Recruitment and Selection Process Importance

This assignment delves into the critical role of effective recruitment and selection processes in achieving organizational success. It highlights how human resource managers must carefully select qualified candidates to fill vacant positions, impacting corporate revenue and employee turnover. The assignment emphasizes the importance of conducting thorough interviews, background checks, and aligning job requirements with candidate skills to ensure a successful match.

Running Head: Human resource management
Human resource management

Human resource management
Importance of recruitment and selection in attracting and retaining
employees
Recruitment refers to a process of attracting, selecting and appointing the candidates in
one or more jobs. The candidates who are appointed in the organization can be on a permanent
basis or on a temporary basis. The human resource manager of the organization takes into
consideration the recruitment and selection process. The candidates who possess the skills and
qualities are selected to conduct the operations in the organization. The candidates are also
selected for conducting the activities of the business. The focus is given on appointing the
candidates for the job opening in the organization.
Selection is the method to conduct the interview of the candidates for the specific job.
The individual is selected on particular criteria that help the organization to operate the activities
in a proper way. It is very difficult to select an appropriate candidate for the organization. There
are various laws that should be taken into consideration by the human resource manager to select
the candidates for the company (Serrat, 2017). To employ the right candidate for the business is
the important aspect of the organization. If the recruitment and selection are done properly then it
is seen that the turnover is reduced. Interview and background check helps to employ the
candidates who are reliable and also carries a positive attitude towards the work. If the candidate
who is appointed to the job is efficient enough then it is seen that the company can offer quality
products to its consumers (Rees & Smith, 2017).
Recruitment is very important to analyze the skill and talent of an individual. The
candidate who is eligible to conduct the day to day activities of the organization is appointed in
the organization. To fulfill the job post it is essential to appoint the candidates who possess the
required skills and qualification. At the time of recruitment, the company should always mention
the exact criteria that are needed for the job. By this the company can easily employ the
candidate and also the better results can be attained. The process of interview offers a great
opportunity to the candidates so that they can easily work in the organization. The process of
interview helps to find the opportunity that is related to the goals and vision of the company. At
the time of the interview, it is very necessary to analyze the candidate so that the eligible
candidate can be selected for the organization (Sparrow, Brewster & Chung, 2016).

Human resource management
Recruitment helps the company to attract new and prospective employees to the
organization. As it is analyzed that the recruitment is only the step from which the company can
analyze the skills and capability of the candidate. The employees are attracted towards the
company if the recruitment is open for the organization. If the interview is not conducted then it
can create a conflict for the organization to survive in the market, because it is only the process
by which the proper analyzes is made of the qualities and skills of an individual (Oladapo, 2014).
Recruitment and selection method is significant for an organization so that the goals can
be attained in a proper manner. When the right candidates are selected, the employee's will give
effective results and will stay in the company for a long term. If the process of selection is not
done in a proper manner then it is seen that the employees can make the mistake that can give
direct impact on the financial position of the company. It is also seen that the time, of the human
resource manager, is wasted when the appropriate candidate is not selected for the job opening.
If the right candidate is selected for the job, then it is seen that the employee works with full
dedication towards the work. If the candidate who is selected is satisfied with the job, then the
organization can effectively retain the employees in the organization.
Recruitment and selection is a process that gives focus on identifying, attracting and
selecting the candidates who are best for the organization. Recruitment is related to identify the
needs of the employees who applied for the job. The recruitment is done on two bases one is
related to internal recruitment and the second one is related to external recruitment. The benefits
that are seen in the internal recruitment are that it acts as an incentive for the employees who are
working in the organization (Gooderham, Morley, Parry & Stavrou, 2015). External recruitment
is related with the talent of the candidate and also it gives various offers to the candidate who
brings various different ideas and experience in the business. Internal recruitment method is an
area for the candidate who possesses the qualification. It is a process of collecting the
information and also to conduct the job analysis of the candidates. The database of the
employees helps the organization to access that the required qualification for the job is possessed
by an individual or not (George, 2015).
Recruitment and selection is a crucial step for the organization, as it seen if the right
candidate is not selected for the job then it can create a serious problem for the organization. So
it is very important that by conducting proper analyzes the candidate should be selected so that

