Understand Recruitment and Selection Research Paper

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Recruitment and Selection
Dr. Radhika Kapur
In any kind of organization, recruitment and selection processes are considered useful,
because they help in finding the most suitable candidates for the jobs. Recruitment and
selection are important operations in human resource management, designed to make best use
of employee strength in order to meet the strategic goals and objectives of the employers and
of the organization as a whole. It is a process of screening, sourcing, shortlisting, and
selecting the right candidates for the vacant positions. The employers put into practice
recruitment strategies and methods that would be the most beneficial to achieve
organizational goals and objectives. The main purpose of this research paper is to understand
recruitment and selection procedures. The main areas that have been taken into account
include, significance of recruitment and selection, principles of recruitment and selection,
factors affecting recruitment and selection, posting vacancies, recruitment and selection
process, types of recruitment and types of interview.
Keywords:Recruitment, Selection,Candidates, Organizations, Jobs,Factors,
Recruitment is the process of identifying, screening, shortlisting and hiring of the
potential human resources for the purpose of filling up the positions within the organizations.
It is the central function of human resource management. Recruitment is the process of
selecting the right person, for the right position at the right time. The educational
qualifications, experience, abilities and skills of the individuals need to be taken into
consideration when recruitment takes place. It is the process of attracting, selecting and
appointing potential candidates to meet the needs and requirements of the organizations.
Recruitment takes place internally, i.e. within the organization and externally, i.e. from the
usage of external sources. Internal factors include, the size of the organization, recruiting
policy, image of organization and image of job. External factors include, demographic
factors, labour market, unemployment rate, labour laws, legal considerations and competitors.
Efficiency in the recruitment processes generates productivity and builds a good working
environment and good relations between the employees (Recruitment and Selection, 2016).
Selection is the process of picking or choosing the right candidate, who is most
suitable for the job. It is the process of interviewing the candidates and evaluating their
qualities, which are necessary for a specific job and then selection of the candidates is made
for the right positions. The selection of right candidates for the right positions will help the
organization to achieve its desired goals and objectives. When selection of the employees
takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities
that are required to perform the job duties in a well-organized manner (Recruitment and
Selection, 2016).
Recruitment is called a positive process with its approach of attracting as many
candidates as possible for the vacant positions. It is the process of identifying and making
potential candidates to apply for the jobs. On the other hand, selection is called a negative
process with the elimination of many candidates as possible. There are numerous individuals,
who apply for the jobs, but selection is made only of those individuals, who are qualified and
proficient. Selection is important, the reason being, hiring of good resources can help in
increasing the overall performance of the organization. Both the processes of recruitment and
selection are considered important for the effective functioning of the organizations and they
take place simultaneously. They are imperative for growth and development of the
organization (Recruitment and Selection, 2016).
Significance of Recruitment and Selection
The recruitment and selection of the individuals within the organizations result from a
thorough and a systematic process. The employees need to possess complete knowledge of
the strategies and methods that are required to get implemented for recruitment and selection.
Legislation and good practice and the range of recruitment sources and selection methods as
well as possessing the skills and abilities in interviewing and evaluating potential employees
highlight the significance of recruitment and selection (Chapter 5, 2010). The areas that
highlight the significance of recruitment and selection have been stated as follows:
When job vacancies arise within the organizations, then the employers give due
consideration to the recruitment and selection processes. These processes enable the
employers to identify and analyse the positions that are required to get filled in order to
achieve the desired goals and objectives. Vacant positions within the organizations signify
the lack of human resources and these are regarded as barriers within the course of
implementation of tasks and in the achievement of goals and objectives. Thus, whether it may
take place on an immediate basis or may be a time consuming process, importance of these
processes is recognized during the time of job vacancies.
Resources are considered as the most important asset of any organization, hence,
hiring the personnel with appropriate skills and abilities is important. The patterns of
recruitment and selection differ from one company to another. When machines, equipment
and devices are made use of to enhance productivity, then it is the human resources that
operate them. The machines, devices and other equipment are made use of in an effective
way, when they are put into operation by skilled and proficient personnel. It is vital that
individuals should possess complete knowledge regarding how to make use of machines and
enhance productivity. In some cases, this job may be manageable, whereas in others it may be
tedious and demanding. Therefore, recruitment and selection are considered as important
aspects in any organization and should be made of appropriate personnel.
The significance of recruitment is recognized by the fact that organization gets
satisfied with more productive employees. It not only enhances productivity and profitability,
but also encourages good relationships among the employers and the employees. It
contributes towards growth and development of the organization. It determines the current
and future job requirements. It helps in increasing the success rate of selecting the right
candidates, who are able to make efficient use of their skills and abilities in leading to growth
and development. It helps in evaluating the effectiveness of various recruitment methods. It
determines the present future requirements of the organizations and formulate plans
accordingly. Recruitment strategies contribute in the implementation of managerial functions
in an operative manner (Recruitment and Selection, 2016).
The significance of selection is recognized, because it helps in choosing the most
suitable and qualified candidates, who can meet the requirements of the jobs within an
organization. For meeting the goals and objectives of the organization, it is vital to evaluate
the various attributes of each candidate, such as their qualifications, skills, abilities,
experiences, personality, nature and overall attitude. The other candidates, who have not
found to be suitable to carry out the job duties are eliminated. The organization is required to
follow appropriate selection processes, the reason being, if the selection is not carried out in
an appropriate manner, then it would impose unfavourable effects upon the organization and
loss would be incurred to the employer in terms of money, time, and efforts (Recruitment and
Selection, 2016).
Principles of Recruitment and Selection
The principles of recruitment and selection have been stated as follows: (Recruitment
and Selection, 2013).
The first point to identify about recruitment is that it is a process with a number of key
stages, all of which work in co-operation to improve one’s chances of finding the best
candidates available for any advertised position. The candidates are required to go through
various stages and they are given certain tasks or go through various rounds of interviews,
which they have to accomplish in order to get selected. In some cases, final round of
interviews, include only two people, one is selected and the other one gets rejected.
It is worth giving indications that in terms of leading, guiding and managing
employees, if one is not recruiting the best people available, then it is always going to be
challenging to manage them on daily basis.
Another general rule is, when seeking to fill any job vacancy, one should always
consider the internal candidates that could be encouraged to the available post and then
recruit externally for the junior position.
Too often senior managers pay less attention to the recruitment process and only
become actively involved when a senior post is being filled, or at the end of the process for
the final interview. This is an error and one should be concerned with the eminence and
appropriateness of every employee, who joins the business.
It is often assumed that interviewing is something that any experienced manager can
carry out. It involves open ended as well as close ended questions. Interviews can be
conducted by anybody, but it is important that individuals can do it well, if they are
appropriately trained and possess effective communication skills. It is not worthwhile to
conduct interviews without acquiring proper training.
There are many legal issues that are associated with the recruitment process and it is
necessary for all the individuals to familiarise oneself with the relevant legislation. It is vital
for the members of the organization to become familiar with the policies and procedures that
are required in the recruitment and selection processes.
Factors affecting Recruitment and Selection
The factors affecting recruitment and selection are organized into the internal and the
external categories. The internal factors have been stated as follows: (Recruitment and
Selection, 2016).
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