks
It is
virtually agreed that there is a greater dependency on effective recruitment
& selection process for the success of an organization. According to
Khanna, 2014 recruitment and selection, often termed as talent acquisition in
many companies, is the heart to business success and growth. As the business environment
becomes more and more competitive, having the right people with the right
skills for the right tasks becomes all the more critical. Indeed it can be a
source of competitive advantage (Chungyalpa & Karishma, 2016). It is
pertinent to mention that the changes in culture in contemporary organizations,
especially in 21st century has exposed recruitment to many
challenges (Ployhart, 2006) especially when digging for qualified &
competent applicants.
Recruitment
& selection could be considered as one of the key functions of HR
Department of a particular organization. The process, in summary involves the
following phases (Chungyalpa & Karishma, 2016).
• Job
analysis
Preparation
of Job Description (JD), examining tasks ‘why-how-when’, remuneration
Right number
of people, and the right kind of people, at the right places, at the right
time, doing things for which they are economically most useful
From
Application Form up to Placement & Induction
The
effective recruitment & selection begins with the leadership style
attributed to such activity in organizations (Armstrong,2014). The sense of
leadership requires in identifying the need for recruitment in first place
& acquire the talent based on factual requirement of the organization.
Polyhart (2006) reiterate the fact that decision makers may recognize staffing
as a key strategic opportunity for enhancing competitive advantage (VRIO
factors) & not mere hiring of individuals.
For
the recruitment & selection process to be effective, it is essential to recognize
the organizational values as well as the culture and the candidates’ profiles
are assimilated with them, ultimately only the ones who ‘Best Fit’ are
engrossed to the organization (Armstrong, 2008). The best-fit approach
emphasizes that HR strategies should be depending on the context, circumstances
of the organization and its type as well (Armstrong, 2008). Because such
employees are the individuals who carry the organization’s vision & mission
in future. In contrary, there is the need to attract people and this implies
that people have a choice about which organizations they wish to work for (Anosh
et al, 2014). As per Isenhour (2014) the
factors encouraging potential applicants in an organization such as size,
strategy, prestige are believed to signal the potential applicants about the
attractiveness and desirability of such organization as a better place to work.
The
motivational factors prescribed in Maslow’s Hierarchy of Needs theory are
imperative & required to be assessed cautiously when attracting the right
person, to the right job, on right time. Maslow established that peoples’ needs
could be divided in to five types which aroused in a lowest to highest order. The
lowest-order needs in the hierarchy must be fulfilled before the next order
need is prompted and this process continues until it reaches the peak (Kaur,
2013).
Leaders
require to take into consideration the needs of the individual, the new
technology that provides challenges and opportunities for meeting those needs,
enhanced employee motivation and commitment is possible (Benson & Dundis, 2003).
Thus it is essential these needs of the people are tackled at the forefront,
when recruitment & selection takes place and not when they are embedded to
the organization.
(Source: Studious, 2018)
The
model is primarily being used for motivation of employees of an organization,
based on their needs at the different stages of work life. The success &
sustainable growth of a company entirely depends on the competency of the
employees thus it is significantly important for such company to find &
recruit the most experienced, qualified & motivated candidates who will match the anticipated job profile
(Khanna, 2014). The Maslows Hierarchy could be used as a tool for attracting
the quality candidates by addressing the precise ‘need’ according to their
possession in the hierarchy.
Both
HNB & BOC, respectively the Sri Lanka’s leading private & state-owned
commercial banks have facilitated their corporate management with luxurious
vehicles indulging esteem needs for senior managers which further enticed with
club memberships & luxury apartments. On the other hand, the novices of
both banks hired as Banking Trainees & Banking Associates are gratified aiming
the needs in the bottom layers of Maslow’s triangle. This entails
physiological, basic & belonginess needs in the hierarchy explicitly a decent
salary, secured job, basic allowances, contented working environment with good
work relationships with superiors.
The
extended research for the Maslows theory carried out by McGregor hosted the
Theory X & Y, taking ‘Needs Theory’ to a different dimension in motivation.
According to Mohamed, (2013) Theory Y managers are the effective leaders who
could fulfill the psychological contract of workforces & will contribute
more to the organization under their patronage. It could be concluded that having
more Y type managers in the recruitment process will attract the anticipated
candidates who are qualified & experienced as well.
