Recruitment and Selection

 

 

                 Figure 1: Recruitment and Selection

 

Introduction

Two essential components of the employment process that help businesses locate and draw in the greatest talent are recruitment and selection. Getting a job description in front of as many individuals as you can is part of the recruitment process. The process of selection entails whitening down the candidate pool till the ideal candidate remains.

An organization's goals must be attained by developing a team or group of personnel who can.

prepare the ground for the hiring and choosing procedure. To choose the best candidate for open positions, it should be done in an organized way. 

McKenna & Beach, (2008). Recruitment  and  selection  is  the  process  of  getting  human  resources  into  the organizations' departments, sections, and jobs.

Venkatesh and Jyothi (2009) use what might be an even more useful definition of recruitment that is about the art of discovering and procuring potential applicants for the actual and anticipated vacancies in organizations.

 

Recruitment and Selection Process

 

Figure 2: Recruitment process 

Organizations use a methodical set of procedures called the recruitment process to find, draw in, and employ qualified applicants for available positions. An explanation of the standard hiring procedure is provided below:

1. Identify Job Openings:

The process starts when it is determined that the organization needs a new hire because of growth, attrition, or restructuring.

The HR department or hiring manager collaborates with other pertinent parties to precisely outline the duties, responsibilities, and qualifications of the open position.

    

        2. Job Posting and Sourcing:

            Through a variety of platforms, including job boards, corporate websites, social media, and professional networks, the organization promotes job opportunities.

       Additionally, headhunters, external recruiting agencies, and internal sources (employee recommendations) may be used as sourcing strategies.

        3. Resume Screening:

        The resumes and applications that are submitted in response to the job advertisement are reviewed by hiring managers or HR specialists.

        Making a short list of applicants who satisfy the fundamental specifications listed in the job description is the aim.

4. Initial contact and Pre-Screening:

        A pre-screening or initial discussion is held with the shortlisted individuals. To determine their interest, availability, and fundamental qualifications, this may entail a quick phone or video interview.

        At this point, candidates might also receive information about the business, its culture, and the hiring procedure.

 

5. Interview:

Candidates who have been shortlisted are invited to formal interviews. They can be in many different forms, such as:

-    Behavioral interviews to evaluate prior events and behavior.

-    Technical interviews: Assessing particular job-related skills.

-    Multiple interviewers participate in panel interviews.

-    Assessment Centers: Performing drills or role-plays to evaluate different skill levels.

 

6. Testing and Assessments:

Candidates could be asked to take personality tests, aptitude tests, skills tests, or other pertinent assessments, depending on the nature of the position.

These evaluations offer further information about a candidate's qualifications and fit for the position.

7. Reference Checks:

        To confirm the information submitted by the candidate, the organization gets in touch with the individual's references or prior employers.

-          Verifying the candidate's performance history, dependability, and employment history is aided by this stage.

 

8. JOB Offer:

Following a successful completion of the evaluation and interview phases, the chosen candidate receives an official job offer from the firm.

      The offer contains information on starting date, benefits, pay scale, and any other conditions of work.

9. Acceptance and Onboarding:

Upon accepting the job offer, the candidate starts the onboarding process.

During the onboarding process, a new hire is integrated into the company and given the tools, training, and orientation they need to adjust to their new position with ease.

 

10. Follow up:

Following the hire, HR or the hiring manager may hold follow-up meetings to get input on the hiring procedure and the entire experience in order to make ongoing improvements. 

 

Modern Employee Selection Process

 

Figure 3: Selection

 

   

Figure 4:Modern Selection Process

Mathis & Jackson, (2010). “Company size, job characteristics, the number of people needed, the use of electronic technology, and other factors cause variations on the basic process”

Armstrong, (2012). Traditionally, most organizations relied on the classic trio of steps for selecting candidates, namely, application forms, interviews and references. However, it is argued that, this classic trio should be complemented by incorporating selection tests and assessment centers.

Torrington, Hall, & Taylor, (2005), research has also highlighted the applicability of techniques such as self-assessment, group selection and work sampling for enhancing the selection process to suit the unique requirements of modern organizations

 

 

Methods of Recruitment and Selection for Hiring Top Talent

Figure 5: Recruitment Methods

 

What are Recruitment Methods

A company will use recruitment techniques to find and convince competent candidates to apply for jobs. You must select the most effective recruitment techniques based on the skills you require, the type of candidate you are seeking, the level of experience required, your budget, the amount of time you have, and the hiring resources you have at your disposal. Most firms utilize a range of recruitment tactics so they can adjust their approach to hiring to their evolving employment demands.

 

 Internal Vs. External Methods of Recruitment and Selection

Both internal and external methods can be used for recruitment and selection. While external recruiting seeks to draw in fresh talent from the outside, internal recruiting concentrates on those who are already employed by the organization.

 

 Challenges in Hiring and Choosing

-   Bias: During the hiring and selection process, decisions may be influenced by unconscious      biases.

-    Skill Shortages: Difficulty in locating applicants with the necessary training and credentials.   

-    Legal Compliance: Making sure that labor rules and regulations are followed during the hiring   and selection processes.

-    Costs: Hiring might come with a lot of resources, therefore it's important to handle these expenses well. Recruitment and selection can be resource-intensive.

  

Best Practices

Efficient recruiting and selection procedures support the development of a knowledgeable and driven workforce that is in line with the objectives and core values of the company. It's a constant process that needs to be improved upon and adjusted to the organization's shifting needs.

-    Clear Job Descriptions: Clearly define the job roles, responsibilities, and required qualifications.

-    Diverse Sourcing: Use a variety of channels to attract a diverse pool of candidates.

-    Structured Interviews: Develop standardized interview questions to ensure fairness and consistency.

-    Training: Provide training to hiring managers to reduce biases and enhance selection skills.

-    Feedback: Provide constructive feedback to candidates, whether they are successful or not.

 

Recruitment Planning in order to attract potential candidates in terms of Job description and job specification and job evaluation.

Figure 6: Job description, Job specification, Job evaluation.

 

 Conclusion

Recruiting and selection are essential HR tasks, particularly in light of the growing talent competition. While previously firms would wait for people to apply, HR now actively looks for competent personnel—a practice known as headhunting. It's also critical to keep current personnel. Companies are now in charge of marketing to, luring in, and retaining top talent, which has completely changed the way that recruitment is done.

The recruiting landscape has changed as a result of technology, particularly internet-based tools and software. Businesses are depending more and more on these tools to make things more efficient. It is probable that in the future, the recruitment and selection process will depend even more on web-based tools.

 

  

Reference list

Kalpana Vishwakarma, Vivek Singh, Milind S Pande (2019)"Literature review on study of human resource challenges in MSMEs with special reference to pune city"

https://www.researchgate.net/publication/342832288_Literature_review_on_study_of_human_resource_challenges_in_MSMEs_with_special_reference_to_pune_city

 

Kanagavalli Gurusamy (2019)A Systematic review of literature on Recruitment and Selection Process

https://www.researchgate.net/publication/334108500_A_Systematic_review_of_literature_on_Recruitment_and_Selection_Process

 

Chungyalpa and Karishma, J Entrepren Organiz, (2016). Best Practices and Emerging Trends in Recruitment and Selection 

https://www.researchgate.net/profile/Wangchuk-Chungyalpa/publication/304027289_Best_Practices_and_Emerging_Trends_in_Recruitment_and_Selection/links/61384b96637a811d6d58489e/Best-Practices-and-Emerging-Trends-in-Recruitment-and-Selection.pdf

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