HRM Report: Recruitment and Selection Strategies in Manufacturing

This report critically analyzes recruitment and selection strategies within the manufacturing industry, focusing on the importance of HRM in attracting and retaining talent. It reviews literature on recruitment methods, highlighting the impact of effective strategies on organizational performance, employee retention, and reduced turnover. The analysis incorporates insights from HR managers and employees in manufacturing units, revealing a preference for internal recruitment and the use of panel interviews. The report identifies challenges such as high employee turnover due to ineffective recruitment criteria and recommends a balanced approach to internal and external recruitment, emphasizing thorough job analysis, continuous monitoring of turnover rates, and the use of psychometric tests. The conclusion stresses the need for necessary changes in the recruitment and selection criteria along with the implementation of training and development programs to align employee skills with organizational goals, ultimately enhancing organizational growth and effectiveness.

Running Head: HUMAN RESOURCE MANAGEMENT
Recruitment and selection
JUNE 27, 2018

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Contents
Introduction................................................................................................2
Literature review on recruitment and selection..........................................2
Critical analysis..........................................................................................3
Recommendation........................................................................................5
Conclusion..................................................................................................7
References............................................................................................8

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Introduction
Recruitment and selection are one of the vital aspects of running any organisation for
selecting out the best candidates from among the prospective ones. Therefore, the process of
recruitment refers to the search for prospective candidates from a pool of potential applicants
with respect to the job position (Bizfluent, 2018). The purpose of recruitment is to find the
most suitable or the best candidate for the required roles in the organisation. Moreover,
selection takes place after recruitment of employees. It is a negative approach to obtaining the
appropriate candidates. Recruiting employees in an effective manner leads to retention of
ensuring reduction in absenteeism or employee turnover in the end. Thus, having an effective
way of recruiting employees is preeminent to success in every organisation. Employee
referrals or other methods can also be used the recruitment and selection of employees such
as employee referrals and others with respect to the manufacturing industries. In addition,
using certain criteria of analysis such as interviewing people relevant to the industry
facilitates in effective recruitment (Burks, Cowgill, Hoffman, & Housman, 2015).
Literature review on recruitment and selection
Recruitment is one of the major functions of HRM. It is the process of encouraging
people to apply for the job in the organization. The objective of recruitment is to improve the
fit between the employees, organizations, and team and work environments. The method of
recruiting and selecting are positively related to the organisational variables affecting the
performance. These variables are effectiveness, efficiency, innovation, and quality. Similarly,
the selection is also one of the essential activity. The effectiveness of selection depends on
how large and qualitative is the pool of applications. The selection method may differ with
the organization and includes tests such as psychometric tests (Psychometric success, 2018).

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The introduction of the scientific methods of personnel selection is very essential. As
attracting the best talent and retaining them in the organisation are the challenges every
organisation whether it is manufacturing, trading, service sector, global or a local store.
Specifically discussing manufacturing industries, these include the production of merchandise
for use or sale that uses labour and machines, chemical processing and formulation. These
may include activities that range from the handicraft to high tech.
Recruitment methods, when measured by management capacity and labour market,
enable comparisons between those organisations who are involved in the hiring process. The
recruitment and selection procedures used intensively to hire employees, and the selection
method used states using competency-based interviews, structured interviews and certain
tests (AZ central, 2018). Effective recruitment is associated to retention of employees in the
organisation. Hiring and maintaining employees in the organisation for the long run is very
essential. The importance of recruitment and selection in both public and private
manufacturing firms is considered (Levashina, Hartwell, Morgeson & Campion, 2014) There
is a close interconnection between recruitment and selection, employee retention and
organisational performance and HR practices. There should be a balance between the internal
and external source of recruitment. However, in certain manufacturing units, internal source
of recruitment is considered is more effective. The process of recruiting and selecting
involves methods such as advertising, employee referral, screening, and shortlisting, group
exercises assessing their skills, conducting ability and aptitude tests of candidates for the job.
Thus, the process of recruitment and selection should be in a systematised manner (Sutanto &
Kurniawan, 2016).