Figure
2.0: McGregor’s Theory X & Y – The Difference
Further
the effectiveness of the recruitment procedure rely on the tools that are being
used to identify the prospective candidates & their adaptability towards
the job role rather the JD. ‘Best Practices’ recognized by Chungyalpa &
Karishma in 2016 could be exercised for better recruiting & selection. Australian
Human Rights Commission follows four phase model in recruiting comprises of job
analyzing, interviewing, employment tests & finally interviewing.
At
present the recruitment and selection process is undergoing tremendous changes driven
by technological innovations with the use of social media and changes in
strategic outlook. The following are some of the key trends in recruitment and
selection process that are widely used in contemporary organizations
(Chungyalpa & Karishma, 2016).
1. Corporate talent network –
Online platform for promoting the company brand
name to attract new talent from a variety of sources including job candidates,
fans, employees, alumni, partners, suppliers and even customers.
2.
Building
an end-to-end talent brand –
How the company is being perceived by its
current employees, past employees and prospective employees.
3.
Use of
applicant tracking software (ATS) -
Software designed specifically
to meet the recruitment needs of a company focused essentially on managing the
entire recruitment process, monitoring ad campaigns, and creating an excellent
candidate experience.
4.
Develop
mobile recruitment strategy -
Growing trend among large
firms to create a mobile career site built specifically to meet the needs of
the mobile device users
5.
Growing
emphasis on using social networks -
Social networking sites such as LinkedIn,
Facebook
6.
Increased
focused on passive candidates -
Passive candidates (73%)
segment not actively seeking jobs but prone to new opportunities and offers.
Conclusion
Recruitment and selection
remains one of the most important functions of the HR department & also the
key to success in any organization. With the rapid rivalry among businesses,
selecting and recruiting the right and qualified talents become imperative in
order to sustain in the long run in the contemporary, complicated business
environment. Thus it is paramount important that the companies emphasizes the
factors highlighted in the article that could be concise to,
- Identify
key elements in recruitment & selection process
- Understand
the importance of talent acquisition
- Leadership
traits contribute to recruitment
- Staff
as source of competitive advantage
- Motivational
factors that attracts quality work force
- Modern
trends in recruitment
List
of References
Armstrong, M (2014), Armstrong’s Strategic Human Resource
Management A Guide to Action, Fourth edition, London, United Kingdom
Armstrong, M &
Taylor, S (2014), Armstrong’s Handbook of
Human Resource Management Practice, Thirteenth edition, London, United
Kingdom
Benson S G and Dundis S
P (2003) Understanding and motivating health care employees: integrating
Maslow's hierarchy of needs, training and technology, Journal of Nursing Management, Vol 11, pp. 315–320
Chungyalpa W and
Karishma T (2016), Best Practices and Emerging Trends in Recruitment and
Selection, Journal of Entrepreneurship
& Organization Management 2016
Isenhour, L C, Lukaszewski K M, Stone, D L (2014), Organizational attraction factors: A
technology perspective, Journal of
Technology Research, Vol 5
Kaur, A (2013) Maslow’s Need Hierarchy Theory : Applications and
Criticisms, Global Journal of
Management and Business Studies, Vol 3, No. 10, pp. 1061-1064
Kayode, O (2013)
Application of Theory X & Y in Classroom Management, International
Journal of Education and Research,
Vol 1, No. 5
Khanna, P (2014)
Recruitment & Selection - A need of the hour for organizational success, International
Journal of Research in Management & Technology, Vol. 4, No.3, June 2014
Mohamed, R K M H & Nor, C S M, (2013), The Relationship between McGregor's X-Y
Theory Management Style and Fulfillment of Psychological Contract: A Literature
Review International Journal of Academic Research in Business and Social
Sciences, May 2013, Vol. 3,
No. 5
Muhammad, A, Hamad, N, Batool,
A, (2014) Impact of Recruitment and
selection of HR Department Practices, European Journal of Business and Management, Vol 6, pp No 31
Piatkowski, M (2004), People Selection Process for Implementing Lean
Manufacturing, F.S.P. Consulting Inc.
Ployhart, R E (2006) Staffing in the 21st Century : New Challenges and Strategic Opportunities, Journal of Management
Amal, you have well covered the topic “Effective Recruitment and Selection”. However, (Waghmare & Iyer, 2015) stated that the Assessment Centre method has seen extensive utility and demand in numerous private and public organizations and has found use in many processes of selection, recruitment, training and promotions.
