Recruitment and Selection Process

Recruitment and Selection :

• Recruitment and Selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives.
• In short, Recruitment and Selection is the process of sourcing, screening, shortlisting and selecting the right candidates for the filling the required vacant positions.
• In this tutorial, we will discuss the various aspects of Recruitment and Selection such as the recruitment process, the factors affecting recruitment, recruitment planning, methods of recruitment, recruitment interviews, selection process.

 Recruitment and Selection :

• Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization. Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process. Internet-based technologies which support all aspects of recruitment have become widespread
• Personnel selection is the methodical process used to hire (or, less commonly, promote) individuals. Although the term can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc.) the most common meaning focuses on the selection of workers. In this respect, selected prospects are separated from rejected applicants with the intention of choosing the person who will be the most successful and make the most valuable contributions to the organization. Its effect on the group is discerned when the selected accomplish their desired impact to the group, through achievement or tenure. The procedure of selection takes after strategy to gather data around a person so as to figure out whether that individual ought to be utilized. The strategies used must be in compliance with the various laws in respect to work force selection.

 What is Recruitment ?

• Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for filling up the vacant positions in an organization. It is a core function of Human Resource Management. Recruitment is the process of choosing the right person for the right position and at the right time. Recruitment also refers to the process of attracting, selecting, and appointing potential candidates to meet the organization’s resource requirements.
• The hiring of the candidates can be done internally i.e., within the organization, or from external sources. And the process should be performed within a time constraint and it should be cost effective.

 Importance of Recruitment :

• The organization gets happier and more productive employees
• Attrition rate reduces.
• It builds a good workplace environment with good employee relationships.
• It determines the current and future job requirement.
• It increases the pool of job at the minimal cost.
• It helps in increasing the success rate of selecting the right candidates.
• It helps in reducing the probability of short term employments.
• It helps in identifying the job applicants and selecting the appropriate resources.
• It helps in increasing organizational effectives for a short and long term.
• It helps in evaluating the effectiveness of the various recruitment techniques.
• It links the potential employees with the employers.
• It helps in creating a talent pool of prospective candidates, which Enables in selecting the right candidates for the right job as per the organizational needs.

 

 Recruitment Process :

• Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an organization. It sources the candidates with the abilities and attitude, which are required for achieving the objectives of an organization.
• Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate. To increase the efficiency of hiring, it is recommended that the HR team of an organization follows the five best practices (as shown in the following image). These five practices ensure successful recruitment without any interruptions. In addition, these practices also ensure consistency and compliance in the recruitment process.
• Recruitment process is the first step in creating a powerful resource base. The process undergoes a systematic procedure starting from sourcing the resources to arranging and conducting interviews and finally selecting the right candidates.

 

 Types of Recruitment :

• For any organization, recruitment is a crucial part of developing and maintaining an effective and efficient team. 
• A good recruitment strategy will cut down the wastage of time and money, which would have incurred for extensive training and development of unqualified resources. 
• Have you ever thought of, how a recruiter finds the right candidates? Recruiters use different methods to source, screen, shortlist, and select the resources as per the requirements of the organization. 
• Recruitment types explain the means by which an organization reaches potential job seekers.
• We will shed some light on the secrets of hiring and recruiting methods, used by the recruiters. 
• Recruitment is broadly classified into two different categories − Internal Sources and External Sources.

Internal Sources of Recruitment :

• Internal sources of recruitment refer to hiring employees within the organization internally. 
• In other words, applicants seeking for the different positions are those who are currently  employed with the same organization. 
• At the time recruitment of employees, the initial consideration should be given to those employees who are currently working within the organization. 
• This is an important source of recruitment, which provides the opportunities for the development and utilization of the existing resources within the organization. 
• Internal sources of recruitment are the best and the easiest way of selecting resources as performance of their work is already known to the organization. 
• Let us now discuss more on the various internal sources of recruitment.

 

 The advantages are as follows :

• It is simple, easy, quick, and cost effective.
• No need of induction and training, as the candidates already know their job and responsibilities.
• It motivates the employees to work hard, and increases the work relationship within the organization.
• It helps in developing employee loyalty towards the organization.

 

 The drawbacks are as follows :

• It prevents new hiring of potential resources. Sometimes, new resources bring innovative ideas and new thinking onto the table.
• It has limited scope because all the vacant positions cannot be filled.
• There could be issues in between the employees, who are promoted and who are not.
• If an internal resource is promoted or transferred, then that position will remain vacant.
• Employees, who are not promoted, may end up being unhappy and demotivated.

 External Sources of Recruitment :

• External sources of recruitment refer to hiring employees outside the organization externally. 
• In other words, the applicants seeking job opportunities in this case are those who are external to the organization. External employees bring innovativeness and fresh thoughts to the organization. 
• Although hiring through external sources is a bit expensive and tough, it has tremendous potential of driving the organization forward in achieving its goals. 
• Let us now discuss in detail the various external sources of recruitment.

 The advantages are as follows :

• It encourages new opportunities for job seekers.
• Organization branding increases through external sources.
• There will be no biasing or partiality between the employees
• The scope for selecting the right candidate is more, because of the large number candidates appearing.

 The disadvantages are as follows :

• This process consumes more time, as the selection process is very lengthy.
• The cost incurred is very high when compared to recruiting through internal sources.
• External candidates demand more remuneration and benefits.