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Critical analysis
The survey takes place by interviewing people and then analysing the scenario. The
process of interviewing includes three kinds of people- First, HR managers from various
manufacturing units representing their firms and strategies they use. Secondly, employees
that presently works in the organisation and those who have given resignation because the
company reported the data regarding employee turnover from the production department.
That means the interview includes people from both the managerial as well as supervisor
level. The interview taken from the HR executives and top management from different
organisations especially from the manufacturing industries. They were asked questions
related to their recruitment strategy, how they invite applications and their response to the
new applicants. Therefore, the further discussion includes the relevant data (Bright base,
2018).
From the analysis, the information is obtained and it helps in making data analysis and
interpretation, which led to the deciding the cause of employee turnover that the criteria for
the recruitment and selection of the employees were ineffective. The data analysis is one of
the most important and significant section of the study on the recruitment and selection
procedure in the industry (AHRI, 2018). It helps in assessing that the information or data
which has been used is collected has been taken from which source. The source of data
collection can be interviews and tests. The review of the literature on ‘Recruitment and
selection’ of the employees in the manufacturing industries stated that the internal source of
recruitment is more beneficial (Workable, 2018). The analysis involves data collection from
the employees working in the firm (primary data), who are presently working and those who
left the organisation. In addition, use of journals, magazines, books, websites, published and
research papers provide the relevant information (secondary source).

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As per the discussion with the various firms in the manufacturing sector, information
collected from the HR manager and other officials contributed towards getting positive
results (Still outlook, 2018). In addition, it is analysed that the company has been
experiencing a high turnover of their production executives. Among 50 executives, 10 left the
organisation due to which concern for employee retention raised at the workplace. The firm
carried out the operations in the manufacturing sector. Every organisation follows a different
strategy towards hiring employees and the company in the context, prefers the internal source
of recruitment to the external source (Goldstein, Pulakos, Passmore, & Semedo, 2017). They
follow up the strategy of recruiting 70% employees from the internal source that means
within the organisation and 30% from external sources. As recruiting employees within the
organisation are economical in nature that means saving time and money whereas external
sources include advertising, employment exchanges, and other expenditures. The various
forms of interviews used such as personal interviews, telephonic, video-conferencing, panel
interviews, and others. Structured interviews are the most effective form of an interview (HR
guide, 2018).
The process of interview to take place depends on the key requirements of the job and
the human resource in the organisation. A Number of panel interviewers ask questions
through each candidate and give them scores according to their answers. According to the
information obtained from the survey, 75% interviews carried through panel interviews, 10%
carried through the telephonic interview, and 10% through the personal interview method and
rest 5% interview take place through video-conferencing method (Hendry, 2012).
After conducting interviews and other required tests, the best and appropriate
candidate selected for the required job position. The main aim of recruitment is not only
hiring potential candidates, it also relates to retaining or maintaining employees in the
organisation. Therefore, it requires essential training and development of employees, thus

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helping in performance appraisal. In addition, feedback from the employees was essential to
ascertain their performance and satisfaction level; therefore, the HR team conducts timely
feedback (Muscalu, 2015).
Recommendation
Management should identify the workforce requirements well in advance for each
department. An organisation needs to analyse the merits and demerits or limitations of
recruiting personnel from both the sources, internal and external. There are certain benefits to
recruiting, as insiders know better about the organisation’s strengths and weaknesses. In
addition, promotion of employees builds a sense of motivation and commitment towards the
organisation. Moreover, internal recruitment demonstrates easy and quick hiring of
employees as compared to the advertising media and interviews from outsiders. However,
they are some disadvantages also from the internal recruitment such as difficulty in getting
the right candidate for the required job, shortage of varied perspectives and innate talent leads
to external recruitment. In addition, promotion of one employee may upset other that may
disturb the harmony between them. Therefore, it is analysed that an organisation should use
both the sources in an effective and efficient manner. The criteria for recruitment based on
the grounds of knowledge, skills, and abilities identified and analysed in the job analysis and
job description (Gatewood, Field, & Barrick, 2015).
Considering all the aspects of recruitment, it is analysed that, employees are the most
important part of any organisation, thus the essence of human resource management.
Recruitment and selection procedure must not be too lengthy and time-consuming, as it
reduces the effectiveness of the strategies used. Instead of relying on some methods only such
as advertising and employee referrals, it is also beneficial to use the placement agencies and
management consultants from other units Continuous monitoring of turnover rates along with

