Importance of an Effective
Recruitment and Selection Process for Organizational Growth
Introduction
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)
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.
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.
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)
Conclusion
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
· 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.
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