ReplyDeleteAlso (Kent, 2018) mentioned that Assessment Centres (also known as selection centres) consist a number of exercises designed to assess the full range of skills and personal attributes required for a job.
Thank you Bernadine for the comment made. The assessment center method is very important and effective tool for personnel selection and promotion, diagnosis of applicant’s strengths and weaknesses. This leads development of managerial competence as Lievens and Thornton (2005) said. It involves multiple evaluation techniques including different types of job related simulations. Simulations are designed in order to bring out behaviors related to most important aspects of position or level which new applicants need to be considered. The most important feature of the assessment center method is that it does not relate to current job performance but to future performance.
Delete
ReplyDelete@ Amal Wijeratne : “Recruitment & Selection” is critical to any business in terms of Competitive Advantage as you have clearly elaborated. Further, it contributes largely to have the most suitable candidates in our workforce with competencies, which have been identified as most favorable to a said Organizational Culture or a Business Brand. The most recent Competency – Based Recruitment models assesses competencies of candidates inline with attributes required for a specific job role than personal qualities or values, which can have negative impact on continuation of the Brand Value & Organization Culture (Rees & Ray, 2010).
Thanks Kasun. Recruitment and selection starts at the vision and works with management in order to build innovative, well-structured business by employing the right people. Morley (1998) note that the most important organizational concern in contemporary context is recruitment of the best-qualified individuals while still meeting regular requirements.
DeleteThe process of recruitment and selection should be correlated with organizational long term vision and strategic objectives. Presently organizations are focusing more on potential employees who are flexible, motivational, think positively and are trust worthy and confidant. These features are significant as they build a strong working relationship as well as promote competitive advantage (Taylor, 2011).
Amal,while agreeing with the content with regards to the Recruitment and selection process,I believe that this all has to be started upon the first interaction with the candidate. The first interaction between an organization and applicant is actually happening on the recruitment and selection stage,when a new candidate perceive fairness treatment from the organization which has long lasting effects after this candidate joins the organization as employee
ReplyDelete(Cropanzana et al., 2007). It has been argued that fairly treated applicants recommend the organization to others while as in case of not fairly treated may go for litigation for their possible remedy (Bauer et al, 2001). Therefore the responsibility of any positive or nativity impact arise from the selection and recruitment process is in the hands of the Human resource officials.
While agreeing to the valuable comment made by you, it further illustrates that in order to remove the discrimination, the main principle should be applicants will experience sameness in treating them during the whole selection process as Kandola and Fullerton (1994) said. Gilliland (1993) suggested that fairness reaction by the applicants require a relationship with the legal action against the recruiter. Recruitment and selection of employees required alignment of its consistency with the overall organizational strategyty (Hsu, 2000).
DeleteGetting recruitment and selection processes and techniques right at first time is crucial and factors affecting are knowing what you want and where to get it (human resource planning), being able to specify the required skills, attitudes, interpersonal skills (job design), providing appropriate challenges, development, rewards and opportunities (human resource development, remuneration systems, career and succession plans) to satisfy and motivate qualified applicants (Compton, Morissey, Nankervis 2014).
Amal, you have clearly describe the importance of recruitment and selection process. Recruiting and selecting the wrong candidates who are not capable come with a huge negative cost which businesses cannot afford. Thus, the overall aim of recruitment and selection within the organization 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). It is vital that organizations get the process right the first time round, because resources are scarce enough as it is. Selecting the right applicant can be a difficult task, but at the end of the day, the organization’s reputation is held by the people it employs (Henry & Temtime, 2009).
ReplyDeleteThrough recruitment suitably qualified people are found and attracted for job vacancies in the organization (Opatha , 2010). There is a set of activities in the recruitment and selection process to attract job candidates who have the specified capabilities and attitudes. The quality of human resource of the firm is depends on the effectiveness of these recruitment and selection functions (Gamage, 2014). Its objective is to get the right person to the right job, establish and maintain a good image as a good employer, and maintain the selection process as cost effective as possible. Selection is an extremely important aspect to consider for businesses due to a number of reasons. Often the performance of businesses relates directly to the people working within it, meaning the right people need to be hired to ensure organizational success (Henry & Temtime, 2009).
