An Essay Critiquing Recruitment and Selection

An Essay Critiquing Recruitment and Selection of HRM Practice Within the
University of West Scotland (UWS)
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Abstract
Selection and recruitment are inevitable human resource management practices within any kind
of organization specially in educational institutions as human resource are most important in
these establishments. The University of the West of Scotland (UWS) perform its own selection
and recruitment practices. The UWS has both internal and external recruitment practice within
HR management which employ roles inside and outside of the organization. External recruitment
brings innovation and change to educational organization on the one hand. But this practice
sometimes requires extra expenditure for the management and training of novice employees.
Moreover, the university may be deprived from its internal expertise. However, internal
recruitment may minimize these expenditures as employees are experienced in this regard. But,
this kind of recruitment can not bring innovation and creativity to the educational establishment.
The University of West Scotland has options of in-house resourcing, outsourcing, and other
suitable recruitment policies to make its human resource practices effective and efficient.
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Contents
Introduction......................................................................................................................................2
Human Resource Management (HRM): Recruitment and Selection..............................................3
A critical review of UWS’ current practices of Recruitment and Selection....................................6
Recommendations and conclusion..................................................................................................7
Reference.........................................................................................................................................9
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Introduction
The University of the West of Scotland (UWS) is a university with a branch in London, England.
In August 2007, the University of Paisley merged with Bell College, Hamilton, to form what is
now known as the University of Paisley and Bell College, Hamilton. Since its founding in the
late nineteenth century, it has gone through a number of name changes and unions, reflecting the
institution's advanced growth across the west of Scotland area during the previous century.
Currently, it is headquartered in Glasgow (UWS, 2022). Like all other human resource
management policies and practices, recruitment and selection practices have their own
regulations and practices. Human resource management is a proactive approach to the
appropriate management of people in an organization with the goal of enabling the firm to gain a
major competitive advantage via their contributions to the business. Its ultimate purpose is to
maximize employee performance in order to fulfill the strategic objectives of the company under
consideration. The fundamental objective of human resource management inside an organization
is the development of leadership within the company, which is primarily concerned with
procedures and laws. In human resource management practice, recruiting and selecting, training
and employee loyalty, interaction, evaluation and performance evaluation, punitive proceedings,
and legislative acts, as well as the role they play in education, are all covered (Popescu &
Kyriakopoulos, 2022). The processes of recruitment and selection are two of the most powerful
aspects of human resources administration. When applied to the UWS, this article will situate the
process of recruitment process as a human resource element in its historical and contemporary
contexts. The findings of the research will be used to highlight the existing practices of the
institution in the areas of recruiting and selection. The present human resource management
procedures at the institution have indeed been critically studied and appraised in the next portion
of this article. Finally, the essay addressed the university's areas for development in terms of
recruitment and screening methods, as well as making some suggestions for change.
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Human Resource Management (HRM): Recruitment and Selection
An approach to effective supervision of members of the organization that is focused on
facilitating the firm's ability to achieve a major competitive advantage through the contributions
of its employees. Human resource management is a proactive approach that takes a constructive
attitude to the proper handling of people in an organization. The ultimate goal of this strategy is
to optimize employee performance in order to achieve the strategic goals of the firm under
discussion. Fundamentally, the goal of human resources planning inside an institution is the
formation of individuals within the organization, which is mainly concerned with procedural and
legal requirements. Human resource management practices include recruitment and selection, as
well as induction and retention (Hamid et al., 2022).
On the other hand, the procedure and practice of identifying, screening, shortlisting,
interviewing, and sourcing employees or workers within an organization is identified as the
recruitment of employees or human resources. The human resource management department
usually plays this critical role. In government organizations, recruitment is conducted by
recruiting agencies or other organizations. Sometimes the human resource department has to take
existing people for a higher role within the organization. In this case, they accomplish this task
by selecting employees from among the employees of the institutions based on performance and
experience (Bloksgaard & Prieur, 2021).
The University of the West of Scotland's professional approach acknowledges that it is through
the employees that we will be able to accomplish our strategic objectives. The ability to attract
and retain the finest employees is vital to our company's long-term expansion and success. We
place high importance on the advantages of being part of a varied and multinational group that
draws from the broadest possible pool of available talent. Ultimately, we want to make sure that
all hires are decided on the basis of competence and that unemployed people go through a fair
and equal recruiting process as well. The recruitment and selection process at UWS guarantee
that all applicants are chosen strictly on the grounds of their skills and fit for the position.
