Recruitment and selection are the processes of selecting the best candidate from a group of candidates who can deliver the result defined in the job description (Armstrong and Taylor, 2020).
Further, he has divided the entire
process into 10 subsections.
|
1. Defining
Requirements |
6.
Assessing candidates |
|
2. Attracting
candidates |
7. Obtaining references |
|
3. Sifting
applications |
8. Checking applications |
|
4. Interviewing/Assessment
centers |
9. Offering employment |
|
5. Testing |
10.
Following up |
Figure 1.0 – The stages of Recruitment & Selection Process
Recruitment
Recruitment is the process of
selecting a pool of candidates to fill a vacancy in an organization. (Michael
Armstrong with Stephen Taylor, 2020). Sometimes organizations take the necessary
steps to create a pool of qualified candidates to fulfill organizations' future
human resources needs. But often the recruitment process begins only when a
need arises (Devi and Banu, 2014).
As the study done by Nikolaou and Oostrom (2015, p. 22) have stated:
The job description very often constitutes the basis of the
recruitment advertisement and establishes the ways by which the information
will appear reflected. As such, it affects the degree of attraction of the
recruitment advertisement that is perceived by the potential candidates and,
consequently, has important implications for the success of the entire
selection process and for the fulfillment of the job vacancy.
According to the research done by Ahmed Al-Harerat (2020), below are the most common steps in the recruitment process.
- Identify the need for a vacancy
- Define the job description,
- Decide skills & qualifications required
- Refer recruitment policy and procedure of the organization
- Decide on recruitment sources
- Select a suitable method
- Design the advertisement
- Publish the vacancy through all communication channels
- Select a pool of potential candidates
- Screening of applications
Selection
The selection process is the most critical section of this hall exercise. It is the process of picking up the most suitable candidate for the vacancy from a pool of applicants. In the selection process, there are several important steps to follow, after receiving the applications (Leighton and Proctor, 2006)
2. Combination of interviews such as face to face, skill tests, psychometric tests, etc, etc.
REFERENCES
Ahmed
Al-Harerat 2020, ‘A Review of recruitment and selection process’, viewed
13th April 2022, < www.researchgate.net/publication/341787517>
Armstrong, M with Taylor, S 2020, Armstrong’s Handbook of
Human Resource Management Practice, 15th edn, KoganPage, UK, ISBN
978 0 7494 6550 6.
Bratton, J and Gold, J 2012, Human Resource Management:
Theory and Practice. 5th edn; Palgrave MacMillan.
Devi, BR Mrs, Banu, PV Dr Mrs 2014, ‘SSRG International
Journal of Economics and Management Studies (SSRG-IJEMS)’ – vol issue2
Sep 2014, Viewed 2nd
April 2022, <http://www.internationaljournalssrg.org>
Leighton, P and Proctor, G 2006, Effective Recruitment – A Practical
Guide to Staying within the Law. Thorogood Publishing Ltd, UK. pp. 63 -7
Nankervis et al. 2020, Human Resource Management: Strategy and
Practice. Cengage Learning
Australia. ISBN: 9780170286077
Nikolaou, I and Oostrom, KJ 2015, Employee
Requirement, Selection, and Assessment. Psychology Press, New York, p.22
Hi shiran, as you have illustrated, and according to Newell, (2005), Recruiting talented people is critical, and this is dependent on an efficient hiring and selection process that selects the "right" people while rejecting the "wrong" people. Employers frequently believe that the process can be completed with little preparation, but this is a part-time recruiting job that is fraught with danger. According to Garner (2012), if you take the time to learn a positive attitude and decision-making skills, you will make wise decisions that will ultimately pay off.
AntwoordVee uitHi Chamara, Very valid point you have brought up. Alternative we can use AI also. Artificial Intelligence can revolutionize the entire recruitment process and machine learning algorithms can reshape the recruitment process much faster than humans (Armstrong and Taylor 2020).
Vee uitHI Chamara, You have brought up a very valid point here. Alternatively we make use of AI to strengthen the selection process. Artificial Intelligence can revolutionize the entire recruitment process and machine learning algorithms can reshape the recruitment process much faster than humans (Armstrong and Taylor 2020).
