Employees are searching
best job as there qualification and employers are want to best employee for
business development manner. It is very important to select the best candidates
for the job by using various tools and techniques (Rahaman, 2016).
Implementing a hiring process oriented towards
competencies represents an important condition for companies to remain
competitive on the labor market. Starting with the planning and establishment
of the requirements for both jobs and organization (Armstrong, 2011).
Entire
staffing process is strongly dependent on the success of the recruitment. Given
the importance of employee recruitment for attaining highly qualified human
capital, the attention around this issue has increased during the last years (Starke, 2000).
Moreover, referred candidates had higher selection ratios compared to the applicants occurred through formal sources (newspaper advertisement, employment agencies or school placement) (Dovidio, 2000). Still, further performance evaluation results (the sales performance of the hired candidates) did not support any difference between recruitment sources (GEISINGER, 1989).
Recruitment
and selection not only seek to attract, obtain, and retain the human resources
the organization needs to achieve the strategic goals, but may also have
significant impact upon the composition of the workforce, the ultimate fit with
the organization's needs and culture, and upon long-range employment stability (Beer et al., 1984).
“The
process of choosing from among available applicants , the individuals who are
most likely to successfully perform a job”. It is the process of gathering all
necessary information about applicants and using that information to decide
which applicants to employ (Chapman, 2005).
Once an adequate number of qualified applicants are identified through proper
recruitment, the selection process begins. Selection is one of the most
important functions of HRM because wrong selection of employees hampers
organizational performance enormously (Dessler,
2007).
Selection
process differs from organizations to organizations (H E Aldrich, 1976). An ideal selection process comprises some
steps such as filling up application forms, initial screening, preliminary
interview, employment tests, written examination, comprehensive interview,
background examination/ reference check, medical examinations, and job offer (DA DeCenzo, 1999).
The
recruitment and selection process determines the decisions as to which
candidates will get employment offers (Anderson,
2002). The aim of this practice is to improve the fit between employees,
the organization, teams, and work requirements, and thus, to create a better
work environment (Tzafrir, 2006).
Sophisticated
recruitment and selection system can ensure a better fit between the
individual's abilities and the organization's requirement (Fernandez 1992).
Employment stability can be achieved through a selection procedure based on
ability (Mohinder Chand, 2007).
Recruitment
and selection was positively related to all organizational performance
variables such as effectiveness, efficiency, innovation, and quality. Innovation
is at the heart of the Consumer Durables industry and aim to reflect the recruitment
process using technology as part of the candidate introduction process (Thavisay, 1999).
Effective
Employee Selection Techniques (Heather, 2020)
Ø
Organize an assessment center
Ø
Structure your interview process
Headhunting entails conducting a
specified search to identify the ideal candidate for a particular role,
regardless of whether the candidate is active or passive talent. While active
candidates are reaching out to their professional networks and sending resumes
in response to job openings, passive candidates are currently employed and not
seeking new opportunities. For high-level roles with a unique desired skill
set, passive candidates are more desirable—they are currently working and
gaining industry-specific experience at a competitor (Lioy, 2019)
Example of Selection Techniques (Territory
Manager Post) at a Leading Consumer Durable Organization in Sri Lanka where I
work
Preliminary
Screening
Once an employer has received what it considers sufficient
interest in the position, the recruiter starts screening the applications or
resumes determining which applicants to contact for the preliminary screening
interview
In-Person Interviews
Face-to-face interviews take time, which is one of the
reasons the applicant pool should be narrowed by conducting preliminary
screening and telephone interviewing
Cultural Fit
Selection
Candidate’s values align with the organization’s values. It’s
a subjective analysis, and one that Recruiting Managers are check only
attribute to being a gut feeling
Past Experience
Evaluate the past
employment experience & match with current vacancy
Field visit with the HR Manager given
write to analytical report about the field visit before the final interview.
List of References
AKRAWAH,
O. D. (2019). Recruitment strategies of the banking industry in Nigeria: The
head hunting panacea.
Anderson,
N. (2002). Recruitment and selection: Applicant perspectives and outcomes.
Armstrong,
W. (2011). Plasmacytoid dendritic cells are recruited to the colorectum and
contribute to immune activation during pathogenic SIV infection in rhesus
macaques.
Beer,
M. (1984). Managing Human Assets.
Chapman,
D. S. (2005). Applicant Attraction to Organizations and Job Choice: A
Meta-Analytic Review of the Correlates of Recruiting Outcomes.
DA
DeCenzo, S. R. (1999). Human Resource Management.
Dessler,
A. E. (2007). Observations of deep convective influence on stratospheric water
vapor and its isotopic composition.
Dovidio,
J. F. (2000). Aversive Racism and Selection Decisions: 1989 and 1999.
Dovidio,
J. F. (2000). Aversive Racism and Selection Decisions: 1989 and 1999.
GEISINGER,
J. A. (1989). THE RELATIONSHIP BETWEEN RECRUITING SOURCE, APPLICANT QUALITY,
AND HIRE PERFORMANCE: AN ANALYSIS BY SEX, ETHNICITY, AND AGE .
