Effective Recruitment and Selection Strategies in HRM: An Essay

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[MANAGING HUMAN RESOURCE]

INTRODUCTION
The best way to manage a human resource is by hiring and selecting a qualified candidate for
the vacant post. Human Resource Function is the management of following activities with
regard to recruitment, selection, providing training and direction to the people working in the
organization. These activities can help the firm to achieve a competitive advantage in the
industry (Mello, 2015). The purpose of this essay is to understand the strategic concept of
recruitment, selection and staffing. It also helps us to understand the nature of the labour
market and analyze the range of various recruitment techniques. Apart from this, the
assignment also throws light on the financial impact of the recruiting process on the growth
plan of the company (Gilmore and Williams, 2013).

BODY
TASK 1 EVALUATING THE EFFECTIVENESS OF USING TRADITIONAL
INTERVIEW PROCESS TO FILL THE VACANT POST WITH HIGH-QUALITY
CANDIDATE AND ASLO CRITICALLY COMMENT ON HOW PREDICTIVE
VALIDITY OF INTERVIEW MIGHT BE INCREASED
Mello (2015) defines Human resource management is the systematic approach of getting the
best out of the people working in the organization. People are the most valuable asset in the
organization as they cannot be valued on the basis of traditional financial principles (Noe et al.,
2017). The management of human resource includes the key aspect of clarifying objectives for
the purpose of planning, organizing, directing and controlling.
The human resource being the most valuable resource is often untapped and has limits. Their
behaviour is unpredictable and subject to sudden changes in a specific situation (Boxall and
Purcell, 2011). Their performance might get affected in the varied circumstances beyond their
control. Also, human resource planning is an expensive and time-consuming process that
considers the personnel requirement in the organization.
Nowadays, every company is putting importance on the management of human resource so as
to effectively drive business operations (Noe et al., 2017). Also, the company shifts its attention
to the proper recruitment and well-being of the employees. As people are the most important
assets in the organization, the company formulates a good strategy and invest sustainable fund
for the effective management of human resource (Stone and Stone, 2013).
Wright, 2018 defines the important role of HR manager in the planning, recruitment and
selection of a best-fit candidate. It is also concerned with developing good qualities and
professional relationship between the boss and the employees (Wright, 2018). He is responsible
to look the long term perspective of the organization. He is also responsible for the devise a
strategic approach that helps to achieve a competitive advantage by the efforts of the worker.

As per Roberts and Togno, 2011, traditional interviews are a most common type of interview
that requires the respondent to answer series of question and establish a rapport between the
interviewer and candidate so as to analyze the behavioural traits of each other. It helps to
manage a stressful environment and tends to evaluate the personality trait of an individual
getting to be appointed (Roberts and Togno, 2011).
According to Daley, 2012, human resource department in the organization is concerned with
motivating the employees towards attaining the organizational goal in a specific time period.
Motivation has some link with Rewards and incentives. The HR manager of the organization can
use Maslow’s Hierarchical needs in order to achieve the best version of the employees. Besides
this, Alderfer's ERG theory satisfies the growth needs, relatedness needs and Existence needs
of the employees working in the organization (Daley, 2012). Thus, an implementation of an
effective reward system seeks to address the motivational needs of the employees.
The study identifies the various channels of recruitment, selection methods and personnel
retention strategies for the purpose of driving organizational objectives and goals. It also
analyses the various situation from the human resource point of view and provides suggestions
to frame overall human resource strategies (Marlow and Dabbish, 2013).
The main function of a human resource consists of the recruitment and selection process.
Recruitment is the process of attracting fresh talent and potential candidate so as to express
their interest in the joining organization while the selection is the process of considering the
suitability of the employees for the purpose of employment (Mello, 2015). After selection, the
company arrange induction program in order to train the new employees and make them
aware of the workplace culture. Thus, the suitable and appropriate design of such program can
enable the employees can lead the organization to achieve full productivity as well as explore
the earliest opportunity so as to adapt in the new environment (Gates and Podder, 2015).
It is thereby essential to make the right decisions while recruiting and selecting the new staff in
the organization. As each employee affect the overall quality of the workforce. The new

