The Airbus A220 Family by Nikhil Wong

Introduction to Recruitment and Selection Process for Organizational Growth

Importance of an Effective Recruitment and Selection Process for Organizational Growth

                                                                                      

Introduction 

At present the human resources are considered as one of the most important assets in any organization is that people are dynamic to organizations as they offer insights, values and talents to the organizations. Effectively managed human characters are a significant benefit to the organization.  

Recruitment is the process of recognizing and attracting potential applicants from internal or external sources and commence evaluating for future employment. The selection process commences when the right caliber of candidates are identified (Walker, 2009). Recruitment and selection, as a human resource management function, is one of the activities that impact most critically on the performance of an organization in terms of achieving its ultimate goal (Costello, 2006). An effective recruitment and selection process will continuously add value to the organizational Growth and strengthen the process of recruitment and selection will benefits the organization in all aspects of business (Costello, 2006). Furthermost recruitment and selection processes have elements of subjective judgement characteristic in them. Also, the recruitment and selection of employees provides an opportunity for the organization to present itself in a favorable light (Walker, 2009). Recruitment states to an organization ability to attract an appropriate capable pool of applicants for a vacancy, in a cost effective and timely manner. Organizations role to communicate the target audience internally and externally that the vacancy is exist, the nature, task and scope of the position, requesting experience and knowledge need to successfully undertake the role (Bernard & Stanley, 2013). 

Recruitment and Selection

Recruitment define, as the process of identifying and inspiring individuals with the necessary skills and profile of the probable candidates to apply to fill existing or future vacant positions in the organization by making them aware that such vacancies exist (Nigeria, 2007). In human resource management terms, “recruitment” is the prices of finding and hiring the best and most qualified candidate for a job opening, in a timely and cost-effective manner. It can also be defined as the steps of searching for potential employee and motivating and infuriating them to apply for jobs in an organization (Mahapatro, 2010). Therefore, recruitment could be described as the process of finding the suitable candidate required for the position from the stage of receiving the applications to the organization. The process of recruitment and selection is considered as one of the significant functions of an organization.  In today’s context, in a current competitive market, having right people with right talents at the right positions is very important to organizations. The hiring the most talented people in the industry due to effective hiring processes are in place is a competitive advantage for the organization. At present the human resource considered as one main asset for the organization. While recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right caliber of candidates is identified (Ekwoaba, Ugochukwu and Ufoma, 2015). Selection is the process in selecting the best candidate from the applications according to the job specification. 

Internal Recruitment : This is a process which a company will consider internal sources of recruitment to fill a vacancy. This can be a promotion for the current employee (DeVaro, 2016). 

External Recruitment : External recruitment is a process in which a company will search for new blood with new experience to fulfill the position vacant. Organizations focusing more on competitive advantage recruit external talent (DeVaro, 2016). 

Table 1.0: Promotion from within versus external hiring - Advantages and Disadvantages Chart 

(Source : David and Dyer, 2012)

List of References

Costello D. (2006), Leveraging the Employee Life Cycle, CRM Magazine, vol. 10, no. 12, pp.48. 

David J. and Gibb Dyer W. (2012), Creating Effective Organizations, Department of Organizational Leadership and Strategy 2012, 6th Edn. 

DeVaro J, (2016), ‘Internal hiring or external recruitment?’, IZA World of Labor, (Online), Available at : https://wol.iza.org/uploads/articles/237/pdfs/internal-hiring-or-external-recruitment.pdf, (Accessed date : 11th October 2018). 

Ekwoaba JO, Ugochukwu U and Ufoma N (2015), ‘The Impact Recruitment and Selection Criteria on organizational Performance’, Global Journal of Human Resource Management, vol.3, no.2, pp. 22-33. 

Mahapatro B. B. (2010), Human Resource Management, P. G. Department of Business Management Fakir Mohan University, 2010. 

Walker, J. (2009). Human Resource Planning, McGraw-Hill Book Company, New York. 

Selecting the Best and Its Effectiveness

Selecting the Best and its Effectiveness  

“If you hire people who are bigger than you are, we shall become a company of giants” (Ogilvy, 2010, p. 6).