Human resource management
the organization can easily attain the goals and objectives. If the employee who is not interested
to work is appointed, then it will give negative impact on the organization (Storey, 2014).
Employee retention is also considered as an essential aspect of the organization. It is a
method that is taken into consideration by the management to assist the employees to survive for
a long term in the organization. This strategy is adopted on a long-term basis. It gives
motivation to the employees so that they can survive in the market for the long term and can give
their best towards the work. The efforts of the employees should be taken into consideration by
the organization so that the growth can be attained in an effective manner. In the recent scenario,
it is seen that to retain the employees in the organization it is very important to motivate them to
work in an effective manner (Citp & Ballaro, 2014).
To retain the employees in the organization it is essential that they should be given
proper training so that they can work with full dedication. Recruitment and selection is also a
process that attracts new talent in the organization and also encourages the candidates to apply in
the organization. It is seen that a pool of candidate is attracted towards the company. It also
makes a connection with the employers and the employees of the organization. The cost incurred
is less and a pool of candidate can be analyzed for giving the job (Breaugh, 2017).
If the recruitment is effective enough then it is seen that the company meet all the legal
and social obligations that are related to the workforce. It also helps in accessing and preparing
the job applicants who are eligible for conducting the operations of the organization. By
recruitment, it is analyzed that the organization and the individual effectiveness is enhanced and
also there are many sources for all the job applicants. It also helps in enhancing the rate of
selection process by minimizing the qualified and unqualified job applicants. It is important for
the organization to analyze the candidate, because if proper analyzes are not made then it can
create a downfall in the business. Every organization requires the employees who are efficient
enough towards the work (Marler & Fisher, 2013).
The recruitment and selection process assist to minimize the probability that if the
candidates are selected then they will not leave the organization, but finding an appropriate
candidate is very difficult as there are various competitors in the market. To select and recruit the

Human resource management
eligible candidate, it is seen that it is a very difficult task as the future of the business depends
upon the workforce or the employees of the organization (Armstrong & Taylor, 2014).
The main responsibility of the human resource manager is to appoint the candidates who
are eligible to operate the activities of the organization. If the vacant position in the organization
is not filled then it will give direct impact on the corporate revenue. It is essential to maintain
proper work needs and the balance between the employees. It is important for the job recruiter to
ensure that the skillful and competent employees are being selected for the job recruitment
(Marchington, Wilkinson, Donnelly & Kynighou, 2016). If the human resource manager
appoints an appropriate candidate for conducting the functions of the organization, then the
organization can easily attain the success in the organization. The turnover of the organization is
reduced if proper recruitment and selection process is carried out. The right person for the right
job should be selected so that the activity can be conducted properly. The interview and
background check helps the organization to appoint a candidate who is reliable and can carry out
the objectives that the organization planned. So every organization should conduct effective
recruitment and selection process.

Human resource management
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Breaugh, J. A. (2017). to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, 12.
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Development Journal, 32(1), 55.
George, C. (2015). Retaining professional workers: what makes them stay?. Employee
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Gooderham, P. N., Morley, M. J., Parry, E., & Stavrou, E. (2015). National and firm-level
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International Business Studies, 46(6), 715-723.
Marchington, M., Wilkinson, A., Donnelly, R., & Kynighou, A. (2016). Human resource
management at work. Kogan Page Publishers.
Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review, 23(1), 18-36.
Oladapo, V. (2014). The impact of talent management on retention. Journal of business studies
quarterly, 5(3), 19.
Rees, G., & Smith, P. (Eds.). (2017). Strategic human resource management: An international
perspective. Sage.
Serrat, O. (2017). Building a learning organization. In Knowledge solutions (pp. 57-67). Springer
Singapore.

Human resource management
Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management.
Routledge.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.