Factors Affecting Recruitment and Selection Process

This report discusses the factors that affect the recruitment and selection process, including attracting candidates, retaining diverse employees, and more. It explores the benefits of recruitment and selection methods, as well as the purpose and benefits of induction programs.

Resourcing Talent

Contents
Introduction.................................................................................................................................................3
Main Body...................................................................................................................................................3
Factors affecting the company’s approach to attract the candidate towards the enterprise......................3
Organisational benefits of attracting and retaining a diverse employees................................................4
Factors that affect an organisation approach to recruit and selection process.......................................4
Describe the benefits of recruitment methods and selection methods..................................................5
Purpose of induction and how it is beneficial for company and candidates............................................5
Induction plan and the areas which are covered in the induction...........................................................6
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

Introduction
Recruitment is the process where the company used to acquire a pool of candidates with
the desired skills, knowledge and experience which will be e useful for the company to select the
right candidate on the vacant job. Selection is the process where the companies used to conduct
interviews and examine the candidates to fill the vacant position in the organisation. There are
series of hurdles and steps by the company to process the applicant and to determine that such
applicant is posse the required skills or not (Alpern, 2018). The report is being discussed about
the factors which affects the process of selecting the talented candidates. Further, benefits of
attracting and retaining diverse employees in the company. Moreover, factors that affect an
organisation approach to recruitment and selection process. Lastly, the purpose of induction in
the benefits of that for the individual and Organisation are discussed in the report.
Main Body
Factors affecting the company’s approach to attract the candidate towards the enterprise
Selecting the talented candidate is the significant aspect which the hiring department has
to look towards it. This is the critical work which the department has to aware while developing
the process of recruitment (Mutua, 2019). There are a number of factors with affects the process
of selection and some of these are as given below:
Age, seniority and level of education: when the company use to hire the candidate the
first challenge which was faced by the Enterprise is the age of the candidate and the level of
education which is possessed by him. It is observed in the Research report that the candidates
who attain the age of 21 years or more on intention to stay in the organisation. The level of
education is not playing an important role in influencing on retention of candidates.
Working environment: Every employee face on biggest challenge to survive in the
working environment of the company. The employees are the one who create and maintain the
daily working environment in which the talented were not producing the joy of work and also
beneficial with respect to finance.

Training and development: the new candidates are always required to give proper training
programs in order to teach them about what they are going to work and how they have to work. It
is beneficial for both company and the employee and helps them to understand each other. This
enhances the performance of employee and leads to the growth of organisation.
Job satisfaction: in the increasing Complex economy of the country, job satisfaction is
also becoming in challenging area which are faced by most of the companies nowadays. The
growth of the company is dependent upon the extremely satisfied workforce as only they can
provide the best output to the company.
Organisational benefits of attracting and retaining a diverse employees
It is important for the company to retain their skillful employees and also to attract the
new candidates to possess a good position in their Enterprise (Howard, 2019). As there are
several benefits which are discussed below:
Increased creativity: when the environment is positive this will resulted in boasting up the
creativity of their employees. The employees from diverse background will bring the The
solutions of the problem which are faced to achieve the common targets of the company as their
own goals.
Increased productive: the skillful employees will not only e developed the different
strategies of creativity but also enhance the productivity of the company (Kamel, 2019). The
more diverse the workforce of the company when and hence the productivity of the team. This
resulted in higher return of equity and sustain the growth of organisation.
Improve Performance: When the workforce is highly motivated by the company which
will be resulted in the improvement of performance of employees. This can be done by positive
working environment and also break down the barriers and reduces the fear. It helps the
workforce to work without any pressure at their comfort level this and hence their level of
performance and increased productivity of the firm.
Factors that affect an organisation approach to recruit and selection process
There are several factors which affects the process of recruitment and selection of the
desired candidates. Some of those are as follows:

The number of candidates applying for the position: when the company used to advertise
the vacancy on the post then there are large number of talented candidates apply for the position
and it is difficult for the form to determine which candidate is the best for the company.
The correct use of assessment: during the process of selection the company must use the
correct assessment criteria in order to identify the correct targeted candidate. It is difficult for the
form to analyse the correct the skills for the position in that pool of talented candidates.
Experience and background: it is important for the recruiting officer to examine the
experience and the background from where the candidate is coming (Turner, 2018). They must
analyse the documents which are provided by the candidates in order to justify their application
for the post.
Describe the benefits of recruitment methods and selection methods
Recruitment methods are used by the company in order to find the best candidate so that
they can easily justify with the position. The benefits of recruitment method such as social
media, online interviews and job advertisement (Hughes and Murray, 2018). They are beneficial
for the company as in this pandemic situation to save the people from this covid-19 people used
to work from their home so that they can less physical interact from each other. For this in the
current scenario the company used to advertise about the vacant position on the social media
platforms such as LinkedIn, official website of the organisation and other platforms of job
seekers. The company also used to take mobile interviews or video conferencing interviews. This
helps the company and the candidate to save their time and money while using the technologies.
Selection process is the method in which company used to select the appropriate
candidates out of pool candidates. nowadays shortlist and scrutinize their candidates with the
help of online application forms.Further, the enterprise used to to take interviews in an effective
form so that they can identify the key requirements of the job from the listed questions (Kabwe
and Okorie, 2019). It is beneficial for both the company and the candidate to save their time and
money.
Purpose of induction and how it is beneficial for company and candidates
Induction means the training program which will be given to the new employees by the
company so that they can understand the system and the procedure which are followed by the

organization (Santoso and et. al., 2021). It helps the candidate to settle down quickly in the
working culture of the company. It is beneficial for both company and new employee as:
It helps in saving the time and lots of money. The training programs which are given to
the new employees helps them in understanding the organisation and working culture. This helps
them to identify the duties which are possessed by the candidates towards the organisation.
Reduces the pressure of the employee. The induction training program helps the
employee to know more about the organisation which helps them to resolve there questions.
Without this the new employee will be feel frustrated and helpless they are not properly.
This helps new employee to feel respected and valued. When the company is to provide
good induction training program as in that they give a warm welcome to their new employees
and helps them to clarify all the doubts with respect to the organisation and their position.
Induction plan and the areas which are covered in the induction
Induction means a training which is given to the new employees in order to understand
the working culture of the company. This training program give reason comprehensive
introduction about the company and clarify the expectations which are from the new employees.
It is beneficial for establishing a good communication with the organization (Park, 2020). The
training program must be conducted within a week from the date of joining. It must address all
the questions related to the operations of the company and the common goal which enterprise is
going to attain.
Conclusion
From the above report it can be concluded that the company must take appropriate steps
in order to recruit and select the new candidates. It is difficult for the company to retain their
talented candidates in organisation. There are several modes by which the company can recruit
and select the candidate. After adopting appropriate method of selection the company must plan
induction training programs as it is beneficial for both new employee and the organisation.

References
Books and Journal
Alpern, L., 2018. The Talent Imperative: A Grounded Theory Study on Accelerating the Impact
and Sustainability of Social Enterprise Organizations (Doctoral dissertation, The
Chicago School of Professional Psychology).
Howard, T.A., 2019. Public Agencies Challenges of Talent Management: An Exploratory
Qualitative Study (Doctoral dissertation, Capella University).
Hughes, J.C. and Murray, W.C., 2018. Evolving conceptions of talent management: a roadmap
for hospitality and tourism. In Handbook of Human Resource Management in the
Tourism and Hospitality Industries. Edward Elgar Publishing.
Kabwe, C. and Okorie, C., 2019. The efficacy of talent management in international business:
The case of European multinationals. Thunderbird International Business Review, 61(6),
pp.857-872.
Kamel, N., 2019, November. Implementing Talent Management and Its Effect on Employee
Engagement and Organizational Performance. In Abu Dhabi International Petroleum
Exhibition & Conference. Society of Petroleum Engineers.
Mutua, M., 2019. Linking Human Capital Resourcing Practices and Performance of Financial
Cooperatives in Kenya: Does Presence of Formal Human Resource Department
Matter?. Management and Labour Studies, 44(2), pp.148-167.
Park, H.M., 2020. Talent management dilemma and distance between South Korea and the
USA. International Journal of Export Marketing, 3(4), pp.335-355.
Santoso and et. al., 2021. Talent mapping: a strategic approach toward digitalization initiatives in
the banking and financial technology (FinTech) industry in Indonesia. Journal of Science
and Technology Policy Management.

Turner, P., 2018. The Role of the Board, the Executive Team, Line Managers and HR
Professionals in Talent Management. In Talent Management in Healthcare (pp. 315-
338). Palgrave Macmillan, Cham.