Recruitment and Selection: Job Performance, HR Planning, Branding, and Evaluation

This report discusses the importance of recruitment and selection in HR management, focusing on job performance, HR planning, branding, and evaluation methods.

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University Name-
Recruitment & Selection
Student Name-
7/13/2019

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Executive Summary
Recruitment and selection are related terms. Recruitment is concerned with attracting the right
candidate through various methods and screening and shortlisting them. Selection is the process
of choosing the suitable candidate from a list of applicants by comparing the job requirements
with the skills of the candidates and choosing of the right candidate. Both are considered as a
major process of selecting an employee. For recruitment various methods are carried out and
those methods are evaluated in coherent manner to avoid shortage and surplus of the human
resources of the organization.

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Contents
Introduction......................................................................................................................................3
Job Performance..............................................................................................................................3
Performance Measurement System..............................................................................................3
Job Dimensions........................................................................................................................4
Behavior...................................................................................................................................4
Measures of Job Performance..................................................................................................4
Legally defensible performance measurement system.............................................................4
Human Resources/ Workforce Planning.........................................................................................5
Role in Recruitment.....................................................................................................................5
Branding..........................................................................................................................................5
Branding affect the recruitment process......................................................................................5
Enhancing branding.....................................................................................................................6
Evaluation of Recruitment Programs...............................................................................................6
Recruitment Cost..........................................................................................................................6
Recruitment Metrics.....................................................................................................................6
Criteria for evaluating Recruitment Methods..............................................................................7
Technology in Screening Methods..................................................................................................7
Applicant Tracking System..........................................................................................................8
Techniques for passing automated screening process.................................................................8
Use of social networking sites.....................................................................................................8
Conclusion.......................................................................................................................................9

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Introduction
Recruitment and Selection is one of the major activities in Human Resource
Management. It involves selecting the right candidate that fulfills the needs of the organization
by performing a suitable procedure. Recruitment is the process of finding and attracting suitable
candidates through various mediums and then screening and shortlisting the right candidate.
Selection is the next process after recruitment (Derous & Fruyt, 2016). In this, candidate’s
interview is taken and their qualities are matched with the specific job requirement and
appropriate candidate is selected for the required position. The report analyzes the job
performance, human resource planning, branding and effectiveness of evaluation and screening
methods (Farndale, Nikandrou, & Panayotopoulou, 2018).
Job Performance
Job performance refers to all the activities of the candidates under a specified job. In
other words, it is the expected value that the employees give to the organization (Tims, Bakkar,
& Derks, 2015). Job Performance plays a very vital role in recruitment and selection as
determining the employee’s performance helps a company to analyze their performance to see
employee turnover will affects the recruitment process
Performance Appraisal System has following advantages:
 Performance appraisal helps in giving feedback to the employees about their performance
(OBI, 2016)
 It helps in motivating the employees and reducing the errors related to work.
Performance Appraisal System has following disadvantages:
 If the appraisal system fails, it brings a negative impact on the employees and managers.
 It creates a stressful environment at the workplace.
Performance Measurement System
Performance Measurement System for the role of Organization Development Specialist
in Human Resource is as follows:

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Job Dimensions
An Organization Development Specialist in HR is responsible for planning the activities
of recruitment, making sure that the right candidate is selected for right job, takes the
responsibility for the training and compensation.
Behavior
The Specialist is expected to maintain a trustworthy relationship with the people in the
organization and is expected to be transparent in all the decisions that they take.
Measures of Job Performance
The Organization Development Specialist in HR measures the job performance through a
number of methods particularly qualitative and quantitative methods. In qualitative method,
following methods are used:
 Ranking method which jobs are ranked as per the nature, duties and responsibilities
involved (Maghsoodi, Abouhamzeh, Khalilzadeh, & Zavadskas, 2018).
 Grading method that categorizes the jobs according to grades.
In quantitative methods, following methods are used:
 Point System in which job is measured on the basis of points given to them under
different factors.
 Factor Comparison Method combines the ranking and point system and classifies the job
as per different factors
Recommendation
Point System should be recommended to categorize the jobs and evaluating them as these
scales can be used for longer purposes and is suitable for measuring performance of a large
number of employees.
Legally defensible performance measurement system
There are a number of factors that defines whether the performance measurement system
is legally defensible. The job description should be precise, accurate and specific. The system
should have capability of giving regular feedback and is consistent to everyone.

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Human Resources/ Workforce Planning
Human Resource Planning refers to a process of planning of the human resources to
ensure their optimum utilization in the organization (Berk, Bertsimas, Weinstien, & Yan, 2019).
It analyses the requirement of employees in the organization.
The steps involved in the workforce planning are as follows:
1. Firstly, the objectives of the organization are identified for which the organization is
working.
2. Secondly, the current human resources and their capabilities are analyzed through various
internal and external sources.
3. Further, the demand for the particular job position is matched with supply of human of
human resources.
4. In this step, manpower gaps are identified to fulfill the shortages and removing the
surplus.
5. The next step is to implement the action plan for the gaps identified and monitoring those
plans by taking feedback (Lee & Field, 2019).
6. Finally, the efficiency of the process is evaluated.
Role in Recruitment
The process of Human Resource Planning provides an estimate of the number of
employees required for a particular job. This process gives insights to the recruitment process
about the number of employees are needed to be recruited for various positions.
Branding
Branding refers to a name, symbol or a specific design that helps in identifying the
company’s product and differentiating it from other competitors (Dinnie, 2015).
A company is involved in branding activities because it helps them in receiving
recognition and attracting more customers to their product and also maintaining a true
relationship with the potential customers.
Branding affect the recruitment process
Branding plays an important role in recruitment process. The companies must market themselves
and their brand in front of the candidates to grab the attention of skilled candidates.

