Human Resource Management: Recruitment and Selection Processes

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MANAGING HUMAN RESOURCES
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Introduction
Managing Human Resources defines how to employ people, how to train them to fulfill their
goal and how to create or manage the strategies to go on the work according to the present
situation. The Human Resource Management (HRM) has existed for many years and during the
last 20 years; HRM faced many changes to match the present situation. It is actually a new path
of managing people or staff in any association or organization. Human Resources Management is
most important to maintain or balance a good behaviour of the people in any organization. All
managers of the organization follow this pervasive function. There are two types of HRM, like
Soft HRM and Hard HRM (Michael, 2017). These two approaches are academic in their nature.
The Hard HRM treats the staff like machinery or as any object. They have no humanity for the
employees. They first see the workforce of the organization and then according to this, they
employ people and sometimes they fire their employees if they do not perform the way, as they
want. The Soft HRM treats the employees as the most important in the organization. They know
better that without them, a business cannot go on. They not only let the business go on, they also
help to improve or face any situation. The Soft HRM tries to know3 what the employees need in
any situation to perform well. They also reward the employees who do a better job, only to
motivate them and to hold their impression on them.
One of the main and important processes of the HRM is the recruitment and the selection
process. The aim of the recruitment is to attract more people, who are appropriate for the
company. However, the selection process can be done regarding all the situations like external
situation and internal situation. Promotion from within, nepotism are the main basic internal
environmental situation. When a vacancy appears, the HRM gives this position to a lower post
that performs better to get a promotion. So, in this situation, no employees are hired from
outside. The other internal process is nepotism. It means that the relatives are hired as their new
employees. Therefore, everybody should first regard the company’s policy on nepotism. The
selection also depends on the external situation like present situation of the market, legal issues
and other external issues. The present situation of the market greatly affects an organization. An
organization must consider about the salary according to their skill or to the present situation of
the organization. They must consider the cost while advertising their vacancy (Noe, et al., 2017)
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In the time of selection, the recruiter must make the right decision because poor staff selection
can cause extra time, extra money and can be difficult to sort out the problem. The poor
performance of the staff can cause some effect on the other employees. In this time, the only
thing to do is to terminate the poor working employees. The aim of the employer should be to
choose the right person in the vacant post or for any other position. They must do the activities of
the recruitment regarding the cost and money and they must regard that any recruitment activities
cannot harm the dignities and the organization goals (Prajapati and Patel, 2017).
In recruitment, there are five processes like, planning of the recruitment, development of the
strategy, searching, evaluation etc. People are hired, based on their abilities, their strong points,
and their weak points. The candidates must have the potential to work for hours. They have to be
hardworking and cultural fit according to the organization. Experience is the most important
thing to be regarded in the selection time. There are many criteria to have the right people in the
company. They must establish a strong employer brand and they have to rush quickly as
possible. The most important part of managing human resources is to evaluate the external nature
of the market. They first see if there are better clients outside and then according to their
strategy, they make the suitable person include in their company. In the workforce planning, they
must consider the Bureau of Labour of Statistics (BLS), unemployment rates, and the National
association of Colleges and Employers (NACE) data to understand the situation of the external
labour market (Cascio, 2015).
Labour market is both physical or virtual and external or internal. When the labor market became
tight and the economical situation became strong, the recruiter cannot find suitable employees to
fit in the company and the candidate then can start to bargain to get the employment because
they are all in high demand. Then one term which is popular in the news that is ‘skills shortage’.
When the labour market became weak and economical situation became loose, there may find
many available candidates to chose. In that case, they can be choosy and this time they can
bargain in terms of their condition of their organization.
Highly skilled is only thing that can impress a recruiter of an organization. This helps an
organization grow to a height in order fulfil the goals and dreams. Skill in computer, skill in
management, strategy making skills and critical thinking skills are the most likable things that an
organization needs. Communication skill is the other important thing that is required to have a
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better communication with others so that complication cannot arise in future regarding the
understanding of the work of the employee. Problem solving and multitasking skill is needed to
compensate when one of the employees does a wrong work and are fired.
