HRM Report: Recruitment and Selection for Employee Retention

This report delves into the critical role of recruitment and selection within Human Resource Management (HRM), emphasizing their significance in attracting and retaining employees. It highlights the key functions of recruitment, including attracting, screening, and selecting suitable candidates, and selection processes, crucial for achieving strategic company goals. The report explores both internal and external recruitment methods, underscoring the value of employees as company assets and the impact of effective recruitment on company success and growth. It also addresses the challenges of employee turnover and the importance of creating a positive organizational culture to attract and retain talent, including strategies like internal promotions, job satisfaction, and the use of social media and referral programs. Furthermore, it discusses the role of technology, training programs, and competitive wages in the recruitment and retention process, emphasizing the need for HR departments to balance hiring speed and quality while adapting to the evolving job market.

Running Head: Human Resource Management
Human Resource Management

Human Resource Management 1
Importance of recruiting and selection in attracting and retaining employees
Recruitment and selection are the most important HR functions which are essential for
the working of the company. Recruitment refers to a process of attracting, screening and
selecting the right candidate for the organization. Selection is the process in which the
organization selects the best suitable employees for the company. A proper recruitment and
selection are must for achieving the strategic goals of the company (Taylor, 2014). This is the
responsibility of the HR department to conduct the process of the recruitment and selection of
the employees. HR can perform the activity of the recruitment in two ways, firstly internal
recruitment and secondly external recruitment. Internal recruitment is a method of selecting and
attracting the employee within the organization. In simple words, business fills the vacancy from
the existing workforce. On the other hand, the external recruitment is a process in which the
organization hires an employee from the outside (Yadav, Kumar, & Kumar, 2014).
Employees are the asset of the companies, a company is a formed with the employees and
the goals of the companies are fulfilled with the help of the employees. The success and the
growth of the company are possible because of the hard work of the employees. Filling up the
right position of the employees of the company is possible because of the effective recruitment
and selection of the candidates (Hunter, Shortland, Crayne, & Ligon, 2017). The recruitment and
selection play a vital role in the business. Recruitment and selection process is conducted by the
organization HR team. These processes help in attracting and retaining the employees. The
organization those are not capable enough in hiring and selecting the new employees they
acquire or merge the companies. Big companies like Oracle and SAP would acquire the
company who are good at the recruiting right candidate for the organizations.

Human Resource Management 2
Employee’s turnover is a most common problem which nowadays every organization
faces. Each and every organization wants their employees to remain in the organization. Many
organizations face the challenge of developing an effective team of the employees for achieving
the strategic goals and objectives of the company (Qureshi, et.al. 2013). It is the duty and
responsibility of the employer to attract and retain the potential candidates who want to work
with the organization. The HR team needs to take some steps that help the organization in
recruiting and retaining the employees. The best organizations are likely to retain and attract the
best talent. The best organizations come under the organizations having the brand value and
reputation in the market. Their reputation consists of market leadership, but also it includes the
way the organization treats their employees and whether the employees consider the organization
as a place where they actually want to utilize the expertise and build a career (Rokka, Karlsson,
& Tienari, 2014). Global talent doesn't attract towards any of the organization, for retaining and
attracting the talent organization needs to compete.
Employee’s turnover is a costly deal for the companies. As per the employment policy
foundation, a Washington research group said that the cost of the employee turnover is
approximately 25% of the lost employee annual salaries (Bakertilly, 2014). The cost of the
employee turnover is higher than recruiting and training of the new employee. Employee
turnover effects the reputation of the organization which might become the problem for the HR
in recruiting the new employees. Employee turnover affects the productivity of the company and
will reduce the morale of the existing employees. The companies always face fear employees
leaving the organization in the middle of the project (Mowday, Porter, & Steers, 2013). The
company always try to keep the backup because organization knows that it is a drawback to time
and talent. The new talent will take time to adjust to the new environment. This is the reason