H
E Aldrich, J. P. (1976). Environments of Organizations.
Heather.
(2020). Effective Employee Selection Methods To Start Using Today.
Lioy,
T. (2019). What’s the Difference Between Headhunting and Recruiting?
Mohinder
Chand, A. A. (2007). The impact of HRM practices on organisational Performance
in the Indian hotel industry.
Rahaman,
M. A. (2016). Employees’ Perception of Recruitment and Selection Practices in
Local Companies.
Starke,
J. A. (2000). Research on Employee Recruitment: So Many Studies, So Many
Remaining Questions.
Thavisay,
T. Q. (1999). Privatization and Human Resource Development Issue: A Preliminary
Study of State-Owned Enterprises in the Lao People’s Democratic Republic.
Tzafrir,
S. S. (2006). Relationship between HRM practices and firm performance at
different points in time.
Hi Asanka, in addition the recruitment and selection process determines the decisions as to which candidates will get employment offers. The aim of this practice is to improve the fit between employees, the organization, teams, and work requirements. Wrong selection of employees hampers organizational performance enormously (Dessler, 2007).
ReplyDeleteRecruitment is the positive aspect where as selection is the negative aspect of HR practises. Many of the researchers say that recruitment and selection policies should be ethical for the organizations in order to sustain in the competitive environment. Recruitment is the first step then after selection and placement comes in the employment process (Rao, 2010)
DeleteThe successful recruitment and selection process is that the needs and offers of both organization and the individual must perfectly meet each other. The ‘fit’ in term of skills and expertise, as well as value and need and individuals want that the organization which they are thinking of joining must offer some form of development
ReplyDeletewhich will enhance the resumes(Holbeche, 2004).
There are many factors that affect recruitment process like organization culture, working hours, facilities, salary, welfare, brand image, good will, location and etc. Selection is the second step in the in the process of man power planning. Selection is the process of choosing the appropriate candidate which matches the candidate skills and the job requirements (Bhattacharyya, 2010)
DeleteAsanka, Du Plessis & Fredrick, H (2012) states that the use of e-recruitment methods has advanced so much that in the future, companies will have to have automated resume screening and searching equipment to remain competitive in their respective industries.
ReplyDeleteAdding your comment Kanishka, The organizational perspective refers to the process of organizing and performing recruitment tasks and activities within organizations, in the context of an organizational environment. Moreover, little attention has been given to the impact of technology on the recruitment process as a whole (Parry & Tyson, 2009), or to how the e-recruitment process is integrated in practice (Lee, 2011).
DeleteIt is further to mention that, according to Truesdell and Kelly (2017) discussed attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Electronic technology has also been used to reduce the number of potential candidates. In particular, using online recruiting can mean that employers receive a large number of applications from inappropriate candidates, so using technology to help manage the application form can also be helpful
ReplyDeleteThe case companies had extensive experience in the use of e-recruitment practices. In order to identify how e-recruitment had affected the overall design of the recruitment processes, I first identified the design of the traditional recruitment process as reported in several research contributions (Bartram, 2000; Breaugh & Starke, 2000; Dessler, 2006; Millmore, Lewis, Saunders, Thornhill, & Morrow, 2007; Newell, 2009). I then interviewed recruitment professionals from the case companies, asking how they had performed recruitment tasks before and after the introduction of e-recruitment in their organizations
DeleteInterviewing is a process that nearly all organizations use to select employees. In many cases it is the only method used to make a hiring decision. Yet, research indicates that unless properly planned, and conducted very carefully, they are of little help in selecting the right people. There are steps that can be taken which can greatly improve the accuracy of decisions made based on interviews. Keenan f 1989) reviews much of the research pertaining to the interviewing process and Very briefly, the steps for conducting effective selection interviews are as follows:
ReplyDelete1. Conduct a job analysis to determine what a person is expected to do in the job.
2. Identify which of the above activities and/or duties are most critical to success.
3. Identify the skills, knowledge and abilities (SKAs) necessary to perform those critical duties.
4. Develop questions that elicit information about the SKAs of interest.
5. For each important SKA, create ‘anchors’ or targets by describing what the requisite SKA would look like when presenting the appropriate amount. (This provides a measure against which you can evaluate candidates.)
6. Structure or pattern the interview so that the same questions are asked of each candidate.
Recruitment at a corporate level normally takes place through high level references and executive manpower consultancy firms or professional associations. In Business Level, the actual practice is carried out through execution of the tasks through following the entire life cycle of the recruitment process. It is at the business level where the executives attract and source the requirements from the field or market to cater either to the business or corporate by the implementation of proper training methodologies (Sparrow, P.2010)
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ReplyDelete