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.