Resourcing the Organization: Recruitment, Selection, and Retention

This report provides a comprehensive overview of resourcing an organization, focusing on recruitment and selection processes, and employee retention strategies. It begins by explaining how recruitment and selection mechanisms can be deployed to curb staff turnover, exploring strategies such as using social media and consultants. The report then delves into various recruitment strategies, including leveraging technology and offering incentives, followed by an examination of retention strategies like challenging tasks and succession planning. It discusses the advantages and disadvantages of different recruitment methods, such as social networks and referrals, and outlines appropriate selection processes like structured interviews and group discussions. Finally, the report evaluates how recruitment and selection processes assist in accomplishing organizational goals, emphasizing their role in identifying needs, reducing turnover, and generating new ideas. The conclusion underscores the importance of resourcing the organization for growth and development, referencing relevant academic sources.

RESOURCING THE
ORGANISATION
Table of Contents

Explain how recruitment and selection mechanisms can be deployed to assist enterprise curb staff
turnover.............................................................................................................................................3
Describe recruitment strategies which may be adopted by organisation to source human capital......3
What retention strategies that can be put in place by organisation to attract employees commitment
...........................................................................................................................................................4
Discuss advantages and disadvantages of different recruitment methods that are present.................4
Explain most appropriate selection processes that assist to determine prospective subordinates who
are beneficial for enterprise...............................................................................................................5
Evaluate how recruitment & selection processes can assist in accomplishing goals..........................5
CONCLUSION.....................................................................................................................................6
REFERENCES......................................................................................................................................7
Books & Journal:...............................................................................................................................7

INTRODUCTION
In an organisation, employees are crucial because they are the source through which
profit is generated within the business. It is necessary to maintain employee turnover so that
business environment does not get disrupted. Also, as strategies and tactics are to be
implemented to curb the staff turnover. This report includes overview of recruitment &
selection, different recruitment strategies, retention strategies, benefits and limitations of
recruitment methods & effective selection process. It necessary to adopt measures regarding
the issue so that goals as well as objective in proper manner.
Explain how recruitment and selection mechanisms can be deployed to assist enterprise curb
staff turnover
In business, employee turnover rate play vital role because it helps firm in
determining the new employees and also assist in examining the reason for turnover. So,
there are various ways through which it turnover can be curbed and are discussed below-
Recruitment mechanisms-
Social media- To curb the staff turnover, recruiter needs to use social media as tool
search for candidates who fulfil the job role. This involves various platforms such as
LinkedIn, Facebook, and Naukri.com etc.
Consultants- This is another mechanism which can be used when senior post is
available in management (Michaelowa, 2017).
Selection mechanisms-
Telephonic interview- This is one of the best mechanism which is to be used
enterprise so that right candidate is being hired in management. Also, it is time consuming
and cheap method which can be effectively deployed.
Describe recruitment strategies which may be adopted by organisation to source human
capital
In recruitment, there are various type of strategies are can be chosen by enterprise &
are mentioned below-
Firm technology infrastructure- In world of recruitment, it is essential to adopt
technology and evolve with it periodically. Because in recruiting process, data is base for
functions as well as operations. Thus, infrastructure of entity can only be developed if
updated technology is being used by recruiters in firm (Turner, 2018).
Turning into Smart recruiter- In this, every recruiter needs to convert themselves
into smart recruiter by using new tools, tactics etc. so that they are able to recognize the talent
which is beneficial for business.

Benefits and incentives- Another retention strategy is that to increase retaining
period, perks, incentives & benefits are to be provided to subordinates so that they are able to
perform better & stay in entity.
What retention strategies that can be put in place by organisation to attract employees
commitment
It is necessary to adopt retention strategies as because it depicts the stability of
business in market. So, various type of strategies are used by employer & which are listed as
follows-
Challenging task- It is mostly used by firm because it helps and keep engaged
personnel in work which can be further used in their career development. Giving them
challenging task assist them to deal with difficult situations in proper manner.
Succession plan- In enterprises, it is important to plan for succession in which
employer identify potential employees for higher position within the firm. This also increases
stability of employee for longer period of time (Usmani, 2020).
Discuss advantages and disadvantages of different recruitment methods that are present
Recruitment methods are the ways through which searching of employee id done
around the field.
Social Networks- There are many online jobs websites and application which are
used as recruiting process.
Advantages-
It allows recruiter to access personnel data at global & use them effectively in process
(Khandelwal, 2019).
Disadvantages-
 Personal bias is used when such social networks adopted as recruiting methods.
 Not every entity is capable enough to use application tracking system in social
networks.
Referrals- Other method of recruiting is referral also known as internal source of
recruitment.
Advantages-
 Through this, it becomes easy to hire candidate with skills & knowledge.
 Also, it is less cost expensive as compared to other methods.
Disadvantages-