DeleteIneffective recruitment has number of disadvantages. Low morale which can affect employee performance; lost business opportunities, as well as higher levels of labour turnover. Recruitment selection is not just to replace departing employees or add to workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009).
Recruitment is one of the major tasks of an organization, because it is the process which decides who the people are or what is the exact combination that will drive the organization towards its goals. Therefore effective recruitment is a major key factor in an organization. I agree with the way you have illustrate the importance of it. It is always about hiring the right person. In addition to that thought, Ekwoaba et al (2015) also express that the recruitment and selection criteria have a significant effect on organizational performance. The reason is that, recruitment and selection is the process which decides the employee combination of a particular organization.
ReplyDeleteRecruitment and selection of staff is expensive in terms of money and time, therefore its important to carryout both functions effectively and efficiently so that results of the appointment of the person would fit with the job role as well as the organizational objectives (Djabatey, 2012). According to Rynes, Bretz And Gerhart (2006), the effective recruitment includes organizational practices and decisions which affect the number or the type of the people who is willing in regard to apply for the job or accept the given job. According to Mathis and Jackson, Effective recruiting will focus on identifying right talent before it is needed in the organization. Accroding to Prasad Rao (2009), an effective recruitment process is an essential tool in the hands of a successful business manager
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ReplyDeleteThe Blog clearly elaborates on the Importance of Recruitment, As I agree with you Amal, Through the process of recruitment we are able to determine the requirement as to how many employees will be required in the present/future. By this practice, organizations will know how to provide good quality people for the role. In recruitment and selection is an important factor to know the requisite competencies for a particular role that helps the interviewer in assessing the candidates better and maintains consistency in case of multiple interviews (Dipak 2011).
ReplyDeleteIt is an advantage of the competency based approach in Recruitment and selection. Further it helps to map current competencies with expected competencies to carry out the job (Dipak 2011). Recruitment sources, selection methods, possessing skills and abilities and number of candidates will highlights the significance of Recruitment and selection process. Armstrong (2006), describes that recruitment process not only a legal requirement but also provides best opportunities for employers to select and attact right persons for their right job.
DeleteAmal,very well structured Blog assignment which clearly highlighted and describe the key areas of “Effective Recruitment and Selection”. This subject is very vital for the organizations as recruitment of people can predict the future of the particular organization since the progress depend on the people who works for same.The six trends you have highlighted which widely used in contemporary organizations are key points I have identified as practical methods in current context.
ReplyDeleteRecruitment and selection is an integral part of organization’s overall human resource management and planning process. Hence it is related closely to other human resource management processes. Human resource management is a long-term, integrative and accountable strategic process and therefore approach is to optimize its contribution for organizational benefit (Compton, Morissey, Nankervis 2014).
DeleteEffective recruitment and selection of employees is a critical HR activity and have a significant impact on organizational performance as well as lead to a more positive organizational image (Pilbeam, Corbridge 2006, In: Evans et al. 2007).
Ongori (2010), recruitment and selection is considered as the key factors to the entry point of human resources to any organization and also tends to determine the success and sustainability.
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ReplyDeleteRecruitment and Selection (R&S)is on of the main component that organizations has been ever engaged in since inception of any firm. this simply refers to "finding the right person to do the job". as per the blog, the topic has been debated and discussed in a comprehensive way.
ReplyDeleteFurther, as per Armstrong (2006,p.410) R&S requires to replace or to fulfill a new job position in a firm. Numbers and categories of individuals are predetermined by the human resource plan in a firm. R&S is a complicated process that the skills and other requirements are to be matched with the requirements of the firm and ensue that the right person at the right job in order to achieve the firms requirements.
It is no doubt agree that to hire and select an employee is a highly important role of the Human Resource Management and has a direct impact towards the success of the organization. It is really a complicated process since the R & S requires to plan how to do something before you actually start to do it, in terms of a new job position (Anosh et al, 2014). The replacement too is similarly complex as the new comer has to fulfill or exceeds the predecessor’s performance.
DeleteAmal, I would like to add this consideration in to your blog, human resource planning is one of most critical factors of human capital management, which refers to complex and interrelating processes such as measuring and managing the alignment of human resource management and organizational goals. This should be in the perspectives of all stakeholders of the organization and aiming to create a sustainable capability and external shareholder value (Donaldson, 2006).
