Designing Effective Recruitment and Selection Systems in HRM

This essay examines the crucial elements that HR practitioners must consider when designing a recruitment and selection system. It emphasizes the importance of job analysis, screening, sourcing, selecting, and onboarding. The essay highlights key factors such as education, work experience, personality compatibility, self-confidence, and specific skills. It stresses the need for HR to assess candidate qualifications, including strategic thinking, communication skills, and technological proficiency. The essay also addresses the significance of flexibility, cost-effectiveness, and the ability to take risks. Furthermore, it discusses the importance of considering employee turnover, developing robust onboarding processes, and utilizing selection tests. The essay concludes by underscoring the qualities HR practitioners seek in candidates, such as patience, trustworthiness, multitasking abilities, and ambition, to ensure effective recruitment and selection for long-term organizational success. References are provided to support the analysis.

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Human resource management
2/27/2020

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Essay: What do HR practitioners need to take into account when designing a recruitment
and selection system?
There are several things that have to be taken into account by the HR practitioner in recruiting
and designing the system. Recruiting is the shortlisting of the people within the organization
which is best suitable for the job. The vacant position in the organization is fulfilled by taking
several things into the account. The selection process means to choose in the organization the
best candidate (Collings, et al., 2018). Choosing the effective candidates HR practitioner has
several things to consider which will be evaluated further. While recruiting the employees the
HR practitioners also have to take care of the analysis of the job, screening, sourcing, selecting
and onboarding.
Recruiting is the process where the candidates for the job role are attracted while the selection is
choosing the right candidate for the job. These two are the important functions of HR as it helps
in expanding the growth of the company (Lo, et al., 2017). There is a need for the strong
recruitment and selection so that businesses can take higher growth.
While recruiting the employees the HR of the company has to take into account the education
and credentials, the importance of the work experience, personality compatibility and warmth,
self-confidence of the employees and their specific skills. It is the responsibility of the HR
practitioner to hire the right person for the right job so they have to look for the multi-tasking
gene (Miles and Sadler-Smith, 2014). They have taken into account the talent, their experience in
the previous companies, their skills so that well-deserved employees can be selected.
The HR of the company takes care of the education of the employees as it is important to
evaluate the potential level of the employees. The background of education is important as their
degree evaluates their credentials so this has to be taking into consideration. The ability of the
work and their knowledge can be evaluated by HR through education and credentials (Amin, et
al., 2014). The work experience is another major thing which has to keep into account for
recruiting the employees.
HR has to take into account the experience of the employees through which they can evaluate
how much knowledge and the experience the person has. The longer the experience the longer

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they work better for the company (Wuim-Pam, 2014). For the specific staff roles the experience
matters such as handling accounts, handling the law cases. The self-confidence is another thing
that has to be considered by the HR practitioner as if there was a lack of confidence in any
candidate then it is considered not good for the company.
While recruiting, the HR of the company gives the job description to the employees that they
need such employees in the company. So they also consider that the job description which they
have given for hiring the employees should be met (Ployhart, et al., 2017). There is some job
specification for the specific post so the HR practitioner takes that into account. The potential of
the employees is checked by taking into consideration, their skills, knowledge, qualifications,
aptitude and the other things.
The HR should not only take the have the vision but they needed the [perfect candidate for the
post so for designing the recruitment they should also consider that with the education
qualification they should have the ability of strategic thinking. The HR practitioners give the
scenarios or the situation and from that, they find whether the employees have the ability to think
deeper or not. HR wants to take that the employees have the ability to maintain and monitor the
organizational culture (Lievens and Chapman, 2010).
While recruiting the major thing which the HR practitioners consider is the communication
ability which the employees have. The candidate which has come for the recruitment should not
only have good communication skills but also have the ability to listen. While taking the
meetings or attending any conferences, communication is highly needed so this is the major
thing to take into account by HR. Nowadays the technology is changing fast and without the use
of computers no working is done (Tang, et al., 2018). So the HR practitioner should also take
into account that the employees have the knowledge that how to use the technology and how to
use the new updated software. The candidate should have enough knowledge of the IT as
understanding the technology only helps in making the growth of the company.
Another important factor which the HR practitioner has to take account of is that they should be
flexible. As there were many policies that are now frequently changing so the employees should
have the ability to adapt the policies easily. The open and flexible employees can adjust to any
environment so the HR practitioner has to consider this so that changes can be effectively