 In this, it is cheaper but has limited pool of candidates.
 It is also negative process because; if recommended applicant got rejected than there
may be a distorted relationship between both the parties.
Explain most appropriate selection processes that assist to determine prospective subordinates
who are beneficial for enterprise
Structured interview format- Every recruiter conducts interview with motive to
understand applicant at depth. Interview can be simple or may be tough depending upon the
questions to be asked by employer. To understand subordinate properly, employer can put
challenging task to determine whether candidate is capable enough to handle difficult
situations or not (Dewhurst, 2019).
Video or Skype interview- Another way is to evolve with technology such as
conducting interview through video or application such as Skype. It is useful in selection
process because it helps employer to examine confidence level and communication skills
which can be used at time of virtual meetings or dealing with overseas clients.
Group discussion- Further, it is also important way of selection process as because in
this topic is given to per individual on which they have to speak within a given time period.
This assist interview to determine thinking as well as through process of every individual.
Evaluate how recruitment & selection processes can assist in accomplishing goals
Both recruitment & selection process assist in achieving organisational goals &
objectives. This because they are the source through which right candidates are hired for
vacant job which results in increased efficiency as well as performance level of business.
There are various role which are played by both these processes in attaining objectives which
are mentioned below-
Identifying needs- Recruitment & selection when are performed in organisation helps
them to identify their actual needs which are being needed by them at most. For example-
they help to know about job roles and posts which are crucial in management (Ng, 2019).
Reducing turnover- Further, both these concepts help entity to increase stability of
employees for longer period which leads to reduce in staff turnover & more goals can be
achieved through it.
New ideas & thoughts- During the process of both, various techniques are used by
recruiters for searching capable candidates. Through which new ideas are generated, & are
used in mission and vision of company.

CONCLUSION
After a brief analysis of above report, it is concluded that reducing staff turnover is
crucial for every organisation so that objectives are achieved appropriately. Also, to do this
recruitment & selection are being taken as practices. In these two concepts, different ways of
each are described to curb staff turnover. Further, mechanism of both recruitment as well as
selection is adopted with their advantages & disadvantages. Then, retention strategies &
selection process have been considered. Hence, resourcing the organisation is essential for
rapid growth and development.

REFERENCES
Books & Journal:
Michaelowa, 2017. Resourcing international organisations: so what?. Global Policy, 8,
pp.113-123.
Turner, 2018. Attraction, recruitment and resourcing of talent. In Talent Management in
Healthcare(pp. 221-252). Palgrave Macmillan, Cham.
Usmani, 2020. Recruitment and Selection Process at Workplace: A Qualitative, Quantitative
and Experimental Perspective of Physical Attractiveness and Social
Desirability.Review of Integrative Business and Economics Research, 9(2), pp.107-
122.
Khandelwal,2019, March. Analysis of Impact of Recruitment and Selection at the Managerial
level. In 2019 6th International Conference on Computing for Sustainable Global
Development (INDIACom) (pp. 1194-1199). IEEE.
Dewhurst, 2019, July. Selection mechanisms affect volatility in evolving markets. In
Proceedings of the Genetic and Evolutionary Computation Conference (pp. 90-98).
Ng, 2019. Factors affecting the Staff Turnover Intention: A Case study of a Malaysian Steel
Manufacturing Company.INTI JOURNAL,2019(42).
Scholtz, 2019. The Role of Job Satisfaction in Turnover and Turn-away Intention of IT Staff
in South Africa.Interdisciplinary Journal of Information, Knowledge, and
Management,14, pp.077-097.
Morgan, 2019. Management Strategies for Reducing Voluntary Employee Turnover in Small
Professional Service Firms.
Alexander, 2020. Strategies to Reduce Voluntary Employee Turnover.
Shahria, 2020. Internship Report On Impact of Employee Recruitment & Selection Process in
HR Performance in Kazi Farms Group.