Human Resource Management 2022 Discussion

HUMAN RESOURCE MANAGEMENT
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Topic 1: Recruitment and Selection
Introduction
Recruitment and selection may be considered to be one of the most Critical Success
Factors (CSFs) in the area of Human Resource Management (HRM). Recruitment
and selection may be defined to be a process of identification and selection of the
right person for the intended job profile in the business.
Discussion
A business organisation needs to conduct this process to fill up vacancies and need
of human resource in various job positions by way of attracting job applications and
thereby selecting the right person for the right role (Hashim, Ismail & Hassan, 2016).
In this context it may be stated that selecting chartered accountant may be needed
for accounting and corporate finance division of a business; however, recruiting the
person in HR division of the business may not be a feasible proposition for the
business. Hence, it may be stated that the way choice of candidate is utmost
important the same way selecting the candidate and putting him in the right role is
equally important for a business. Selection and recruitment process is conducted in a
phased manner as discussed below:
Defining requirement
HR managers of a business identify the requirement for new employees and prepare
job description and job specification accordingly. The job description provides a
detailed guide as to the role potential employees may need to perform and the job
specification denotes the educational and experience related criteria along with the
knowledge, skill and other behaviour attributes related requirements that the given
job role may demand out of the prospective employees. This job description and job
specification are posted in various job websites as well and corporate website of the
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business. The applications are hereby invited from prospective applicants through
online or offline mode. In addition, referral programs may also be carried out and
internal recruitment may also be undertaken by the firms based on the situation
(O’Donovan, 2019).
Attracting potential employees
Attracting potential employees denote advertisement the job role in the form of
posting a job advertisement on various websites as mentioned earlier. In this
context, it will be important to note that a job advertisement should provide a brief
overview of the job description and specification along with the potential salary
compensation range. It is important for HR managers to know and consider that a
carefully designed job advertisement will attract more talent in the form of job
application into the business and therefore screening of such applications will also
become smooth and easier for the HR professionals. On the contrary, if job
advertisements do not contain specific information about the job role and
responsibility, the HR department may end up getting a number of job applications
which may be of no use or they may find an insufficient number of applications out of
which screening may not be possible. For example, if a company may post a job
advertisement on its corporate website for the role of an accountant without
specifying the corresponding educational recruitment. The HR team may, in that
case, end up receiving a large number of applications from candidates having an
educational background of not only accounting and finance but also HR, marketing,
operation, administration and even legal as well. Hence, HR teams may need to
consider designing a job advertisement effectively and efficiently (Rozario,
Venkatraman & Abbas, 2019).
Selecting the right people
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