One of the most important things of human resources is to improve the skills of the employees so
that they can overcome every tough situation. Only knowing about Human Resource (HR) is not
enough. They must have some skill to manage or organize their work to recruit the best
candidates. Organizing skills, multi-tasking skill, understanding skill and the ethical sense about
fairness are considered to make the organization to a desirable height and to fulfil their goal
(Meijerink, et al., 2016).
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Discussion
Decades of research in scientific fields results in establishing some important points relating to
personnel selection interview. As per the various studies done over the various countries, the
decision making practitioners found that employment conference is a commonly used technique.
Along with this structured interviews are also a valid proposed method for evaluating the
employee’s job performance. There are three major types of interview that depend on the content
and degree of interview structures. The first one is Conventional Unstructured Interview or CUI,
which is mainly used in personnel interview. This is also refers as an informal discussion
between the interviewer and the candidate. The interviewers formulate the questions as per the
course of discussion and without going through any prior draft. In Structured Conventional
Interview or SCI, interviewer works from a sequence of guidelines or script which consists of the
information that is important to obtain from each candidate and it generally includes questions
about technological skills, knowledge, testimonial, and self evaluation. Structured Behavioural
Interview or SBI based on the assessment of precedent behaviours. Several researchers have
found that the structure is also an imperative point of validity, as the interview validity increases
with the increment of the structure level (Glaister, et al., 2018).
The result or hypothesis regarding the ways of recruitment is that the SBI recognizes the
candidates capabilities accurately, implying that it discriminates between skilled and ill-equipped
candidates more efficiently than the SCI. It is to be noted that the qualified candidates will get
high scores in SBI as compared to SCI candidates, while the incompetent candidates will get low
scores in SBI than in SCI. The results suggest that SBI is a robust technique when compared to
SCI for identifying a candidate’s aptness for a job. The interviewers too, feel certain when SBI
method is used, it is more suitable and appropriate for making workforce decisions, this method
produce great self self-assurance in decisions and appraisals (Kowalski and Loretto, 2017).
Research has been found that interviewers should avoid using information collected prior with
any other methods; for example, personality inventories, cognitive tests, or letters of reference,
because it has a prejudice effect on the interviewer evaluation. The predictive value of interview
can be increased by replacing the underperforming staff with more capable staff. Obtaining a
pool of suitable applicants for the posts required, using a fair process in recruiting and
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demonstrating the process as fair, by ensuring that all recruitment activities contribute to the
organisation goals and present a desirable image of organisation, and by conducting the
recruitment actions in a well-organized and cost effective method. Potential candidates can be
found in labour markets; internal or external. The details of the candidate is needed to fill the
vacant post, this includes his or her educational qualifications, experience, personal qualities and
competencies (Nikolau, 2015).
Nowadays the online method is much more effective in recruiting; it allows extensive details to
be made available instantly to potential candidates, it is easier to check on any individual’s work
experience with professional bodies as many of them carry public online registers. Networking is
a low cost alternative to advertising vacancies on job search websites. The recruiter must keep in
mind the optimal staffing of organisations with suitable candidates who are motivated and
qualified for the success of the organisation. Planning in a careful manner is necessary to ensure
that the vacant post is filled with the candidate who is satisfying the criteria. The procedures of
selection aim to predictive validity, this means attempting to fruitfully forecast the performance
of the candidates in a particular role, which included job related learning. There are a number of
methods for selection and we can rate their predictive validity with numerical expression. For
example, the work sample tests predictive validity is 0.54 out of 1.0, cognitive ability tests is
0.51, structured interviews is 0.51, job knowledge tests is 0.48, unstructured interviews is 0.31,
biographical data is 0.35, assessment centre results is 0.37, and reference checks is 0.26.