ReplyDeleteAgree with your suggestion Samanthi. Every organization is trying to be competitive in the market, reaching to manage their human resources in achieving organizational performance & entrusted goals (Cania, 2014). Such goals are cost reduction, achieving sales levels, increasing the number of customers / market percentage / product quality, innovative products, improve productivity. Human resources are playing an important role in achieving these KPIs. But more importantly, organizations should realize the expectations required from employees and so the employees show their skills, be motivated and behave in the manner required by the organization to achieve objectives.
DeleteHi Amal, your explanation on effective recruitment and selection is very precise and employee selection can be considered as an important element of organizational control systems as well (Campbell, 2012). Eventhough, recruitment is a strategic opportunity, strategic approaches to recruitment are not common and there should be a clear intention behind recruitment rather than sheer replacement. Recruitment should be viewed as a part of an overall career management strategy driven by the overall business strategy (Holbeche, 2004).
ReplyDeleteStrongly agree with you Dinuka. In most of today's organizational contexts, the recruitment has become a mere replacement or hire an individual without realizing the strategic opportunity. The recruitment falls under administrative effectiveness of distinctive HR function whereas strategic effectiveness is the other HR function (Righeimer, 2007). Most organizations view the department of Human Resources (HR) as an administrative function and ignore the need and opportunity to align it with its strategic plans thus R & S merely becomes a routine work which still remains ineffective.
DeleteAs argued by István (2010), selection methods can be evaluated in several ways. One possible approach is to compare hiring techniques on the basis of their validity, impartiality, scope of usage, and cost (Ekwoaba, Ikeije and Ufoma, 2015).
ReplyDeleteFurthermore, given that organizational environment is ever changing, the bank’s management is implored to constantly evaluate the bank’s selection methods on the basis of their validity, impartiality, scope of usage, and cost (Ekwoaba, Ikeije and Ufoma, 2015).
Adding further to what you stated Ruwini, I believe that e-recruitment process is mostly admired hiring technique in modern day organizations which covers the most aspects you have stated. However the management needs to look into various factors that influence the process of online (e) recruitment such as the organizational management opinion to adapt new system, technological development, recruiter qualifications, and sources. Then they should determine the importance and the impact of using the online recruitment system (Ghazzawi1 and Accoumeh, 2014)
DeleteHi Amal, as you emphasized in your article, the recruitment and selection is the main or critical factor when its comes to HRM. With the competitive market situation in current days, it is vital to hair right people with right attitude. The continued growth of the enterprise depends on its ability to recruit and select high quality personnel at all levels. National University of Ireland (2006)
ReplyDeleteAppreciate that you have fully endorsed my opinions on the importance of R & S process. As I have mentioned in my blog, Polyhart (2006) reiterate the fact that decision makers may recognize staffing as a key strategic opportunity for enhancing competitive advantage (VRIO factors) & not mere hiring of individuals which you have proven in your statement as well.
DeleteI agree with your comment in your blog, it is clearly describing importance of employee recruitment. While recruiting the employees, organizations have to plan a strategy to carefully recruit the most suitable employees for the job. Because suitable employee has created the competitive advantage for the organizations. The word recruitment has become a thing of concern to many organizations in order to get a rightful candidate that can effectively fill the vacant position in the organizations due to the increase in competitions (Adeyemi, Dumade and Fadare 2015).
ReplyDeleteIndeed yes Gayanee. You are referring to the VRIO characteristics of human resources that leads to create competitive advantage to a particular organization. The quality HR has become scarce in today's context where almost all the organizations targeting to acquire multi talented, multi tasked employees who can actively contribute to the strategic planning. According to Barney (2015) creating sustained competitive advantage depends on the unique resources and capabilities that a firm brings to competition in its environment. To discover these resources and capabilities, managers must look both inside & outside their firm for valuable, rare and costly-to-imitate resources (HR), and then exploit these resources through their organization.
Deleteyour study is clearly said, what is the importance of effective recruitment and selection to the organization.
