The Recruitment and Selection Process

This article discusses the recruitment and selection process in organizations, focusing on the importance of effective recruitment strategies and the impact of inadequate recruitment. It also provides insights on how to avoid the consequences of ineffective hiring. The chosen organization for analysis is Sainsbury, a finance service company.

The Recruitment and
Selection Process

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Recruitment is a process of where company try to find manpower to fill employment
position in its company. Whereas selection is the beginning when recruitment ends. Both
recruitment and selection are the significant as they can not be separate. Because both shows link
that is, selection is the part of whole recruitment process. The process of recruitment in an
organisation is organised and manage by the Human Resource Management of the company
(Kamran, Dawood and Hilal, 2015). It the responsibility of the HR to hire right people on right
job to achieve organisational objectives. To understand how effective recruitment and selection
process contribute towards business success can be asses with the help of an organisation. For
report purpose, the chosen organisation is Sainsbury a second largest firm located in United
Kingdom. It is located at has global scale ans has more than 250 employees all over the world. It
also has many competitors such as Tesco, Amazon, ASDA, etc. Company puts the service back
into payments service provider through delivering flexibility and control on merchants and
customers with a superior product and world-class merchant support that consider as exceptional
from the industry. It remain committed to meet the needs of modern merchants operating in a
globally competitive digital environment.
MAIN BODY
Recruitment: It is the process where the HRM of the company create pool of candidates who
are interested in job. The process include posting the ad of vacancy on different job sites or
company websites. The process try to attract suitable candidates with some skill sets desired for
the job profile (Ekwoaba, Ikeije and Ufoma, 2015). After that company calls for further process
to analyse candidates competitiveness for the profile that company is looking for. For more
better understanding the process is describe in following sections:
 Recruitment Planning: This is very primary stage where the whole process begins. At
this initial stage, the vacant position of job is analysed then job description is made which
include job specifications and nature of job, skills, experience etc. The aim is to attract
large number of employees. So that company can choose amongst them.
 Strategy Development: After the job description is made next step of the process is to
decide proper strategy that will be adopted. The strategies like what are the ways and
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sources are available for company through which the process can be done (Ekwoaba,
Ikeije and Ufoma, 2015).
 Searching: When strategies are prepared the search for the candidates is start. Which
include source activation and selling. The source activation refers to searching for the
candidates on the employee requisition. In selling, the company must judiciously select
the medium through which employment information can be convey to prospective
candidates.
 Screening: It refers to short-listing of candidates who have applied for the position and
cleared their interview. Screening is considered as the initiation of selection process. As
the process of selection begins after scrutinize and shortlist candidates on the basis of role
requirements. The main purpose of recruitment process is to remove those applications at
an early stage which clearly seems to be not suitable for the job.
 Evaluation and Control: This is the final stage of whole recruitment process where the
assessment of the whole process are done. This stage is significant as company made
investment in whole process and the success is the main reward. Since recruitment is a
costly process which include; time, energy of the management bodies, cost of
advertisement or outsourcing in case the vacancy remains unfilled,cost of selection. Thus,
organisation are required to gather all these relevant information to evaluate the
performance of a recruitment process effectively.
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At Sainsbury, the company service providing company and thus company needs to hire
suitable candidates who have certain skill set that can meet the requirements of the company.
Company while following the above mentioned recruitment, must consider the every stages that
have its own significance. Since the company is progressing and more people are connecting
with company to increase their strength from 200+ in the year 2018 to 1000+ employees in 2020
(Sainsbury. 2020). The increasing strength indicate that company is growing its market in the
industry.
Workforce Planning
It refers to strategic workforce planning that is ensuring organisation have current as
well future access to manpower for organisation. Identifying appropriate sources, cost effective
methods etc. to retain or hire employees. The planning help in achieving business objectives and
fulfil the long term visions (Momin and Mishra, 2015). As the company Sainsbury is dealing
with payment service that is providing end to end platform for smoothing the function of
payments. Company currently exploring different international markets and supporting
thousands of businesses. Therefore company need to strategically mange its workforce for future
growth. Analysis of future and current workforce can make company to be ready for any
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Illustration 1

prospective changes in future of human capital. Since they are the ultimate assets of the
organisation. Thus sound employee and different strategies regarding employment help company
to be productive in its business.
