The Value of Recruitment and Selection to Business Organization

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.

The recruitment and selection process can affect the efficiency and effectiveness of any organisation so it is crucial that the right person is employed for the job. The selection process also involves the image as an employer and its ability to attract quality staff. When an individual is applying for a job, he/she will need to undergo some steps.

Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)

The recruitment and selection process have different stage that all have to be to follow, to select the right candidates for the job vacancies.

Organizations can use internal recruitment and external recruitment activities to find the best employees for a position. Describe these two approaches and provide one advantage for using each approach. (4 Marks)

The information obtained through the job analysis is used to advertise the vacancy. Vacancies are filled through internal or external recruitment. Internal recruitment involves recruiting someone who currently works within the business. The main advantage of internal recruitment is the reduced cost, as the recruitment process is shorter and so less expensive. Another benefit is that the individual is already familiar with and within the business. A problem recruiting internally is that the internal promotion leaves a vacancy to be filled. External recruitment is when a business recruits someone from outside the company. This has the potential to bring new ideas and experience into the company. It can be an expensive process as individuals recruited externally need a longer induction into the company.

According to Wright et al (2011) recruitment and selection are part of the human resource practices common within organizations in an effort to develop human capital, which is necessary for better production. Numerous scholars have discussed the issue in different contexts. Pramila (2010) discussed the issue of recruitment and selection in an Indian- based company. The article presents effective recruitment practices, which are valuable for organizations. Among the identified practices include internal recruitment, interviews, personality tests, employer references, succession planning, and newspaper recruitment. According to Najafi (2011) the most important aim is to achieve an improvement in their recruitment and selection. With information provided in this article, the researcher is able to advance a thorough understanding of the different issues on improving recruitment and selection processes within organizations.

External recruitment is the process of looking outside of the current employee group to fill open positions in an organization. The following are advantages of external

The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.

Recruitment and selection process held an important role for building a strong sales force performance. This process requires the company to invest through human capital as an important resource. The objective of this process is searching for qualified candidates to fulfil the right positions and hopes that they can make long-run returns for the company. Even though there is no right or wrong way how the company chooses the right candidates for certain positions, every single step in recruiting and selecting candidates should be taken carefully in order to get the right person in the right position.

- Internal recruitment. It is the cheapest and the fastest way of recruiting new candidate.

According to the website hyrelle.com there is an article about the pros and cons of internal and external recruiting. Internal recruitment mean an enterprise looks internally or from within its existing workforce a suitable applicant to fill in the vacancy. Some pros in internal recruiting is that the current employees know the company’s mission and culture. It is cheaper and quicker to recruit internally. Some disadvantage of this is that some employees don’t know about the internal openings of the company. The lack of communication could have led their employees in looking for an opportunity elsewhere. Another disadvantage is that some leaders hand pic their successor. Internal recruitment also limits the number of potential employees and also there are no ideas that can be introduced from the outside. External recruitment means an enterprise looks outside the business a suitable applicant to fill in the vacancy. Advantage of this is that an outside applicant could bring new ideas in the enterprise. It also means that there is a large pool of workers to find the best candidate that is fit to the job. Disadvantage of

Recruitment can be done through internal resources or external resources. It is depend on the job vacant in the organization. If the vacant post can be filled from the internal resources, it will be best to organization. Because the candidates are familiar to the organization and they can quickly learn the type of work that he or she has to execute. This would motivate other individuals in the company to work hard and the employees will strongly believe that there is carrier development for the employees who deserves

The candidate’s success can only be determined once he or she has been employed by the organistaion.

Hiring the best people is paramount to the success of any organization more so is the ability to retain a high quality workforce; if there is a vacant position in an organization there should not be panic because it provides the organization with the opportunity to examine the position, set the description and determine the qualifications. [ (hr.uoregon.edu, 2010) ] Recruitment is the preceding step in the selection method in an organization. It is seen as an activity directed to earn suitable workforces whose qualifications and skills match roles of the pertinent posts in the Organization. While it is defined also as “the process of identifying that the organization needs to employ someone up to the point at which application forms for the past have arrived at the organization” [ (businesscasestudies.co.uk, 2010) ]. The success of a business is subjected to the skills and competencies of its workforce [ (Gilmore & Williams, 2009) ], it does not stop once it commences, and it gives the organization the opportunity to pick from a pool of qualified candidates. Among the