ReplyDeleteIn the organization there will be the act or process recruitment for organization ideas or plans for making decision that depend upon relating to Business Corporation. Kaplan and Norton (2004) human resource plan which is the basic problem in recruitment and selection. Sometimes in the organization before the process of the advertisement they recruit and select the candidate due to the personal reference which are able to that job. It is very important to improve and better the performance of the Human Resource. It there is good hiring and selection process than the performance of human resource management is excellent and there is positive relation between Human Resource and the recruitment and selection. HR gives the same opportunity in the process of selection and recruitment procedures (Kaplan and Norton ,2004)
Your comment reminds me the importance of best practices in R & S. Two simple questions need to be answered, What are some of the best practices followed by the industry leaders? How are they able to hire the best and the brightest from a pool of candidates? (Chungyalpa and Karishma,2016). The organizations who have the answers to the above questions will be surely benefitted from an effective R & S process inculcated.
DeleteHi Amal, You have shared valuable information on Effective Recruitment & Selection nicely and precisely. Now a days organizations are trying to recruit candidates through contacts of existing employees due to the cost factor but currently internet plays important role by providing Infrastructure for effective Recruitment & Selection process. As per Lou Adler (2012) Infrastructure for Recruitment & Selection is no longer needed the internet becomes the infrastructure. In addition, advances in security and availability have set the stage for organizations to transform the way they attract and hire quality talent.
ReplyDeleteThis is the key in future R & S Suresh. Glad that you have highlighted the most important aspect in recruitment beyond today. Few components of internet based recruitments are 1) Use of applicant tracking software (ATS), 2) Develop mobile recruitment strategy, 3) Using social networks (Chungyalpa and Karishma, 2016)
DeleteHi Amal, you have selected a crucial area of people and organization, according to Armstrong (2006) the main objective of recruitment is to full fill the Human resource capital which is need to an organization by having quality of employees within a minimum cost. However by looking at the staff turnovers and the insufficient parties where implement by the organizations to recruit its human capital is to be question. Therefore it is much impotent to have a well-organized system of recruitment which can be develop with the basis of “Rodgers seven point plan or Munro Fraser’s five-fold grading system (Armstrong, 2006).
ReplyDeleteThank you for the enlightenment on valuable theories Charith. Many HR adopts 2 important person specification models by Alec Rodger and John Munro Fraser respectively to match a job description with the ideal candidate to fill the job. Each of them gives certain headings under which the attributes of the ideal person can be classified. By doing so the firm is able to recruit the correct person for the correct job avoiding mishaps to a greater extent.
DeleteHi Amal. In your blog you have clearly identified the importance of effective recruitment and selection. This point may be especially
ReplyDeletetrue in smaller organizations that may not have well developed HRM functions or recruitment and selection systems, and may recruit irregularly with heavy reliance on informal systems and methods (Jameson, 2000).
Agree with your note Mohan. Most of the theories written aiming the relatively larger organizations with defined organizational structures. Mostly the SMEs & Micro businesses are facing this type of calamities ending up in recruiting ineffective HR & their options too are very limited. Their effectiveness on R & S solely relies on the capabilities of the entrepreneur.
DeleteHi Amal, I totally agreed with your ideas in the blog which reflected the important theory on effective recruitment and selection.
ReplyDeleteSeylan Bank recruits talented and capable people from throughout the country. Based on the HR rules regulations staff recruited is considered to be competent to execute the jobs they are recruited for. All senior management recruits of Seylan Bank are from local communities. The salary scale for entry level employees are the same and based on locations, with industry level wages applied to them. All new recruits are given an orientation programs which help them understand the policies and its operations (Seylan Bank Annual Report 2017).
I like to highlight some points on effective recruitment and selection.
1. All recruitments are made according to a formal and transparent process, the goal of which is to ensure that organization hire the best possible person for the job.
2. All senior management recruitment are based on thorough evaluation and approval by the organizations nominations committee.
3. Discrimination based on gender, ethnicity, religion, or caste has no place in the process.
It is remarkable to see a local financial giant following universal best practices in R & S. The aim of the any recruitment and selection process following best practices, is to get the best qualified person, regardless of race, sex, age, ethnic origin, family status, mental or physical challenge, or any other criteria unrelated to the requirements for successful performance of the job (Scotia, 2006).
DeleteThe recruitment from the local community factor is paramount important, especially in the banking sector where they have branches spread across the entire country. So greater difficulties are evolved to a greater extent when facilitating the HR factor of branches especially in remote areas. Yet the qualification & the competitiveness of the employee is a doubt.