Human Resource Management 3
some companies started hiring the candidate once they get to know that the employees are
leaving the organization. Though, while recruiting the HR team needs to be very specific with
the employee’s selection. If the right candidate is not selected then that candidate may lead to the
chaos and imbalance in the organization.
Internal recruitment can help the organization in retaining the employees; with the help of
the internal recruitment company gives the platform to the employees to get the promotion.
Promotion and good package always motivate the employees to remain in the company, as if in
case the employee will leave the organization he/she again has to go through the process of the
recruitment of the different companies along with that they have to work for the company for till
the promotion. Job satisfaction and job security are must for the employee to remain in the
organization (Ozturgut, 2013). If the employee of the find that there is a presence of the job
security and he is going to get the promotion and increment in the job then he will definitely
stick towards that job because he is aware that development and growth will take place. Job
satisfaction will help the employees to work hard with full efficiency and effectiveness, this will
help in enhancing the productivity of the employees and ultimately lead to the success of the
company. This will help the companies to retain the employees (Huang, et.al., 2014).
Referral is one of the modes of recruiting the employees. The employees of the company
can refer their friends and family members. The employees who refer the other candidate will get
the referral bonus (Connolly, 2015). The employees of the company will be eligible for the
referral bonus once the referred employee will stay in the company for a particular time. It is
compulsory for the employee to stay in the company to get the referral amount. This shows that
the recruitment of the candidate will help in attracting as well as retaining the employee in the
organization.

Human Resource Management 4
Nowadays for attracting the talented employee's companies make use of the platform of
the social media. Social media platforms like LinkedIn, Facebook and Twitter helps the
companies in recruiting the talent. Most of the job seekers enroll for the job with the help of the
social media, the reason being the job seekers will be able to get the best companies with the
attractive package. The job seekers attract towards the company who have a good brand
reputation and will be able to provide the position and opportunity to grow in the market. The
employers also have to create a brand image and have to display culture values of the
organization (King, O’rourke, & DeLongis, 2014). Though there are many candidate or potential
employees who attracts towards the company it is a duty of the HR to select the best candidate
out the slot of the people. The selection of the employees can be done on the basis of the skills
and capabilities of the employees along with that employee should be able to maintain the
cultural values of the company. The selection of the right candidate is must for the company for
achieving the goals and objectives of the company. The HR team of the company will face many
issues while recruiting and selecting the employees if they select the wrong platform for
recruiting the employees. They will not be able to select the candidate who will be able to
achieve the goals of the company.
Many organizations appoint the candidate with the use of the mobile recruitment. Job
search websites like Indeed Apply, that are used for the mobile devices tend to reach a wider
audience than traditional online recruiting techniques. Approximately one-third of the companies
now started using the mobile recruiting. This makes the work easier for the HR team, now they
don’t have to go long to search the correct candidate for their company.
Cultural values of the organization not only help the company in recruiting process but it
helps the company in retaining and attracting the employees. A good company culture can be a

Human Resource Management 5
mechanism for attracting the right person and retaining its employees in the competitive job
market. The employees having the talent will get the job offers for the different companies and
out of which the employee can select the best offer but along with the offer, the employee will
definitely look towards the organizational culture of the company (Stone, & Deadrick, 2015).
Organisation culture is very important and high-in-demand for the employees. Employees can
work in less salary but they demand the good organization culture. The company’s culture
includes the working conditions, a team-orientated, hours and work-life balance. This culture
helps the company in retaining the employees in the organization and also attracts the new
employees towards the company.
The HR of the company faces many problems in managing the human resource for the
companies. For recruiting and selecting the correct employees the HR of the company need to be
effective enough while recruiting the employees for the company. This is the duty and
responsibility of the employer to make sure that the team of recruiters is talented enough and
they are using the latest technology to appoint the candidate (Armstrong, & Taylor, 2014). There
should be a balance between the recruitment process and the retention turnover. The HR face the
challenge of the balancing the speed of hiring the employee and the quality of hire. In the
modern economy, there are different kinds of jobs across the world in the global market. The
increase in the opportunity jobs in the market will result in the limited talent pool in the market.
This means that the HR of the company needs to speed up the hiring process to get the talented
employees for the organization. The HR of the company has to use the skills and capabilities so
that they will be able to hire more and more talented employees for the company. For making the
hiring process quick the recruiters make the use of the technology (Shammot, 2014).