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efforts is implemented in order to improve the activities of the manufacturing units. Use of
psychometric tests and increasing the pool of candidates can be a systematic approach
(Graduate recruitment bureau, 2018). The result or outcome of the applied recruitment and
selection strategy depends on the retention of employees in the organisation. Hence, the best
recruitment and selection strategies could be a use of external source and panel and personal
interviews. In addition, consulting the placement agencies and other higher officials in the
organisation would give best results.
Conclusion
To conclude the above discussion it has been analysed regarding the manufacturing
units and the recruitment and selection methods used in the organisation. Human resource
plays a vital role in the working of the organisation and the personnel department is
responsible for selecting and maintaining the employees. Management focused on
implementation of various tests and interviews for selecting the best candidate amongst the
pool of candidates available from the outside but the emphasis is on the internal source of
recruitment. Moreover, employee turnover was another major concern in the organisation.
Among those manufacturing units, due to lack of control and supervision that led to
dissatisfaction made employees leave the organisation. Every individual must know what
roles or responsibilities he/she has to perform in the organisation. Therefore, the company
must focus on initiating necessary changes in the recruitment and selection criteria of the
employees for the required job. Training and development programmes must be imparted in
order to facilitate hiring and selecting employees. Effective plan or method of recruitment
and selection ensures attaining organisational goals and objectives, and growth.

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References
AHRI. (2018). Recruitment and selection. Retrieved from:
https://www.ahri.com.au/assist/recruitment-and-selection.
AZ central. (2018). Recruitment and selection method. Retrieved from:
https://yourbusiness.azcentral.com/recruitment-selection-methods-1383.html.
Bizfluent. (2018). The importance of the Recruitment & Selection process. Retrieved from:
https://bizfluent.com/info-7957387-importance-recruitment-selection-process.html.
Bright base. (2018). Employee turnover and retention policies. Retrieved from:
https://www.brighthr.com/brightbase/topic/culture-and-performance/retention/
employee-turnover-and-retention-policies
Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through
employee referrals. The Quarterly Journal of Economics, 130(2), 805-839.
Gatewood, R., Field, H. S., & Barrick, M. (2015). Human resource selection (8th ed.). United
States: Cengage Learning.
Goldstein, H.W., Pulakos, E. D., Passmore, J., & Semedo, C. (2017). Psychology of
Recruitment, Selection, and Employee Retention. UK: John Wiley & Sons Ltd.
Graduate recruitment bureau. (2018). Selection methods. Retrieved from:
https://www.grb.uk.com/recruiter-research/selection-methods.
Hendry, C. (2012). Human resource management. United Kingdom: Routledge.
HR guide. (2018). Personnel selection methods: Interviews. Retrieved from: https://www.hr-
guide.com/Selection/Methods_Interviews.htm.
Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured
employment interview: Narrative and quantitative review of the research literature.
Personnel Psychology, 67(1), 241-293.
Muscalu, E. (2015). Sources of human resources recruitment organization. Land Forces
Academy Review, 20(3), 351.

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Psychometric success. (2018). Introduction to psychometric tests. Retrieved from:
http://www.psychometric-success.com/psychometric-tests/psychometric-tests-
introduction.htm.
Still outlook. (2018). Hiring trends in the manufacturing sector. Retrieved from:
http://skilloutlook.com/job-trend/hiring-trends-manufacturing-sector-2018.
Sutanto, E. M., & Kurniawan, M. (2016). The Impact of Recruitment, Employee Retention,
and Labour Relations to Employee Performance on Batik Industry in Solo City,
Indonesia. International Journal of Business and Society, 17(2), 375.
Workable. (2018). The advantages and disadvantages of internal recruitment. Retrieved
from: https://resources.workable.com/tutorial/advantages-disadvantages-of-internal-
recruitment.