Hi Amal! The tacit knowledge of those already within the organization providing them with training and development and alleviating them and giving added or fresh responsibilities could be done and the right candidate/s could be selected or a person or persons could be employed from the Job market when such is the requirement. Either way, identifying the right worker or the workers who could absorb, work, innovate and improvise with
ReplyDeletelittle or no encouragement and being cost effective are arrears of concern when somebody or a group Is
selected and recruited which you have illustrated to a nicety.
Graves and Karen (1996) suggest “that employees must be able to work as team members, have knowledge of automated process and be IT literate, be flexible enough to manage varied workloads and be able to cope with changes as they occur”. Organizations have to find the ‘right’ candidate, with the right know ledge and experience, and as quickly and as cost effectively as possible. Heraty and M orley (1998a) refer to this as the “right fit”
According to McKechnie (2016), the organizations faced with 05 main difficulties namely Finding the Right Candidate/s, Candidate Competition, Speed, Antiquated Search Tools & finally An Influx of Ineffective Recruiters. As you precisely said, organizations may find the right personas with right knowledge & experience yet you may see how difficult the task is. Accordingly the R & S strategies should be constantly updated & upgraded to overcome the implications.
DeleteHi Amal, this is a nice read.
ReplyDeleteThere are in some occasions line managers in making a difficult choice from a high-quality pool of similar candidates than there is in selecting the candidate who stands head and shoulders above his or her fellow candidates. Some organisations, notably some 'professional' selection consultants, choose to reduce costs by declining to acknowledge the application and/or keep the candidate informed of progress.(Roberts, 1997). How could this be addressed?
As I have mentioned above the Polyhart (2006) reiterate the fact that decision makers may recognize staffing as a key strategic opportunity for enhancing competitive advantage (VRIO factors) & not mere hiring of individuals. Whoever follows the ineffective staffing approaches committing a long term negativity to the organizing. Therefore such leaders or line managers would be well trained or advocated to be precise & versatile in staffing.
DeleteHi ,Amal , Well explained Blog on Effective Recruitment & Selection .I would like to share some draw backs related to Ineffective Recruitment & Selection process ,which affects both the candidate and employer in an adverse manner in future .They are 1. lacks validity as a means of making sound predictions of performance, and lack reliability in the sense of measuring the same things for different candidates; 2. rely on the skill of the interviewer; but many people are poor at interviewing, although most think that they are good at it; 3.do not necessarily assess competence in meeting the demands of the particular job; 4.Can lead to biased and subjective judgements by interviewers (Armstrong, 2006) . Therefore it is the responsibility of the HR department of the Organization to establish an effective Recruitment & Selection process to select the best possible candidate to meet the organizational demand .
ReplyDeleteYou have spoken of a broader area with regard to R & S Kasun which is paramount important to the subject. I wish to emphasize & further elaborate on the skills of the interviewer for effective staffing to occur in organizations. Here are the 10 important requirements/qualities/traits of a good successful interviewer.
Delete1.Knowledge about the job.
2.Training and experience.
3.Listening attentively.
4.Emotional maturity.
5.Control of anger and aggression.
6.Empathetic attitude.
7.Ability to recognize uniqueness.
8.Stable personality.
9.Extrovert behavior.
10.Physical stamina.
It may be impractical to find an interviewer who possesses all 10 but the interview process would be very much effective if the interviewer inherits or develop a higher number of skills.
Due to the prevailing situation of high turnover of employees banking industry, the organization should apply well-built & effectual techniques to enhance the engagement for the sustainability of the organization Selecting the right applicant can be a difficult task, but at the end of the day, the organization’s reputation is held by the people it employs (Henry & Temtime, 2009).
ReplyDeleteSituation has become a common scenario in banking sector Shantha. Recruitment and selection remains one of the most important functions of the HR department irrespective of the industry. As competition increases between firms, selecting and recruiting the right and qualified talents become all the more important (Chungyalpa and Karishma, 2016). Normally companies have largely relied on prospective candidates to find the firm however today head hunting is a active function of the HR department. Firms not only need to head hunt but also must retain existing employees. Yet again this is common to the competitors as well. An effective retention plan of employees must be vigilantly in place.
DeleteEach hiring unit is responsible for determining its hiring needs, requirements and the scope and responsibilities of the proposed individuals. The nature of the recruitment options will vary based on the purpose for which hiring is carried out. The various positions within the organizations or educational institutions include, clerical, technical, administrative, managerial and so forth (Klug, 2017). The skills, abilities and experience of the employees would remain the same or any changes are required to be brought about in the personality characteristics of the individuals, before the processes of recruitment and selection takes place.
