The Importance of Effective Recruitment

This assignment delves into the significance of effective recruitment practices within organizations. It examines various aspects of the recruitment process, including strategies, methods, and the impact on employee performance and organizational success. The text highlights the connection between attracting talented individuals and achieving better skills, increased productivity, and overall growth.

Impact Of Recruitment Process On organisation
performance: A study on United Finance Co. SAOG
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1.0. Introduction
One of the most important assets in business is the employees that are working in the
company and having employees who are best at their work is not an easy task. Different
organizations have to go through a phase called recruitment which is an initial process used
before employee selection and through this process the best candidates are selected on the
basis of their experience and accountability (Ellis and Sorensen, 2008). The department of
HR (Human Resource) is accountable for selecting the best and most appropriate candidates.
The process of recruitment is always challenging as it is hard to find deserving candidates
from the a long list of applicants so there are divergent departments that have to take part in
the selection process so that correct decision is taken by each department and selects the
candidate on the basis of their department. The precision of decision is also necessary when it
concerns the internal and external benefits (Pulakos, 2010).
The process of recruitment being used by organizations is a systematic process which is
associated with the employees with various processes which would include a system that is
life-long, based on the logical practice, evaluation of selection and recruitment in regard to
the life-cycle basis along with the analysis of skills at job (French and Rumbles, 2009). The
process of recruitment cannot be considered as an activity which is critical but its chief tactic
in the organization is designing an activity which will aid in providing a staff with talents and
staffs competency which will be sufficient to show their capabilities concerning the existence
and growth of the organization (Hassan, 2013). The employees will be handled by the
manager who has all the needed skills to train and teach the other employees effectually and
will give the correct decision related to the process of selection and recruitment in the firm.
The aim of this research is to analyse the process of recruitment and its impact on the
performance of organisation in which United Finance Company SAOG as organization. It
will aid in knowing the optimum solutions which are needed and the features which will
display the importance of the process of recruitment in United Finance Company SAOG.
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2.0. Rationale
This type of research is very essential as it is related to the process of recruitment and
selection which is needed in the companies and is the key component which is used by the
department of HR. This topic has great significance as it displays that there must be effectual
process of recruitment and selection which should be used in various companies so that the
output would be positive for the business growth. Major focus of this study is based on this
process and the process of evaluation will also show the concept that will ensure optimistic
practises of recruitment which shall aid in the employees skill development. The process of
recruitment is the process which involves the employee’s selection that is skilled and capable
enough to work at the firm with goals that is systematic and organization based.
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Aims:
The aim of this research is on the topic recruitment and how the United Finance Co. SAOG
Company recruits its employees.
Rational Objectives:
Below are the objectives of this particular research:
 To identify the process of recruitment at United Finance Co. SAOG and its impact on
organizational growth.
 To evaluate the challenges which are linked with the process of recruitment at United
Finance Co. SAOG.
 To identify and recommend the factors which will aid in improvement of the
recruitment process at United Finance Co. SAOG.
3.0. Research Questions
 How businesses set out recruitment process standards?
 How recruitment impact the growth of United Finance Co. SAOG
 What are key challenges that business faced in recruitment and selection process.
 What are methods that United Finance Co. SAOG may adopt to improve
effectiveness of recruitment process for sustainable growth?
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4.0. Literature Review
The process of recruitment is used to lure employees and to motivate them for applying for
particular jobs and choosing them on the base of their abilities and expertise. The recruitment
process is linked with the candidates who deserve it and are perfect for the job in which they
have applied (Candice, 2011).
The Human Resource management is the department which is associated with the part of the
employee’s selection; they select appropriate and potential candidates which can aid in luring
a big group of individuals who can fit in the vacancy of the organization. According to
Comale (2009), the process of recruitment can easily attract a large group of candidates and
the interviewers who are looking for the correct job as they would naturally apply for the job
which is specified to their educational skills. The process of recruitment can easily determine
whether the candidate who has applied is suitable for the job or not as their educational skills
are also revealed in their recruitment interview (Richardson, 2008).
In organizations there are different methods which are being used for the process of
recruitment and the simplest of them can be concluded in these two categories below:-
1) Internal Recruitment
2) External Recruitment
According to Breaugh (2011), the practise known as the internal recruitment is applied when
the employees are to be promoted in the firm and the position that is to be filled is to happen
internally. For internal recruitment there are various devices which can be applied such as:
email flashes, fliers, post cards (posting) and intranet posts, these are some of the devices
which are used to advice the current employees regarding the position they expect to be
acquired. According to Dessler and Teicher (2014), shuffling of teams on temporary basis
can also help the recruitment process as they can be used for different tasks and see if they
can fulfil the requirements in shuffled team as the process of internal recruitment is horizontal
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and can be applied for the employees promotion which can be done on a higher level
(Devaro, 2010).
On the other hand the practise of external recruitment is associated with the department of
HR and they use the approach in a systematic way and this way is the selection of employee
from pool of external employees. For external recruitment the strategy which is applied is
related to the newspapers advertisement, different websites containing sections based on job
searches and recommendations which can be used for substituting the present employees.