Vee uit
AntwoordVee uitHi Shiran, I agree with your post. According to Walker (2009), Recruitment is the process of identifying and attracting suitable applicants from within and outside the Organisation for future employment and Selection is to pick the right candidate from the pool of suitable candidates. As per Gamage (2014) if wrong candidates are selected who are either uncapable or do not fit the culture and vibes of the organisation it will become a huge negative impact.
Hi Nilushi, Yes.. you are correct. But we can make use of new technology for the selection process. Artificial Intelligence can revolutionize the entire recruitment process and machine learning algorithms can reshape the recruitment process much faster than humans (Armstrong and Taylor 2020).
Vee uitHi Shiran, the points you have mentioned here is very valid and clear. Further to support the topic I would like to add few more things to it. Recruiting employees who are suitable for the organization makes it very easy to achieve the purpose of the organization. For that, the company has to create a recruitment process to suit their needs. Recruiting wrong employees by an organization can reduce the productivity and efficiency of the organization, which is an additional cost to the organization (Khalid and Tariq, 2015).
AntwoordVee uitHi Dinith, thank you for the valuable comment. New technology can be used to overcome most of the challenges in the current environment. Various researchers indicate that the online recruitment has given the opportunity for organizations to conduct recruitment and selections with a cost-effective manner and save time of HR community (Hart et al. 2000). The editors further emphasize how the effectiveness of the various online platforms involved in the recruitment and selection process has benefited organizations.
Vee uitHi Shiran. I agree with the contents of your post. The choice of every organisation to choose the selection and recruitment methods depends on the specific needs. According to Anwar (2016), some organizations may give importance to various tests while others will use reference checks or interviews.
AntwoordVee uitHi Ashanthi.. Yes.. you are correct. I haven't touched much about reference checks since now organizations are moving towards to new technology since the decision is impartial. data mining algorithms which can be used to search information on social media postings (Armstrong and Taylor 2020)
Vee uitHello Shiran. This is a very good explanation on recruitment and selection which I also feel is vital to an organization's future succession. While implementing recruitmeWhen they are recruited and selected, it needs to be ensured, that they need to carry out their job duties in a well-organized manner and lead to progression of the organization.1nt and selection programmes it should be kept in mind to choose the right candidate as much as possible (Kapur,2020).
AntwoordVee uitHey Udana.. Thank you for your comment.. I think that is why now organizations are focusing on to use new technology for the recruitment and selection process. Artificial Intelligence can revolutionize the entire recruitment process and machine learning algorithms can reshape the recruitment process much faster than humans (Armstrong and Taylor 2020)
Vee uitHi Shiran , Agreed with you , The process of assembling a group of qualified candidates for job openings in an organization is known as recruitment (Saviour et al., 2016).
AntwoordVee uitHI Maheshini, you can also define it as the process of selecting pool of candidates to fill a vacancy in an organization. (Michael Armstrong with Stephen Taylor, 2020).
Vee uitHi Siran, I agree with your post. The labor market's competitiveness is a major problem for future professionals. This research will look at the role of personal marketing in the professionalization of human resources, as well as the most in-demand skills on the job market. A sample of recent graduates in tourism/hospitality and other fields was used for this study (for comparison). The main findings reveal that in the tourist industry, employing personal marketing strategies in job search, developing a personal brand, and strategically using digital social media are seen as critical. This approach allows academic institutions to better tailor tourism degree programs, as well as more effectively assess and evaluate programs. It also gives employees useful information that helps them compete in the job market. Dominique-Ferreira, S., Rodrigues, B.Q. and Braga, R.J., (2021).
AntwoordVee uitHi Pavani, your valuable comment is addressing a burning issue in the tourism industry which is to find people with right skills. we also can make use of new technology to find people with right skills. Further, according to Armstrong and Taylor (2020), any social media platforms such as LinkedIn, Twitter, Facebook which uses the Web 2.0 technologies for networking or sharing can be used for e-recruitment process.
AntwoordVee uit