Selecting the best possible candidate within the organization or from outside with required skills, qualification, talent and the passion to work will allow the organizations to have the best fit for the position (Surbhi, 2015). There are advantages in recruiting both external and internal candidates. With my experience in an international advertising agency Ogilvy & Mather which they constantly hire industry professional, people with passion and talent. If it is internal candidate, Ogilvy give the first priority depending on the passion and the talent (Cotter, 2018). Then look or he external candidates. If the vacancy is something to compete with the industry such as creative team Ogilvy always go for the industry experts. In searching for the best place to work both external and internal candidates look for the job satisfaction, job security and the personal growth. Ogilvy have created a communication with their own staff experience in sharing their thoughts and experience at Ogilvy where anyone can see what the organization caters. Ogilvy management provide opportunities to internal staff to perform their best and succeed with their carrier progress while obtaining internal promotions. Organization believes in uplifting the internal staff and developing them. With the training exposure which organization enables employees through attending training in other regional county offices add value to the employee knowledge enhancement process and learning and adopting mix if talents in different cultures. The organization gained advantages of building loyal and committed employees through offering attractive facilities and benefits. 

Ogilvy owns a rich culture and exclusive values in the organization which they value their current employees and not forgetting the new employees. The opportunity of being in align with the founder David Ogilvy’s thoughts about the process of hiring employees which is stated as, “If you hire people who are bigger than you are, we shall become a company of giants” the company ensures to hire experts from the industry in order to compete with the industry standards, and it is considered as hiring externally the best fit as mentioned above an advantage to the organization as they believes in hiring external candidates are very significant in the perspective of adding more creativity with new ideas and insights to the business (Cotter, 2018). 

Table 2.0: Maslow’s Hierarchy of Needs Model – Selecting a job 

(Source: Peter & Alex ,2011)

There are several contributing factors in job satisfaction: self-efficacy, work relationships, job security, job performance and pay satisfaction.  Ultimately, all of these factors can be compared with Maslow’s Hierarchy of Needs theory.  The tiers of Maslow’s theory are self-actualization, esteem, love/belonging, safety and physiological (Jessica, 2015). Motivated employees work harder, produce higher quality and greater quantities of work, are more likely to engage in organizational citizenship behaviors, and are less likely to leave the organization in search of more fulfilling opportunities. Competition by companies to attract the most talented individuals has given employees the power to demand more than just a reasonable wage or salary, and there is evidence that companies are starting to listen. 

List of References 

Cotter T, (2018), Communicating the recruitment process: dos and don’ts, Available at : https://resources.workable.com/tutorial/communicating-recruitment-process, (Accessed date : 9th October 2018). 

Jessica M., 2015, Job Satisfaction Compared to Maslow’s Hierarchy of Needs, Linkedin, 2015. 

Ogilvy & Mather (2010), Annual Report of Global Recruitment, Issue 12, pp. 6.

Surbhi S (2015), Difference between Internal and External Recruitment, Available at :https://keydifferences.com/difference-between-internal-and-external-recruitment.html, (Accessed date : 9h October 2018). 

Theory Effect Recruitment

Theory Effect Recruitment

Beyond the basic needs in Maslow’s hierarchy of needs the fourth level of the aspect which esteem needs, and employees seek for being respected (Komninos, 2017). Employees prefer to participate in professional activities, academic achievements and their self-satisfactory habits during this stage as such will fulfill their esteem needs. It will always be the thought of will it give me the respect and self-esteem and personal growth by fulfilling their best potential (Komninos, 2017). 

Table 3.0 Significance of the Hierarchy Needs to Business  

(Source: Peter & Alex, 2011)

Ogilvy provides employees to participate in professional activities and support in academic progress along with enabling international exposure and such has made both internal and external candidates to be interested in being a part of the organization. When a candidate study about the company background, they search for information’s about organization stability, job security, organizational growth and their personal growth. 

Table 4.0: Herzberg’s Two Factor Theory  

(Source : Nayak, 2015)  

According to Herzberg’s Two factor theory candidates look or hygiene factors and motivational factors and such could happen even before they apply or join the organization. In present job market, candidates make sure they obtain and ensure that they could be succeed in the applying position and the fact of candidates are aware about the organizations and its potential of career opportunities will enlighten them (Luthans, 2011). External applicants search for the new opportunities in new company prior to they apply for a new job vacancy and mainly focus on the company stability, job security, work conditions, recognition, personal growth and other important factors which will affect self-satisfaction and self-motivation (Luthans, 2011). When the internal employee applies for a better position in within the same company, they inquire  about the extent of level which they could achieve taking up the new position and their position and their personal growth, interest about the new position and responsibilities, career advancement (Nayak, 2015). Herzberg two-factor theory considers the organizational based motivational variables that are responsible for employee’s job satisfaction and explains that the Job satisfaction or dissatisfaction has been known as a forecaster of employee retention and turnover (Nyamekye, 2012). 