Methods of Recruitment
There are broadly two type of recruitment is identified. Depending upon company and its
human capital, strategies adopt, available finance guide their choice of recruitment method. At
Sainsbury company is new in the industry hence have moderate finance and strength available in
it. However it is the decision of the management whether to hire candidates from inside or
outside. Thus the two main methods of recruitment is Internal sources and another one is
External sources. Both sources have it importance and drawbacks as well. It is the HR, who are
in responsible for identify the suitable sources to put right candidate at right job. On a closer look
at Sainsbury, company can choose any of the methods. To understand more better way,
following are some effective sources of both methods is going to be discussed in next sections
that company can employ.
Recruitment process links to the success of the business
While recruiting company believes that with right people in the organisation can bring
not only productivity but also profitability. This is why recruitment is very crucial process. It
define the future of the organisation with its manpower. Stronger the recruitment the larger will
be the impact in the mind of applicants. Through this process employer branding their company
makes more attractive for the prospective employees. Recruiting is the function which attracts
and selects future leaders for the company and analyse organizational requirements. This is the
reason why headhunting are paid well by companies. According to the study of BCG, that
Recruitment is the most important function of human resources, when it comes to return on
investment. It found that relationship between people management capabilities and financial
performance of company can be improved in long term perspective. The study calculated the
dollar impact of each of the different HR functions and ranked them. Companies that excelled in
recruiting experienced 3.5 times more revenue growth than their less-capable peers (StrackJ. R.,
and et. al., 2012). Since human capital are the worthiest assets of continual investment in global
digital era of business.
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Internal Recruitment Method: In this method, the HR of the company hire people within the
organisation (Muscalu, 2015). Some of the sources are mentioned below while hire candidates
from internally.
 Internal job post: Company can use this method which the existing employee can see this
as growth opportunity. In this method company post jobs in their own internal website.
Employees see this not only opportunity for growth but also see this as job security in the
company.
 Promotion of Deserving Candidates: In this method company promote higher performer
candidates on more higher position. Sainsbury can use this method since this build
loyalty towards company with high authority and confidence within the individual. The
method prevent job stagnation and reduce employee turnover.
External Recruitment method: In this method company hire candidates from outside of the
company (van, Wesselink and Dentoni, 2016). The method is used when company either
exhausted from right candidacy or want to put some fresh blood within organisation. Some of the
major sources of external recruitment are discussed below that company can use in its
organisation.
 Advertisement through Media: Through media company post advertisements and
monitor their response. There are different media are available such as, print media or on
social media can be used. Print media include newspapers which are less expensive and
easily reached to target audience easily. But at present in era of technology, now people
are connected with their smart devices such as moblie, laptop or computers. This provide
facilities like using of social platforms. Such as Linked, Glassdoor even Facebook
another job sites and email facilities and so on. These are also easily accessible and
cheaper than any other modes. Company can use this method as mostly people are
available on such platforms. Which also provide various facilities to employee and
employers both (Balasubramanian, Vishnu, and Sidharth, 2016).
 Campus recruitment: In this method company when they want fresh talents, opt for this
method. The method candidates are selected from colleges or institutions. In the typical
procedure of campus recruitment, students seeking placement are advised to register
themselves at the college placement service. During the recruiting season, candidates are
advised of scheduled visits through different modes like, student newspapers, mailings,
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bulletin boards, etc. The placement cell also prepares a brochure detailing the background
and specialization of all students seeking employment.
From above it can be observed that company can use any of the methods for recruiting
candidates. Also they can use combination of both. Since company is specialization of the
service thus they may need experienced person as well as new person who can bring more
innovation with them (Chungyalpa and Karishma, 2016). To be successful company in its long
term objectives need to evaluate effective strategies in both methods of recruitment.
Legal and Ethical consideration: It is imperative for any company to be legally free to
commence business and so it talent management team. There are certain anti discrimination laws
are there to protect both the party from any illegal practices during hiring process. Ethics are far
beyond regulation and have impact on the reputation of the company. Some of the unethical
behaviours are recently found. Some common practices like:
 Unethical employee Referral where HR must be aware.
 Misrepresentation of job duties and requirement for vacant position by company.
 Misuse of social media platforms, such as creating fake accounts or posting misleading
information about company etc.
Result of ineffective recruitment and selecting.