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managed by the candidates (Stone, et al., 2015). HR has to take into account the costing also
when they are hiring the employees. There are many employees who demand too high and it's
not worth it even. There are many employees who are capable but do not demand higher salaries
so while recruiting they should also ask about the expectations of the salaries.
While recruiting the HR has to consider that they need full-time employment instead of part-time
so they need to take into account the candidates which are smart business persons, a good leader
and a clear thinker with good knowledge and skills. HR practitioner has also considered that the
candidate which they are hiring has the ability to take the risk in the company so their potential
ability can also be determined (Albrecht, et al., 2015). The candidate that HR is hiring should
have the ability to stay positive in every situation and at the same time also motivates the other
person. So the HR also has to take into account that the candidate who they are hiring is
motivating and have positive vibes which also make the other person positive.
There are many metrics for the recruitment which the HR practitioner has to take into accounts
such as they have to recover the resumes and after that shortlist the resumes and the take the
interviews of the several employees who have applied for the job. While selecting the employees
the HR has to consider that the job role is fitted to that candidate or not. The role for which is
hiring is made is suitable for that candidate (Maheshwari, et al., 2017). While selecting the best
candidate they should meet that the requirements which they have set are met or not.
In selection, the right candidate for the job has been selected by the HR practitioner so they have
to take into account the compatibility of the candidate instead of their character and personality.
The HR practitioner should have to consult with their references or through social media before
hiring the candidate (Schule and Jackson, 2014). They should have to take into account that the
education, qualifications and the other thing which the candidate is showing is accurate or not.
Instead of just believing in the candidate, it is the duty of the HR practitioner to take into account
multiple perspectives and understanding the holistic role of the candidate.
While selecting the candidate the HR practitioner has to take into the account that they should
not rely on one on one interview they should ask multiple people to the office to speak with the
interviewer so whether the candidate is compatible or not can be evaluated (Marler and Fisher,

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2013). There is the best selection tool which the HR practitioner has to consider as it helps in
stabling the attributes and taking the good decision while selecting the candidate.
While selecting the candidate the employee turnover has to be considered by the HR as the
employees with the high turnover are very expensive for the company so they are generally not
hired but the employees with the normal turnover are good for the company as it easy to hire by
the HR. the candidates who have Lower turnover have poor performance and their morale so also
down so there is no use of selecting those employees (Johnson, et al., 2010). The HR practitioner
has to consider the turnover of the candidates which is the major issue as the cost of hiring and
selecting is higher.
The HR practitioner has to develop a robust onboarding process so that the candidate does not
feel frustrated. HR has to consider this that they have to develop the plan when they are selecting
the candidate and have to evaluate the proper process for the training and assessment. The
selection test has to be considered by the HR practitioner as it benefits the employees in selecting
the candidate and also minimizes the time and the cost and avoids the biases in the selection
procedure (Aguado, et al., 2016). So there are many things which HR has to consider such as
great communication skills, good multitasked, willingness to travel for the office work, and
should have the ability to take strong decisions. These are the things which HR considers in the
candidates and if it matches then they are hired in the company and selected for the job.
While selecting the candidates the HR practitioner look for several qualities in the candidates
such as the patience and the endurance in the candidates. There are many unpleasant situations
that occur in the organization so the candidate has the ability to endure the situations so this
quality is highly considered by HR. the candidate should be trustworthy so they also take into
account as if they will not be trustworthy then they can’t stick for the long in the company (Van
den Brink, et al., 2013). The candidates which they are hiring have the ability to perform the
multi-tasking so it is also taken into account when designing a recruitment and selection system
as it helps in grabbing the job easily by the candidate.
The HR practitioner has to understand that employees are assets of the employees and not the
liability so they should hire the person who the ambitious towards their goals. They have to take
into this account as the candidates which are ambitious towards their work have surpassed the

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excellence at the work (Noe, et al., 2015). The HR while selecting the employees should
consider that the candidate whom they have selected should not be afraid of the competition. The
candidate should have the ability of a high level of gratitude and perseverance and should have to
maintain the balance between the different tasks of work.
So from the above discussion, it has been analyzed that there are several things which the HR
practitioner has to consider while recruiting and selecting the employees so that effective
employees can be hired in the company and they stay in the company for a longer period. The
major thing which the HR practitioner has to think is about the knowledge and the experience the
person has. The longer the experience the longer they work better for the company. The ability of
the work and their knowledge can be evaluated by the HR through the education and credentials
so it has to keep into the account by the HR. while selecting the candidate the major thing which
the HR has to consider is education, qualifications and the other thing which the candidate is
showing is accurate or not. Instead of just believing in the candidate, it is the duty of the HR
practitioner to take into account multiple perspectives and understanding the holistic role of the
candidate. While selecting the candidate the employee turnover has to be considered by HR as
this is the major thing while selecting the employee.

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References
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