Recruitment and Selection

Introduction

Organizations need people to support their customers’ expectations in this rapidly changing business world. At the same time organization should have strategy to attract and retain talented individuals who are capable of responding effectively to the changing environment.

Hiring skilled people is a vital task of an organization and it depends on the effective recruitment and selection procedures (Newell, 2005).The main objective of recruitment and selection process is to pick ‘right’ ones and reject the ‘wrong’ ones (Newell, 2005).

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Recruitment and Selection

Recruitment is a process of finding and attracting potential candidates within or outside an organization that it needs. At the same time, selection is one of the processes of recruitment that helps to identify the right caliber candidate (Armstrong & Stephen, 2014) that an organization is looking for.

When the selection is being done, Newell (2005) says that the attention should be taken to use procedures which are associated to the position and to the business goals of the organization. Further Newell (2005) says the tools which are used in the process should be validated and revised continually in order to make sure that the fairness is maintained.

The Cost for Improper Selection

Selecting the right people can be a difficult task, but the performance of business is related with people those who are working or going to work for the organization (Ikeije, Ekwoaba, & Ufoma, 2015). 

Any mistakes made during this process can pass the cost to the organization and according to Newell (2005) these cost can include: 

Lowering organization’s productivity; Possibility of losing clients; fee spent on training; fee spent on advertising costs; fee spent for recruitment and redundancy packages.

The Law Outlines for Equal Employment

An organization has to highly concern on the issues during this selection process such as individual rights and privacy.The laws of non-discrimination have been introduced by the Equal Employment Law in order to take care of protected groups (DESSLER, 2013)  while processing out the selection procedure. 

Conclusion:

Recruitment and selection is a kind of negotiating contract to be done with care. This process will lead to the recruitment of individuals who are willing join and to give long-term commitment to the organization (Newell, 2005)

References:

Armstrong, M., & Stephen, T. (2014). Armstrong’s handbook of human resource management practice (13 ed.). London: Koganpage.

DESSLER, G. (2013). HUMAN RESOURCE MANAGEMENT (13 ed.). Boston: Pearson.

Ikeije, U. U., Ekwoaba, J. O., & Ufoma, N. (2015, March). THE IMPACT OF RECRUITMENT AND SELECTION CRITERIA ON ORGANIZATIONAL PERFORMANCE. Global Journal of Human Resource Management, 22 - 33.

Newell, S. (2005). Recruitment and Selection. In S. Bach, Managing Human Resources : Personnel Management in Transition (pp. 115-120). Malden: BlackWell Publishing.