Telephone screening interview method is generally popular in UK; it is a beginning stage of
recruitment and selection, the important factors for the success in this interview method is good
telephone skills, the call should be structured, not only a chat. The shortcoming of this method is
that it is one dimensional and prevents the use of visual communication. Face to face interview
still remains the most popular method of selection. But this also has some shortcomings; the
interview becomes less reliable and more prone to common errors. The points that should be
considered in interviewing are; gathering sufficient information, using a structured process and
questions, and allowing sufficient time for each interview. In face to face interviews,
interviewers should try to put away the barriers and be more collaborative with the candidates.
There are various ways to assess the candidates for proper evaluation of their skills and
knowledge. The interviewer should put the candidates at ease and keep their body language and
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tone of voice neutral. Or proper assessment of the candidate the interviewer should ask relevant
questions and encourage the candidate to talk. He or she should evaluate the gathered
information and reach a decision and justify it. He can also use situational questions to predict
the candidates’ likely behaviour under certain conditions and to test their professional knowledge
(Berman et al., 2015).
Assessment methods are the techniques, tools, strategies and instruments for collecting
information to settle on the point to which students reveal preferred learning outcomes. A
number of methods should be used so that the result will be more evocative, legitimate and
dependable. In the direct method of assessment the interviewer asks the candidates to express
their learning while in indirect method they are ask to reflect on their learning. The direct
methods are tests, making presentations, essay writing, etc, while the indirect are interviews and
surveys. Embedded assessment method or class room based, continuous assessment can assess
individual performance, and this can be qualitative or quantitative. Survey is the most common
assessment method. This is useful for collecting information regarding beliefs, attitudes, values,
perceptions, experiences, demographic information, etc. Interview is one on one data
compilation occasion that allow for direct questioning of examine subjects. A curriculum vita is
important for the general evaluation of a candidate but it tells a part of the story. Video interview
is faster than a face to face interview, but it could be broken up. Assessment days can be used to
evaluate a large number of interviewees at the same point for a variety of special skills (Millar, et
al., 2017).
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Conclusion
An organisation is a cluster of people functioning toward a target and management is a procedure
of accomplishing the company’s goals through other people. Human resource management is a
gigantic power that shapes the circumstances in which populace discover them. It is the most
important job of the manager to assist the organisation use its most important asset, people,
productively. Human resources have the ultimate and major effect on the careers of the
employers as well as employees. Managers duty is to hire, pay, place, judge and develop
subordinates. They expend more time on managing candidates than on any other thing. Hiring
the right candidates is vital for the achievement of any business and the entrepreneurs should
have a official hiring practice in place when looking for a new personnel. Putting time and labour
into finding the right people, one can employ the finest performer and evade expensive and
agonizing mistakes. In every organisation, selection and recruitment process is useful because it
helps in finding the fitting candidates for the job. It is significant in human resource
management, which has been planned to fortify the employee to meet the goals and objectives of
organisation (Pattanayak and Sahoo, 2017).
To recruit and select the right people is very important for the success of a company. The
interviewer should consider the company’s need before choosing the candidate. Contacting the
fitting candidates from talent pools and specifying the job particulars is another important step to
choose the right person for the right place. Planning and structuring the interviews is important to
gain the most benefit of the time. Communication with applicants and proper assessment of their
skills and knowledge can help to evaluate and meet the result. Capability based interviewing
reveals information about the candidates’ knowledge and also provides the opportunity to
scrutinize the communication skills (Unesco Digital Library, 2016). Selecting and using the
efficient methods can improve the value and output of an organisation’s workforce. In current
years, organisations have begun utilizing the internet to manage assessments. This should be
followed up with a comprehensive assessment in a controlled and monitored assessment
environment. The new and modern assessment method should be used to gain success and
economy. Monetary gain is evaluated by examining the income generated by hiring elevated
performing workforce using an appraisal versus the outlay of using it.
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