The recruitment of employees is a costly expense to any business, so it pays to ensure that the recruitment process will reflect in the attraction of the most suitable candidates. When a business recruits the right person, provides training and ensures they can ‘fit in’, the employee is more likely to achieve the desired outcomes the business has set out for them. This essay will examine the notion of ‘person – organisation fit’ and its relevance in the recruitment and selection process.
In traditional recruitment, the emphasis is on matching the candidate with the position. It is key to ensure that the individual is compatible with a role and that the recruiter can then pursue the best matching of employee knowledge, skills and
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Therefore, hiring individuals with a strong person-organisation fit perception would be advantageous to an organisation in gaining a competitive advantage.
Not surprisingly then, many companies have turned to technology as part of their recruitment process. Technological advances have played an influential role on recruitment, with an increasing number of applicants turning to the Internet as part of their job search. Studies of young people particularly Gen Y’s, entering organisations in the last couple of decades suggest that work and career are not central in the life as it used to be as they see more options for themselves and are increasingly exercising those options. There is evidence to suggest that young persons have unique values and expectations with regard to organisations and job seeking, particularly involving the importance of work-life balance (Twenge, Campbell, Hoffmann, & Lance, 2010). Therefore it is difficult to plan for effective future recruitment because of these distinctly different views of younger people differs and, the expectations of the organisation.
Compton et al. (2009) recommends that it may be beneficial to look at recruitment for three different stages; those needed to account for labour turnover, recruitment for short term growth and recruitment for long term growth of the organisation. Commitment to an organisation can only be measured
Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.
A vital piece of managing employees is to find the right applicants for these positions. A great deal of person's success in the position of a manager could be associated with
The first thing to consider when planning on hiring people is the overall goal of recruitment clear goal of what the company wants to achieve. (Chen et al, 2004). The need arises to complement the situation of the organization, such as recruitment may be to substitute an old staff due to career advancement, or retirement or creating a new role of work (Buchan and Dal Piz, 2002). In whatever situation, the company needs to have a precise understanding of the standards, such as skills, competence, education and working experiences. (Thornley, 2000).
Recruitment is vital to the success of your organization. This process will determine your workforce. As mentioned in our prior recommendation it is important to hire employees that share the organizations goal of successfully expanding into a new market, while continuing to provide our clients with superior service. The human capital theory suggests that education or training raises the productivity of workers by imparting useful knowledge and skills, hence raising workers' future income by increasing their lifetime earnings (Becker, 1964).
Recruitment provides opportunities for the organisation, even the individual’s development. Understand our business need is the way we used to develop position description.(“Recruitment – 10 Key Steps To Getting The Right Person, First Time!,” n.d.) Proper evaluation and description will lead the business to hiring the right person to fit the job.
During this process, however the objective of the organization and the candidate may conflict since part of the of recruiting process is evaluating a candidate’s strengths and weakness but the candidate may only present his or her strengths. On the other hand, the candidate may not get all the information from the organization since only the appealing stuff may be revealed. The end goal for the organization is to hire someone that is not only qualified for the job, but someone that will also stay with the
In the contemporary workplace, the hiring process is no longer a singular process of matching a candidate’s skill set to a set of job parameters. Today’s hiring process also involves matching candidate personalities to teams or groups and to the organization overall. The assessment of employee fit has become increasingly important as the costs associated with hiring the wrong candidate have soared. These costs can include unplanned training, reorganization and litigation. The costs associated with poorly evaluated new hires can reach three
The objective of this report is to identify and assess four factors that affect an organisations approach to both attracting talent and recruitment and selection. I will also be looking at attracting and retaining a diverse workforce and the different methods of recruitment and selection.
The Selection process within most organizations is the foundation of competitive advantage through people. Upon reading this case, there is one particular aspect that stands out: the people are the main ingredients that make the company successful. Therefore, since the competitive advantage to an organization’s success is it choices of the people that the leaders in charge hired. In a job fit option, the leaders create the job specification that needs satisfying by the employees hired. It is very important to select the right contender
What determines if a candidate is suitable for a position? There are many qualities to consider, but the responsibility falls on the human resource specialist. The responsibility of the human resources specialist is to hire the “right” candidate for opening positions within the company. In making these decisions he or she must ensure that the "right" candidate is selected for that position. Different recruitment strategies will be compared and contrasted to determine the right recruitment strategy to attract those potential candidates for specific positions based on the following industries:
In closing it is strategically sound to regularly review a company’s leadership needs and to have in place a program that identifies internal talent, develops it and balances this against external recruitment and when going to the market ensure those involved have ownership of the process and are skilled in interviewing techniques. Despite the trend towards organisation fit it is still clear that this still needs to be underpinned by a job fit match to align not just values and attitudes but also job competence. I conclude that a failure in similarity in either area threatens the long term employment likelihood of the applicant. Once employed, a
Susan Ward(TB, 2016) talks about the different hiring shortcuts which are made available to new applicants which we find realistically speaking very modern and applicable to this new era of technology. Part 3 examines the different developmental stages in the recruitment process and how employers should go about it. We discuss new ways toward a better recruitment process and at the same time see the importance of incentives or perks to employees.
Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”
This paper discuss the importance of human resources recruitment in the context of conceptual frameworks based on a brief research of past literatures, found leading organisations (Enterprise Rent-a-Car and British Gas) apply these concepts in the real world to successfully achieve their business objectives. This report concludes that the importance of human resources recruitment process in organisations and recommends HR managers to build up training and retention programs to keep the talented workforce in the organisation, this combination of strategic recruitment process using appropriate recruitment methods and
Recruitment and selection are two critical functions of human resource management. Taking into consideration both the capacities the recruitment process goes before the selection capacity. These functions form is basically the core fundamental that engulf the human resource management and includes that of talent acquisition and training and development and even rewards for the employees. For a human resource manager, it’s an important aspect of their job description. Recruitment is the first stage all the while which proceeds with selection and closures with the placement of the applicant. But both the processes of recruitment and selection is vital playing an important part to ensure the performance of the workers impact a positive outcome of the organization that they are working for. It is regularly asserted that selection of workers happens not simply to supplant leaving workers or add to a workforce, but instead expects to put set up workers who can perform at an abnormal state and exhibit responsibility. (Ballantyne, 2009)