HRESS2202: Fundamentals of Recruitment and Selection Report Analysis

This report delves into the core principles of recruitment and selection within a human resource management context. It explores the critical relationship between organizational strategy and the recruitment process, emphasizing the importance of aligning hiring practices with overarching busines...Read More

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Fundamentals of Recruitment and Selection
Report
Student
10/7/2019

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Executive Summary
In this following report, the emphasis has been placed on the recruitment and selection process
of the company. The HR managers of the organizations recruit and select the potential
candidates for the available position in the business environment so that the objectives of the
company can be achieved effectively and efficiently. However, there are various fundamental of
this concept, which affects the selections decisions of the mangers. In this report, the discussion
over various factors has been conducted which influence the hiring process. This process
included Organizational strategies, talent management, and employee engagement. Hence, in this
report discussion over this entire topic has been conducted.

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Contents
Introduction............................................................................................................................................3
Organizational Strategy.....................................................................................................................3
A. Important Definitions...............................................................................................................3
B. Importance of Alignment between the organizational strategy and Recruitment and
Selection process and Advantages...........................................................................................4
C. Steps to align organizational strategy with the recruitment and selection...............................5
Talent Management, and Employee Engagement.............................................................................5
Employee Engagement..................................................................................................................6
Legal considerations..........................................................................................................................7
Job analysis........................................................................................................................................8
Conclusion.............................................................................................................................................9
References............................................................................................................................................10

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Introduction
It can be observed that behind the accomplishment of the objectives of the company,
there are efforts of the employees who are striving hard to maintain the position and value of the
company in the market. Through their effective performance and productivity, the company can
rely on the employees for the accomplishment of the goals. Therefore for the achievement of the
objectives, the company hires people according to the available position in the company. This
process is referred to as recruitment and selection, where HR managers select the right person for
the right profile and at the right time to strengthen the workforce of the company. However, there
are certain fundamentals of this concept, which include Organizational strategy, Talent
management Employ involvement, Legal considerations, and Job Analysis. All these factors
influence the recruitment and selection decisions.
Organizational Strategy
A. Important Definitions
Organizational Strategy: It means an accumulation of decisions and actions taken by the
company to accomplish the organizational objectives. In the organizational hierarchy, all this
strategic planning is conducted by the top-level management while middle and lower-level
managers implement various tactics to achieve the overall strategies. While planning the
organizational strategies, the emphasized has been placed on the mission, vision and business
objectives of the company.
Recruitment and Selection: In human resources planning, recruitment and sections hold a great
significance. It has been conducted to improve the performance of the company as well as to

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meet the strategic objectives of employers. Hence it can be said that it is a process of identifying
(internally as well as externally), selecting the right candidate for the vacant profile of the
company (Brown, McManus, Davison, Gill & Lilford, 2019).
B. Importance of Alignment between the organizational strategy and Recruitment and
Selection Process and Advantages
Organizational strategy plays a vital role in the recruitment process as the selection of the
potential employee is considered to be one of the hectic and important jobs of HR managers. It is
regarded to be the initial stage of developing a successful and competitive organization.
Therefore, an effective recruitment process is essential as it guarantees that the right candidate is
hired for the right position, at an estimated cost, who is ready to deliver the effective
performance (Ekwoaba, Ikeije & Ufoma, 2015). However, in reality, there are various real life
case studies in which the common issues was that the majority managers are not able to achieve
productive results because of the absence of suitable candidates according to their objectives and
mission of the company (McDonald & Thorpe 2016). Even the wrong recruitment of the
candidate might result into the various safety-related issue, ambiguity in the work environment,
low enthusiasm, moral, and an additional cost will be invested in the training of the employees
which can effective the capital structure of the company in long run (Rozario, Venkatraman &
Abbas, 2019).
Therefore, the mangers of the company must conduct this process while evaluating and
examine the overall strategies of the company so positive results can be generated.
There are several benefits of choosing the right candidate for the job profile as:

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1. The planned selection process, assist the managers to implement the effective strategies
to connect the company with qualified candidates. By using promotional and advertising
tactics, the company can create various qualified alternatives (Yockey,2019)
2. When the company recruits the potential and responsible employee for the particular
designation, the outcome will be more positive and resourceful. This will reduce
employee turnover and the company will be able to achieve the desired outcome.
C. Steps to align organizational strategy with the recruitment and selection
To ensure the productivity of the employees there are certain steps which are needed to be
adopted by HR managers
a) Creating Job depiction:
b) Recognize the need and agreement process:
c) Evaluating the sources of recruitment:
d) Selection of Valuation Approaches:
e) Arranging the interviews and tests:
f) Job offer:
Talent Management, and Employee Engagement
Talent management refers to an organized method of analyzing the need of the
employees for the available positions. Thus recruiting and selecting the potential candidate, has
been conducted to improve their skills and knowledge so that the expertise of the person can
match the position for which he/she has been hired and the objectives of the company can be
achieved efficiently . (Deery, & Jago, 2015)

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Figure 1
Source: (Deery, & Jago, 2015)
Employee Engagement
Employee engagement defines the relationship between the organization and the workers. It can
be observed that the engaged employees are optimistic and enthusiastic who are ready to take up
to positive action to enhance the position of the company in the market.

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Legal considerations
The recruitment and selection help in the enrolment of the right candidate in the
organization and saves the organization from any ethical or legal dispute in the future. The
considerations in general for the recruitment and selection process are that the advertisement
published in the newspaper should not be discriminative. It should not discriminate regarding the
race, nationality, and gender of the candidate. It is also advisable to ask the right kind of
questions from the candidate. The key issue that may arise is regarding the contract of
employment where the employer resulting in dissatisfaction does not meet the expectations of
the employees. The employer must meet out all the requirements of the employee placed in the
contract of employment. There are many similarities and differences between provincial and
federal perspectives. As both perspectives were established to provide the best employee and
employer treatment. The differences might arise based on the laws in which they are prepared.
The term legally defensible means is to defend the interest of the company and the
employee from any kind of misunderstanding that may arise in the future. it is important to make
a hiring decision that is legally defensible because no dispute between the employer and
employee arises in the future. one can ensure that the hiring decision is free from any
discrimination or bias by establishing the rigorous selection process.
Job analysis
Job analysis is the process of analyzing the requirements of the job with the individual
charters tics to ensure that an individual is the right fit for the job position. the job analysis eases
the process of recruitment and selection. As the company can recruit the right person based on
the needs. The methods of job analysis are interviews, questionnaires, and surveys. The job

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analysis can be ensured that it is legally defensible by following the proper rules and regulations
of the company (Bailey, & Burch, 2017).
Conclusion
From the above report, it can understand that the recruitment and selection process is hectic
as well as complex methods which are needed to be conducted with full responsibility. Several
factors influence the recruitment decision over which the foundation of the report has been
based.

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References
Bailey, J. S., & Burch, M. R. (2017). Research methods in applied behavior analysis. Routledge.
Brown, C., McManus, C., Davison, I., Gill, P., & Lilford, R. (2019). Using recruitment and
selection to build a primary care workforce for the future. Education for Primary Care, 1-5.
Deery, M., & Jago, L. (2015). Revisiting talent management, work-life balance, and retention
strategies. International Journal of Contemporary Hospitality Management, 27(3), 453-472.
Ekwoaba, J. O., Ikeije, U. U., & Ufoma, N. (2015). The Impact of Recruitment and Selection
Criteria on Organizational Performance.
Jacobs, S. (2016). Membership Essentials: Recruitment, Retention, Roles, Responsibilities, and
Resources. John Wiley & Sons.
McDonald, F., & Thorpe, R. (Eds.). (2016). Organizational strategy and technological
adaptation to global change. Springer.
Rozario, S. D., Venkatraman, S., & Abbas, A. (2019). Challenges in Recruitment and Selection
Process: An Empirical Study. Challenges, 10(2), 35.
Yockey, M. (2019). The effects of work experience on interpretations of recruitment
advertisements and organizational attraction. American Journal of Business.