Furthermore, it hires employees who have the necessary understanding and skills to suit the
needs of the school, the division, and the organization as a whole (Hamid et al., 2022).
The University of the West of Scotland adopt the recruitment and selection process through
several steps. They are discussed at below - Vacancy arises and considering needs, role
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definition, authorization process, recruitment planning, advertising the role, short-listing of
candidates, assessment of candidates, appointments (Hughes et al., 2021).
Figure: Recruitment and selection practice of UWS.
Source: (UWS, 2022).
When a position becomes available at the institution, it conducts an analysis and determines if
the position is actually required or not. It also analyzes if a university learner can fill the vacant
position in the same capacity as the existing employee. The hiring manager must define the
position in the simplest and most relevant words possible, relying solely on the standard job
requirements during the selection process to narrow the field. In the Job Description portion of
the application, the hiring manager must also specify the qualifications, experience, and personal
characteristics that are required to fulfill the major responsibilities of the position in question
(Hamza et al., 2021).
There is a ‘Recruitment Approval Process’ at UWS to approve the recruitment. After defining
and identifying the role and responsibilities of the post, the recruitment manager of the university
gains approval of the recruitment formally. After getting approval of the vacancy role, it’s time
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Vacancy Arises and
considering needs
Role
Definition/Grading
Authorisation Process Recruitment Planning
Advertising the Role
Short-listing of
Candidates
Assessment of
Candidates
Appointments
New Starter
Arrangement

to authorize the process of recruiting. A recruitment strategy for the hiring process and an
acquisition schedule must be prepared as soon as the job has been approved by the hiring
management team, and this must be done immediately. The schedule ensures that the recruitment
process moves forward at a steady rate, enabling appointments to be made as soon as possible
after it has been finished, if at all possible.
After that, UWS usually advertises within one week of working days for the recruitment post
after approval. The human resource division ensures the advertisement, job description,
recruitment schedule, and interview dates. When it comes to recruiting and selecting applicants,
the university employs the most successful and cost-effective method possible, and it encourages
applications from a variety of sources. While the company's main application technique is via its
interactive online platform, individuals may also apply through a paper-based approach if they so
desire. When the application period expires, the human resource team starts shortlisting the
candidates objectively based on predetermined criteria in the job description. The recruitment
team provides the shortlisting documents to the selection panel for the job recruitment (UWS,
2022). Then the selection panel starts assessing candidates for the post. There is a Candidate
Assessment Form to follow for the selection panel. The election panel uses the Candidate
Assessment Form to ensure quality employee recruitment for the educational institution.
According to the university recruitment policy, it is important to have the selection committee
talk about the evaluations of each candidate after the evaluation process is over. They should try
to come to an agreement on who is the best person for the job. In the event that this is not
possible, the chair will decide if there are other ways to learn. There is only one person who can
make a final decision. Candidates who took part in the selection process will be told about the
outcome (Ismael, 2021).
Finally, the successful candidates are informed as per the appointment list selected by the
selection panel for recruitment. The associated human resource team and department play the
role of informing and offering the successful candidate for the post. As per the university policy,
the appointed candidate must have some characteristics such as: he or she should have a
satisfactory outcome in their previous workplace, have to prove their right to work as an
employee in the United Kingdom, and obviously have the required qualifications as per the job
requirements (UWS, 2022).
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A critical review of UWS’ current practices of Recruitment and Selection
The recruitment and selection practices of this educational setting recognize that workers will
help us achieve our strategic goals. Our company's long-term success depends on our ability to
recruit and retain top talent. We value being part of a diverse and multicultural company that
draws from a wide range of skills. Ultimately, we want to ensure that all jobs are based on
competency and that jobless individuals are treated equally. UWS's recruiting and selection
procedure ensures that candidates are picked only for their qualifications. It also employs
personnel who understand and meet the demands of the school, division, and organization. A
vacancy occurs, and the following requirements are considered: role description, authorization
procedure, recruiting planning, advertising the position, short-listing of applicants, candidate
evaluation, and appointments (Bazana, 2021), (UWS, 2022).
The recruitment and selection processes of the university ensure innovation as it recruits new
employees through a rigorous process of selection by a selection panel within the organization.
Moreover, this practice also includes the Formal Candidate Assessment Form to ensure quality,
which is the strongest feature of the existing recruitment and selection process. Moreover, the
recruitment and selection strategy of the university includes both internal and external
recruitment (UWS, 2022). In terms of internal recruitment, which usually occurs through
promotion, the authorities can save some money as it is a cost-effective recruitment method.