Therefore, it is considered as both hygiene and motivational factors to their expected levels the candidates will apply for the vacancy opened. 

List of References 

Komninos A (2017), Esteem : Maslow’s Hierarchy of Needs, Available at : https://www.interaction-design.org/literature/article/esteem-maslow-s-hierarchy-of-needs, (Accessed date : 10th October 2018). 

Luthans F (2011), Motivational Needs Processes and Applications : Organizational Behavior, 12th edn,  McGraw-Hill/Irwin. 

Luthans F (2011), Motivational Needs Processes and Applications : Organizational Behavior, McGraw-Hill/Irwin, 12th edn, pp. 73. 

Nyamekye, F (2012), ‘Impact of motivation on employee retention: A case study of Standard Charted Bank Ghana Limited’, the Institute of Distance Learning, Kwame Nkrumah University of Science and Technology, pp. 36-38. 

Peter S. & Alex S. (2011), Business & Management for the IB Diploma, Cambridge University Press’s mission is to advance learning, pp. 143-144. 

Right Recruitment Process

Right Recruitment Process

The recruitment process required to have a proper system and guidelines in place and appropriate recruitment will save the organization time and resources (Stimpson and Smith, 2011). If the recruitment is not up to the expected level will be a waste money, time and the opportunity of another best suit candidate (Stimpson and Smith, 2011). The below process diagram is used to identify the appropriate candidate who is the best qualified for the position with contents adequate ability to support to the organization to achieve their goals and success in the market. Recruiting right employee for the right job and retain him or her over a long period of time would ensure sustain of organizational competitive advantage and grows concurrently. Incentives such as competitive salaries, job trainings and career development programs are the known controllable factors, and which could can be instrumental in employees reach higher levels of job satisfaction (Hanif, 2013). I present context the most admired firms such as the software firm SAS, Southwest Airlines, and Google attract and retain their best employees as they provide an enormous attention and care to their fabulous cultures and values (Luthans, 2011).  

Table 5.0: Recruitment Process  

(Source : Chungyalpa & Karishma, 2016) 

Whatever the size or nature of the organization, having a skilled and motivated team plays a critical role in ensuring future success. Finding the right employees can result in reduction in staff turnover, improving team and organizational effectiveness and ultimately in achieving organizational goals. With ultimate effort of choosing the right employee should not be led to a chance or intuition. Instead, it requires efficient management and the practicing of key recruitment and selection skills within the organization.

In recruitment and selection need to satisfy both the organization and applicant. The critical points need to consider in the process recruitment and selection. Recruitment effort should go in line with company’s strategic plan and company should have the reputation and motivational factors for best in the industry to apply for the vacancy there has to have a fixed process and it needs to be flowed by every level of recruitment. Candidates need to be given proper guide line on for what level and how it will grow them personally for them to motivate and apply for the vacancy. Competitive advantage with new talents and ideas with the external recruitment will consider or company recognition and the future.

Effects of Maslow’s hierarchy of needs and Herzberg’s Two factor theory for employee retention also could be called as positive as in many organizational cases that it is proven in scenarios where google and other organizations who have believing in focus of employee motivation. 

List of References 

Chungyalpa W and Karishma T (2016), Best Practices and Emerging Trends in Recruitment and Selection, Journal of Entrepreneurship & Organization Management, vol 05, no. 02.

Hanif, A (2013), ‘Relating Maslow’s Hierarchy of Needs with Employee Turnover and Retention: Case Study of Local Telco’, International Journal of Human Resource Studies, Vol. 3, No. 2, CASE University, (Online), Available :http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.679.8395&rep=rep1&type=pdf, (Accessed date : 10th October 2018). 

Luthans F (2011), Motivational Needs Processes and Applications : Organizational Behavior, 12th edn,  McGraw-Hill/Irwin. 

Luthans F (2011), Motivational Needs Processes and Applications : Organizational Behavior, McGraw-Hill/Irwin, 12th edn, pp. 73. 

Stimpson P. and Smith A. (2011), Motivation, Business and Management for the IB Diploma, (Online),Available:file:///C:/Users/DELL/Downloads/Business%20%20Management%20(2).pdf, (Accessed date : 10h October 2018).