According to Edenborough (2008), the use of the agency which provides temporary
employee recruitment for the companies surely makes use of these policies for the purpose of
filling the positions and particular skills are used by the firms and other companies incline to
apply the consults use along with employee delivering for certain amount.
4.1. The process of Recruitment
There are various policies which can be applied for the employee’s recruitment but
everywhere it is not the case and some of the time there needs to be paid a lot of money to the
hiring agencies for the recruitment of employees (Dale, 2009). Hiring of the employees by
the companies need the following processes which are provided below:
1. The firms should use a specific criterion for the process of selection.
2. The firm needs to write if they have any vacancy or not (Ferris, Berkson and
Harris, 2008).
3. The organization should accept the candidates.
4. The department of Human Resource should choose the applicants for interview.
5. The offer for job and acceptance should be executed.
6. Choosing of the applicants that are to be interviewed
7. There should be a system to examine the credentials and positions.
8. Selection of the applicant on the basis of the best candidate in accordance to the form.
9. Offering jobs and plan for acceptance should be implemented.
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10. The applicants that were unsuccessful in their try should be informed if they are not
selected (McCracken and Sanderson, 2009).
The above provided are the steps which are implemented when the process of recruitment in
a company takes place and the chief aim regarding the employees selection process is to fill
the blanks and provide candidates that deserve position at the organization. The recruitment
process plays an essential role in the firm as it aids in knowing more about the abilities of the
employee. Companies design the process of recruitment according to the applicants they want
to hire and the hiring is done on the basis of the employees that deserve and have capable
abilities. According to McCracken and Sanderson (2004), the process of recruitment needs
to be implemented in such a way that correct numbers of skilled applicants are to be selected
for the organization and the output of these selected employees would be effectual for the
firm.
The recruitment process comprises the choosing of employees with skills for the
organizations and also to create various ways through which the consultant’s recruitment can
be applied for analysing the scenario while selecting the applicant. According to Wells
(2009), the recruitment process chooses the right person for the job and by using the pool of
employees and agencies which help in recruiting for running the business firm which
decreases the difficulty linked with the process of recruitment.
4.2. Significance of Recruitment Process
The process of recruitment is very significant as it aids the firms to hire the strategic needs
and make use of the candidates that deserve. According to Selts (2013), there are various
firms that make use of process to attract employees who have the potential and will also be
able to work and execute tasks through multi-tasking without any difficulty. The process of
recruitment if effectual and there are numerous processes which have been designed
especially for the facilitation of employees and they should use the calculating, collectable
and positive process of evaluation which will aid in gaining more employees in organizations.
The recruitment is a process which is critical but the most essential thing is that the
organizations fully depend on it for the selection of suitable employees for the right job at the
firm. The designing of recruitment process is done to gain the best ability in the firm which
will aid in developing and having employees that try to make the best use of capacity in
industry and give the employees the skills and policies which are stimulating to the
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environment of work and requires the development in regard to the correct skills at the work
place (Nilma, 2009).
The recruitment process aids to take critical and investments of future choices by selecting
the greatest talents which will provide advantage of the organization. The process of
recruitment has various crucial steps which aid in making sure that the best employees
capacity are chosen in the work environment. According to Yella (2016), the firms should try
to apply and use practises which are best and will also involve individuals hiring and the need
of these employees having correct skills and capabilities which will cause success in the job
choosing target.
The process of recruitment is essential as the current organizations success is based directly
on the employees choosing process. In organizations the process of recruitment is very
operative and utilizing the systematic approach is needed which aids to know more about the
capability of the employee and hiring the applicants on the basis of their abilities.
4.3. Recruitment Process Challenges faced
The most communal issue linked with the process of recruitment is that the HR system of
management is very poor and it badly affects the business. There is a great need for the HR
practices and policies to be corrected along with proper policies of recruitment which will aid
to develop the choosing and strategies linked with the employee recruitment process as it will
help in discovering the employee right for the job.
The evaluation shows that right amount of employees are present with proper skills. The
vigorous and detailed process of recruitment has shown that the task of recruiting the
employees is very hard as a system is needed which will help in improvising the candidate’s
quality. The process of recruiting is a chief challenge as effectual policies are to be applied
which would know the proper approaches and apply them in a systematic way aiding in the
employee’s growth. The encounter of challenges is good only if the right applicant with
developed skills is present for the recruitment (Yella, 2016).
Variable Concept of Study
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Effective Recruitment
 Effective employees
 Better Skill

The variable concept of study states that if the process of recruitment is implemented in an
organization then the output will be productive in regard to performance, the employees will
have better skills and the effective results will be seen in the company’s productivity.
5.0. Methodology
This research comprises of both the phases of data collection which are primary and
secondary data and was gathered by conducting a survey on United Finance Co. SAOG with
the help of interviews and giving questionnaires (Khan, 2011). This survey will also include
interviews on the personal level and the basis of this research will be on the data collected for
the analysing process.