Ineffective or inadequate recruitment can have serious consequences on company. It
effect the overall functioning of the company in its business. However few common serious
impacts are observed due to ineffective recruitment process which results negative impact on
regular operations of the company (Rozario, Venkatraman and Abbas, 2019).
 Reduce the revenue: Company spent huge percentage of its position annual salary on
staff replacements. These costs can include from posting of job in different source, fees,
on-site or off-site to training and development expenses and much more. It impacts
become more sever when company either small or start-up. Hiring the wrong person
could be the most significant thing that can bring down the company.
 High turnover: Hiring wrong people in wrong position may lead to high employee
turnover in the organisation. Since they posses very less or no knowledge regarding his
position. That makes him leave the company. Which can result into wasted time, money,
and energy during the downtime but also increase additional recruiting and training
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expenses. In relation of Sainsbury, they need to improve their management system so that
proper hiring is being done in correct way. This is because hiring negative staff can
impact on functions as well as operations of business at larger scale.
 Low morale: With ineffective or wrong hiring sometime result into disastrous.
Inadequate recruitment and selection process can also hurt the teamwork and productivity
among existing employees as well. This is less likely to happen for upper management
employees whereas low-level workers may have to take up that person’s slack and where
they may feel overworked, frustrated and underappreciated. Also, bad hires often
instigate negative attitudes in the workplace.
 Low productivity: On bad hiring when candidates cant perform their tasks well then
company either think to replace them or eliminate them which wasted the time too.
Company invest equal amount of resources on its every employees but on return if output
is lesser than expected then it is the problem where company need to have serous
consideration. If this continue for long time can impact the productivity of the company
and performance of the team. Thus it impact the co employees productivity level soon.
CONCLUSION
From above it is concluded that recruitment and selection are the vital for any
organisation. Depending upon the business and its operations decide different method of
recruitment. However it is recommended that company can use combination of both recruitment
methods as both have its own significance. Sainsbury being the finance service company who
have just started grow its business internationally need recognise effective recruitment strategies
to avoid any kind of ineffectiveness within the organisation. The HR of the organisation must be
aware of all legal and ethical procedures at the time of hiring candidate to conduct a fair proce4ss
of recruitment. Recruitment being the most significant process, the higher authorities and
management must have close eye on the whole process until end with right candidate on right
job. To avoid consequences of inadequate recruitment and selection it is necessary to have right
strategies before proceed with it because wrong hiring lose more than time, money and effort.
With right and adequate recruitment process Checklist.com can unleash the power of Human
capital and can achieve its long term goal with efficient manner. Human capital are the key
resources of the company which decide the future of the organisation and its operations to be
effective enough to satisfy its customers.
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REFERENCES
Books and Journals
Kamran, A., Dawood, J. and Hilal, S.B., 2015. Analysis of the recruitment and selection process.
In Proceedings of the Ninth International Conference on Management Science and
Engineering Management (pp. 1357-1375). Springer, Berlin, Heidelberg.
Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Momin, W. Y. M. and Mishra, K., 2015. HR analytics as a strategic workforce
planning. International Journal of Applied Research. 1(4). pp. 258-260.
Ekwoaba, J. O., Ikeije, U. U. and Ufoma, N., 2015. The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Balasubramanian, P., Vishnu, P. and Sidharth, S., 2016. Social media as a recruitment
tool. Bonfring International Journal of Industrial Engineering and Management Science.
6(3). pp. 108-110.
Muscalu, E., 2015. Sources of human resources recruitment organization. Land Forces Academy
Review. 20(3). p. 351.
van Doormalen, E., Wesselink, R. and Dentoni, D.,2016. Recruitment strategies in small growing
businesses.
Rozario, S.D., Venkatraman, S. and Abbas, A., 2019. Challenges in recruitment and selection
process: An empirical study. Challenges. 10(2). p. 35.
Chungyalpa, W. and Karishma, T., 2016. Best practices and emerging trends in recruitment and
selection. Journal of Entrepreneurship & Organization Management. 5(2). pp. 1-5.
Online
Sainsbury. 2020. [Online] Available through:< https://www.Sainsbury/about-us >
StrackJ. R., and et. al., 2012. Realise the value of people management. [Online] Available
through:<https://www.bcg.com/publications/2012/people-management-human-resources-
leadership-from-capability-to-profitability >
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