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From the perspective of candidate, the branding affects the recruitment process as they can get
more information regarding the company is the company is using a various marketing techniques
to increase the branding.
Enhancing branding
Three ways for enhancing branding are as follows:
 Use of social media can increase the brand awareness and expanding the brand of the
company.
 Branding should be true and should deliver certain facts regarding the company (Chang,
Wang, & Arnett, 2018).
The company chosen for effective recruitment process is Bell Food Group and their Brand is
Bell brand can use the following recruitment and selection process:
1. Analyzing the vacant positions where specific people are needed.
2. Doing job analysis by understanding the role for a specific job.
3. Preparation of job description and job specification for understanding features of the job.
4. Evaluating the job through various methods
5. Searching for the suitable candidates through internal and external sources.
6. Further, screening or shortlisting the relevant profiles and contacting them through
telephonic or face to face interview.
7. Lastly, identifying the top skilled candidate and monitoring the recruitment process.
Evaluation of Recruitment Programs
There are various factors that define the effective evaluation of recruitment programs:
Recruitment Cost
The company may bear two recruitment costs which are internal and external. Internal
cost are regarded the cost for organizations and external cost paid outside the organization and
have to be bear externally.
Recruitment Metrics
The recruitment metrics are used for the measuring the success of recruitment process
and analyzing that whether the company is recruiting the right candidates for the company.

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The following metrics are used for getting return on investment in recruitment:
 Time to hire where total time involved in the recruitment process is analyzed.
 Cost of hire, which is related to the total cost in the entire process of recruitment.
 Quality of hire, where higher performance and lower performance is measured.
Criteria for evaluating Recruitment Methods
There are two criteria for recruitment methods which are qualitative and quantitative. The
qualitative ones are as follows:
 The qualification of the candidate is a major criterion for evaluating the recruitment
method.
 The candidate’s skills and capabilities.
 The candidate’s past job experiences, if any.
The quantitative ones are as follows:
 The knowledge the candidate carries.
 The database of the candidate to be accurate.
 The candidate’s performance test results.
Technology in Screening Methods
Latest technology trends have enabled a smooth process of screening. The internet based
screening has enabled the company to perform the screening methods like checking of
references, resume shortlisting and skill test in a convenient manner.
Advantages
The technological advancement is advantageous for the company to do screening in a
proper way. It serves as an online source that can be easily accessed and maintained. The
technology used in screening methods enables a company to have a flexible performance test and
other administration works.
Disadvantages

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Using technological mediums for the screening of candidates sometimes provides
irrelevant and inadequate resume which may waste the time of the company. If there is
disturbance in technology, it may lead to wrong screening due to loss of data contained in the
particular software for screening.
Applicant Tracking System
The Applicant Tracking System helps a company t screen candidates and selecting the
best one. When a candidate applies for a job, the system takes the information that is needed and
then automatically sends them invitations to come for the interview (Laumer, Maier, & Eckhardt,
2015).
Advantages
The ATS has following advantages:
 Resumes can be screened in a fast way.
 An efficient system for saving time and money of the company.
Disadvantages
The ATS has following disadvantages:
 Only screens the resumes who match the exact job requirements.
 Sometimes the system is unable to read the data and rejects the resumes for no valid
reason.
Techniques for passing automated screening process
A candidate can use the following techniques for passing the automated screening process:
 Keeping the formatting simple and use of correct keywords
 Ensuring the correct spellings and a comprehensive career objective section.
Use of social networking sites
The social networking sites are used by many companies for information. From the
recruiters perspective, the advantage of using this is that the company can see profiles of
different candidates and approach them directly and disadvantage is that the company can be
seem informal in the eye of the candidate (Topolovec-Vranic & Natarajan, 2016).

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From the candidate’s perspective, the use of social networking site is advantageous as the
candidates can identify the job vacancy through the post on the company’s profile and
disadvantage is that the candidate cannot check the reliability of the company.
Yes it is a good practice to be used as it increases the visibility of the job and helps in the
right and quality candidates.
Conclusion
To conclude, it can be said that recruitment and selection are e major activities of Human
Resources Management. Both the activities are dependent on each other. This report highlights
the job performance and the measures of job performance. Further, Human Resources or
workforce planning are also discussed along with their effect on recruitment and selection.
Further, branding and evaluation of recruitment programs along the suitable metrics and lastly
the effect of technology in screening methods and social networking sites are discussed. Thus it
is clear that recruitment and selection is a complex process and has a process to be followed.
References
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Chang, Y., Wang, X., & Arnett, D. B. (2018). Enhancing firm performance: The role of brand
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Dinnie, K. (2015). Nation Branding: Concepts, issues, practice. Routledge.
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In Handbook of Research on Comparative Human Resource Management. Edward
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Laumer, S., Maier, C., & Eckhardt, A. (2015). The impact of business process management and
applicant tracking systems on recruiting process performance: an empirical study.
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