Moreover, employees can have the best cooperation and relationships in terms of group work as
they have known each other for ages. But the educational organization is deprived of innovation
and fresh ideas in the management of the institution. However, illegal favors and nepotism are
the most severe problems with internal recruitment. Additionally, sometimes UWS recruits its
students for different roles that need long-term training sessions and practices. The use of
sourcing candidates overcomes these problems, while it is costlier and more complex than
internal promotion. In addition to the acquisition of knowledge and skills, knowledge, and
methodologies, the growth of the number of qualified candidates as well as the promotion of the
hotel are among the benefits of external hiring (Karim et al., 2021). The need to depend on
filling vacancies to draw in skilled members with a creative view to a firm that is experiencing
problems and performing poorly is common whenever an organization is having problems and
performing badly. In this situation, providing training, arranging for or before vetting, registering
to job sites and résumé archives, and posting job adverts internet or in daily newspapers are all
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obligations that fall under the purview of the business owner. So, the educational setting has to
spend more on this approach. Though external recruitment brings innovation and change to the
university, sometimes it may deprive the organization of expertise resources that are in the
institutions. They could have performed better given their extensive work experience in this
organization. Additionally, it is likely that the application process will not be effective enough
just to aid the organization in finding the best competent qualified applicants. Apart from these
advantages and weaknesses of selection and recruitment practice in the university, it aims to treat
all candidates equally, which is an appreciable practice in the institution. Because equal
treatment and opportunity improve an organization's conductivity and increase brand value in the
education industry. This positive practice can attract skilled and intellectual resources to the
educational institution, which is totally beneficial to the employer (Aungsuroch et al., 2022). In
the summary, Internal recruitment and selection process of the university ensure innovation as it
recruit new employees through rigorous process of selection by a selection panel within the
organization. External recruitment - which is usually occurred through promotion can save some
money as it is cost effective. Illegal favor and nepotism are the most severe problem of internal
recruitment. Though external recruitment brings innovation and change to the university,
sometimes it may deprive the organization from expertise resource in the institutions.
Additionally, sometimes UWS recruit its student for different role which needs long term
training session and practices (Botutihe et al., 2021), (UWS, 202).
Recommendations and conclusion
After reviewing and critically evaluating the recruitment and selection practices at the University
of West Scotland, the essay draws some recommendations for the educational setting. The
university adopted internal and external recruitment in its HRM practices. To address the
shortcomings of these approaches, some potential methods of recruitment and selection process
can be used.
An outsourcing provider is a suitable solution for the university, especially in terms of
appointing administrative roles in the educational setting. Frequently, the outsourcer is in charge
of managing third-party agencies on behalf of the customer (at reduced rates). This makes
business sense, but it maintains the transactional volume-driven strategy that applicants perceive
to be in place. Agencies are given instructions on their work through a portal, with little or no
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understanding of or contact with the consumer. To conclude, outsourcing is usually a suitable
choice for jobs with a significant volume of work (Ganebnykh & Stativa, 2021). The University
of West Scotland can conduct this approach to improve its HRM practice within the
organization.
On the other hand, UWS can utilize in-house resources that address both internal and external
recruitment, sourcing employees through marketing, term contracts, and job agencies. When it
came to well-known state or national enterprises, advertising was frequently very effective, and
they were able to find hundreds (or thousands) of applications. Most of the time, their most
pressing concern was dealing with fluctuating demand and enormous numbers of applicants.
Although in-house teams can be successful, particularly in large firms, they are inefficient when
it comes to recruiting for support services, as well as expert and senior jobs (Gudkova, 2021).
The educational setting needs proper human resource management practices within the
organization to boost its productivity. However, educational institutions like the University of
West Scotland require proper tactics for recruiting and selecting staff; otherwise, the productivity
of the educational setting will suffer a significant reduction. The ability of UWS to recruit and
retain excellent employees is critical to the organization's long-term success. The institution aims
to ensure that all jobs are awarded on the basis of competency and that jobless people are treated
equitably. Candidates are selected solely on the basis of their qualifications, thanks to stringent
recruitment and selection procedures. Also employed are those who are familiar with and
capable of meeting the needs of the school, division, and organization (Semaan et al., 2021).
According to human resource management practices, the institution conducts both internal and
external recruitment for a variety of positions. The essay found different strengths and drawbacks
in the plan after conducting a critical review of it. Furthermore, certain recommendations were
made throughout the discussion regarding the recruitment and selection procedure. In order to
solve identified issues, the University of West Scotland may choose between in-house
resourcing, outsourcing, and other suitable recruitment policies to make its human resource
practices effective and efficient.
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