Human Resource Management 6
Implementation of the training programs is must for the companies who are not able to
find and select the talent. It is very difficult in the today’s world to find the qualified employees
that can help in achieving the organization profit along with that they will be able to bring the
development in themselves. The training programs will help the current employees to get the
specialty in the skills they have and to develop additional skills which will help in smoothing the
work at the job. Internship programs can be started by the companies that help the HR in identify
the new employees with talent. Training programs will make the current employees stay in the
organization as they are able to enhance the skills and the knowledge (Fleck, & Kraemer, 2014).
Each and every employee in the organization works for fulfilling the personal goals if the
personal goals of the employee are in the same way of achieving the organization that the
employee will definitely be able to achieve the goals of the company.
During the last quarter of the year 2015, it is noted that the wages across the world
increases. In the US, the wages of the increases with 1.1% and the markets with the highest wage
growth include Chicago, Washington D.C., St. Louis and San Francisco. Hence, the high wages
are resisting the employers to appoint the talent because they are not able to pay the huge salaries
to the employees. If the companies are looking to hire the employees with the high salary then
the companies have to increase their budget for the same (Keynes, 2016).
The paper shows the importance of recruitment and selection in attracting and retaining
the employees in the organization. Though the HR team of the company faces some of the issues
but organization can deal with the issue. If the organization seeks for the talent they have to pay
the good salary packages to the employees. So, ultimately they need to increase the cost of hiring
the employee. If in case the organization is not able to get the talented employees they can
organize the training programs that help in developing the skills and capabilities of the

Human Resource Management 7
employees. This how the organization deals with the issue but the fact that can’t be denied is
recruitment and selections are important for attracting and retaining the employees.

Human Resource Management 8
References
Bakertilly, (2014). The importance of recruiting and retaining employees. viewed on 24th
September 2017 http://www.bakertilly.com/insights/the-importance-of-recruiting-and-
retaining-employees/
Taylor, S. (2014). Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6), 139-14.
Hunter, S. T., Shortland, N. D., Crayne, M. P., & Ligon, G. S. (2017). Recruitment and selection
in violent extremist organizations: Exploring what industrial and organizational
psychology might contribute. American Psychologist, 72(3), 242.
Yadav, A. K., Kumar, A., & Kumar, S. (2014). A Study of Recruitment & Selection of
Employees in Public Sector Enterprises of India. Journal of Commerce and Trade, 9(2),
39-43.
Qureshi, M. I., Iftikhar, M., Abbas, S. G., Hassan, U., Khan, K., & Zaman, K. (2013).
Relationship between job stress, workload, environment and employees turnover
intentions: What we know, what should we know. World Applied Sciences Journal,
23(6), 764-770.
Rokka, J., Karlsson, K., & Tienari, J. (2014). Balancing acts: Managing employees and
reputation in social media. Journal of Marketing Management, 30(7-8), 802-827.
Mowday, R. T., Porter, L. W., & Steers, R. M. (2013). Employee—organization linkages: The
psychology of commitment, absenteeism, and turnover. Academic press.

Human Resource Management 9
Ozturgut, O. (2013). Best practices in recruiting and retaining international students in the US.
Current Issues in Education, 16(2).
Shammot, M. M. (2014). The role of human resources management practices represented by
employee's recruitment and training and motivating in realization competitive advantage.
The Retail and Marketing Review, 10(2), 18-37.
Huang, Y. H., Lee, J., McFadden, A. C., Murphy, L. A., Robertson, M. M., & Zohar, D. (2014).
The Impact of Safety Climate Beyond Safety Outcomes: Job Satisfaction, Employee
Engagement and Objective Turnover Rate. In Proceedings of the 11th International
Symposium on Human Factors in Organisational Design and Management, Copenhagen,
Denmark.
Connolly, M. (2015). Employee-referral schemes and discrimination law. International Journal
of Discrimination and the Law, 15(3), 148-177.
King, D. B., O’rourke, N., & DeLongis, A. (2014). Social media recruitment and online data
collection: A beginner’s guide and best practices for accessing low-prevalence and hard-
to-reach populations. Canadian Psychology/Psychologie canadienne, 55(4), 240.
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review, 25(2), 139-145.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Fleck, S. J., & Kraemer, W. (2014). Designing Resistance Training Programs, 4E. Human
Kinetics.

Human Resource Management 10
Keynes, J. M. (2016). General theory of employment, interest and money. Atlantic Publishers &
Dist.