ReplyDeleteThe aforementioned theories are useful tools could be used in this regard. Many HR adopts theses 2 important models by Alec Rodger and John Munro Fraser in order to match a job description with the ideal candidate to fill the job.
DeleteRecruitment and selection as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goals.(Costello,2006)Recruitment and selection can play a pivotally important roll in shaping an organization’s effectiveness and performance.
ReplyDeleteMany researches & scholars recommend the organizations that they should set their human resource department with competent and relevant personals having expertise related to various functions of the department, so that organizations will be able to conduct full scale of job analysis and prepare up dated job description and specifications (Nabi et al, 2014). This is highly essential as this will assist the organization to remain competitive by bringing the right blood in the organization and keeping them developing according to the changing requirements of jobs from time to time.
DeleteHi Amal,
ReplyDeleteAs u concluded Effective Recruitment and Selection as one of the most important function in HR and key to success of the organization ,Line management involvement in the recruitment and selection procedures depicts that they have more control over recruitment and selection procedures but actually it is also significant to see the aspect existence of human resource department section which we noted that universities are not focusing to establish this pivotal department for the larger interest of the universities, instead they just rely on the old pattern of human resource which is merely dealt by a small section having no relevant people to deal with the different human resource management function specially recruitment and selection.Effectiveness of the recruitment and selection fairness has been noted interrelated and interconnected which means that both have influence on each other. However the influence of organizational politics raises its severity to the extent of achieving the desired effectiveness of recruitment and selection, i.e., fetching large pool of applications and getting the right person on right job(Ghulam Nabi,2014).
Appreciate adding value to my blog with your valuable ideas & thoughts. As the business environment becomes more and more competitive, having the right people with the right skills for the right tasks becomes all the more critical. (Chungyalpa and Karishma,2016). Indeed it can be a source of competitive advantage. Today organizations have moved from product focus to market focus to selling focus to customer focus to employee focus.
DeleteHi Amal,Excellent blog on Effective Recruitment and Selection. Effective Recruitment is the process of attracting individuals on a timely basis, in sufficient numbers and with appropriate qualifications, to apply for jobs with an organization. And the Effective Selection is the process of choosing from a group of applicants the individual best suited for a particular position and for the organization.When HR planning indicates the need for additional labor, organizations have a number of choices to make. This may be the first step in a full-scale recruitment and selection process, but sometimes hiring additional employees is not the best method to obtain additional labor. It may be appropriate for an organization to consider alternatives to recruiting, such as outsourcing or contingent labor, instead of hiring regular employees. If this is a temporary fluctuation in work volume, the simplest solution may be part-time labor or overtime by existing employees. The costs of recruitment and selection can be staggering; hiring new employees should occur only after careful consideration and only when the organization anticipates a long-term need for additional labor(Gusdorf,2008).
ReplyDeleteGlad that you bring outsourcing to the light. The contemporary organizations use outsourcing in terms of recruitment as which includes outsourcing other HR functions as well. The effectiveness of outsourcing is doubtful yet it saves substantial costs to the organization/s. Kodwani (2007) implies that Business Process Outsourcing (BPO) has become the new trend in the corporate world. Not only the modern but the traditional organizations too are now plummeting their employees from their payroll, thus Human Resource Outsourcing (HRO) is rapidly becoming a strategical approach to reduce costs.
DeleteHi, Amal . Your blog is well communicated about the effective recruitment and selection . So , Recruitment and selection within an organization is an integral part of that organization's overall human resource management and planning process. As such, it is related closely to other human resource management processes, for instance, job design, human resource development, performance appraisal and management, reward systems, career and succession planning, promotions and transfers. Two key concepts underlie modern human resource management practice and are reflected in all activities concerned with the attraction, maintenance and separation of an organization's employees. They are: a) employees as human resources, human capital or organizational assets, and b) human resource management as a long-term, integrative and accountable strategic process. The first concept highlights the productive contribution of employees, both actual and potential, while the second focuses on the approach of human resource management practitioners to optimize this contribution for organisational benefit (Compton, Morissey, Nankervis 2014).
ReplyDeleteCongratulation for the great post. Those who come to read your Information will find lots of helpful and informative tips. Recruitment Training for Managers
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