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).