The other data known as the secondary data will be gathered by using different books such
as: approaches used for research, journals, magazines, websites etc. as they are related to the
strategy to be analysed and will aid in attaining information for the segment of literature
(Dey, 2002). In the analysis part the qualitative and quantitative analysis are mostly adopted
by investigator. In regard to the present dissertation, the use of qualitative analysis will be
used. Along with this, the descriptive analysis will be used while in the quantitative analysis
the statistical analysis will be applied (Crowther and Lancaster, 2012). In addition to this, it
can be said that qualitative aspects will allow to have understanding of subject so that goals
and objectives can be accomplished in desired manner. In this regard, in-depth analysis will
also be referred effectively so that key aspects related to recruitment and selection process
can be evaluated in appropriate manner (Pring, 2014).
Along with this, the questionnaire is being taken into account for effective data
collection. In this, questionnaire is being selected because it allows to take responses in
appropriate manner. It is also less time consuming as compared to interview so the use of
questionnaire is significant for the accomplishment of the study. We have also chosen the
Harvard reference style because it provides a justification of statements which are considered
with references. It also helps in understanding that from where the content is being accessed
to accomplish the research.
Analysis of Data
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In this research the philosophy which is made use of is the data’s interpretation which will be
applied to as the direct communication in the appropriate sample for the chosen study. The
collection of data was done by gathering interviews as it will be analysed by the researcher
regarding the details of United Finance Co. SAOG and all the questions which were inquired
about will be collected for data collected methods and will be used to uncover the strategies
and processes being used for the management forces diversification. In addition to this, it can
be said that quantitative analysis will be presented by having improved focus on graphs,
tables and percentage. Simple statistical aspect are being considered as critical aspect in the
qualitative analysis. Statistical reform will provide quantitative support to the thematic
approach of analysis. In addition to this, it can be said that the descriptive information will be
presented in accurate manner. In this, tables presented will be properly explained so that final
outcome can be understand in appropriate manner. General statics will be presented in the
data analysis section with a use of thematic approach. In this, different tables and graphs will
be evaluated to present a statics.
Sample collection
For the purpose of analysis the collected sample will involve about 100 respondents which
will include 50 working employees and 50 working managers. The selection of sample will
be done randomly and the there is a need of confidentiality regarding the applicants personal
information so that it won’t be revealed.
6.0. Limitations
The limitations that occurred in this research was due to some restrictions by United finance
Co. SAOG which limits the analysing and data collecting process regarding recruitment. The
managerial interview collection was hard as they were not available at that time but still the
data was collected.
7.0. Budget
Tools Amount
Questionnaires copy 15
Stationary 15
Device for recording 25
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Phone 15
Vehicle 25
8.0. Time taken to complete the assignment
Literature
Review
Questionnaire
Development
Data which was
collected
Phase of Data
Analysis
Writing the
research
report
End
2 weeks 4 weeks 6 weeks 6 weeks 6 weeks 2 weeks
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References
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at:<https://www.shrm.org/india/hr-topics-and-strategy/talent-acquisition-and-people-
flows/sourcing-and-recruiting-external-and-internal/Documents/1109%20Recruiting
%20EPG-%20Final.pdf>. [Accessed on: 13 Dec, 2016]
Candice, J., 2011. Recruitment Process Outsourcing. Sage
Comale, R., 2009. Effective recruitment & selection practices. Roughtledge.
Dale, M., 2009. A manager's guide to recruitment & selection. Roughtledge.
Dessler and Teicher., 2014. Recruitment & selection. Sage
Devaro, J., 2010. Internal hiring or external recruitment? Available
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on: 13 Dec, 2016]
Edenborough, R., 2008. Assessment methods in recruitment, selection, and performance.
Sage.
Ellis. M, and Sorensen, A., 2008. .Assessing Employee Engagement: The Key to Improving
Productivity.Perspectives. The Segal Group, Inc.15(1). pp12-14.
Ferris, G., Berkson, H. and Harris, M., 2008.The recruitment interview process. Human
Resource Management Review. 15(1). pp12-14.
French, R. and Rumbles, S. (2009). Recruitment and Selection Availableat:
<http://www2.cipd.co.uk/NR/rdonlyres/01F95685-76C9-4C96-B291-
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Hassan, I., 2013. Customer Service and Organizational Growth. Available at:
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13 Dec, 2016]
McCracken, M. and Sanderson, M., 2009. Trade union recruitment: strategic options. Sage.
Nilma, O., 2009. New Recruitment Process and Procedures Available at:
<http://humanresources.cua.edu/res/docs/training/presentation-new-recruitment-
process-01-09-updated.pdf>. [Accessed on: 13 Dec, 2016]
Richardson, M., 2008. Recruitment strategies managing/effecting the recruitment process.
Available at:<
http://unpan1.un.org/intradoc/groups/public/documents/UN/UNPAN021814.pdf>.
[Accessed on: 13 Dec, 2016]
Selts, B., 2013. Applicant Attitudes Across the Recruitment Process: Time is of the Essence.
Sage.
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Pring, R., 2014. Philosophy of Educational Research. 3rd ed. Bloomsbury Publishing.
Saunders and et. al., 2010. Research Methods for Business Students. Harlow: Prentice Hall.
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Silverman, D., 2010. Qualitative research. Sage.
Singh. K. Y., 2010. Research Methodology. APH Publishing.
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