employees help to generate additional value on a continuous basis. The selection and
recruitment of eligible candidate can improve the performance of the employees.
According to Gates and Podder (2015), the main aim of the recruitment process is to select the
best-fit candidate for the vacant post by using a fair and consistent process. The activities of
recruitment must ensure the effective contribution to desired organizational goals and
objectives (Marlow and Dabbish, 2013). Henceforth, it is required to maintain the effectiveness
and efficiency of all the activities concerned with the recruitment process.
There are three main areas while recruiting a suitable potential applicant. The first aspect of the
recruitment process requires compliance of legislation and discrimination laws while the
second aspect considers the moral aspect i.e. the process of recruitment should avoid unfair
discrimination on the grounds of moral reasons. On the other hand, the third consideration is
ensuring the efforts of human resource are directed towards achieving corporate goals.
The selection procedure is designed to gather as much information as possible with regard to
individual abilities. This technique is concerned with the assessment of the candidate and
gathering information in order to forecast the performance of the job (Gatewood et al., 2015).
Thus, it can be said that the selection procedure aspire Predictive validity through improving
job-related learning.
The potential candidate requires finding out in the Labour market that can be an internal and
external market. Internal Labor market considers the hiring of the employees for low-level jobs
in return from wages that are determined internally. The hiring of an eligible candidate from
the external labour market implies the determination of wages on some aggregate process.
Thus, external factors impose strong discipline on the ability to set wages.
Jones (2012) stated that the Labour market can be local, regional, national or international
based on the geographical size of the market as well as relative availability of particular skill. For
example- A restaurant in the local area will place an advertisement in newspapers and
restaurant door so as to hire the employee on a part-time basis. Also, a council looking for a

social worker may advertise nationally in order to attract professionals from the wider pool of
talent.
The requirement of the organization needs to be identified in order to select the qualified
candidate for the vacant position. HR manager must assess the required skills and
competencies for the required post while preparing a Job description and person specification
(Wehrmeyer, 2017). A job description describes the nature of work, the pattern of work and
responsibility with regard to the performance of the task. It also defines the hours of work
pattern. On the other hand, person specification describes the educational qualification, Core
skills and competencies and professional experience to carry out the specific task.
Besides this, the company can also go for online recruitment process for hiring the potential
candidate by using sites such as LinkedIn, Twitter, Facebook and others (Gillmore and Williams,
2013). Most of the job seekers in the UK use online media and social media sites for the
purpose of employment. 25% of people opt Facebook Platform while 48 % opt LinkedIn
platform to search for potential employees.
Also, all of the company in the UK is bind by the provisions of equality legislation. Equality Act,
2010 encourage fair and equal participation of all the employees at the workplace. It further
aims to curtail down discriminatory practices while hiring the potential candidate (Lawson,
2011). The law also laid down specific criteria for the selection of eligible candidate as per the
job requirement.
There are several recruitment techniques that can provide promising opportunities for
succession planning. Recruitment by way of external advertisement and print media
advertisement is a great way to reach the potential candidate (Morgan et al., 2013). Also, the
job seekers can use web advertising technique for attracting a range of new talent for the
specific job (Mello, 2015).

CONCLUSION
It can be concluded from the above essay that optimal staffing will enable an organization to
suitably appoint qualified and motivated personnel in order to drive the success of the
organization (Gilmore and Williams, 2013). Thereby, the human resource department needs to
ensure careful planning in order to fill the vacant post. Thus, recruitment and selection aspect
needs to consider the financial aspect of the organization.
The assignment also throws light on various techniques of recruitment. It also analyses the
different motivation theory and reward practices to boost up the morale of the employees (Noe
et al., 2017). It also analyses the labour market that affects the cost of employing staff so as to
secure suitable employees.

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