Introduction to recruitment and selection

 
(Source: Oaya, Ogbu and Remilekun, 2017)

Recruitment

Recruitment is the process undertaken usually by the Human Resource (“HR”) Department of a particular organisation, where various steps are taken to discover potential future employees of a company when a vacancy arises (Kumar and Gupta, 2014). In other words, it is a linking activity bridging those with jobs and those who are seeking jobs (Kumar and Gupta, 2014). Recruitment plays a vital part in both new and established businesses alike and affects the overall performance of a company (Tomčíková, 2016). It is often described as a positive process, where the sole purpose is to attract as many suitable candidates for the advertised job as possible (Saviour et al., 2016). The candidate’s educational qualifications, experience, abilities and skills need to be considered during the recruitment process (Kapur, 2018).

Selection

If the goal of recruitment is to attract as many suitable candidates as possible, then selection is the polar opposite. As wonderfully put into words by Saviour et al. (2016), selection is a negative process where there is trimming of the candidates and then selecting the most suitable person for the job. Selection is much more than just choosing the best candidate who has the relevant experience and skill to perform the job (Kapur, 2018). It is an attempt to strike the right balance between what the applicant can and wants to do and what the organization expects from the employee.

Factors affecting recruitment and selection

The prime objective of recruitment and selection of any company is to hire the right person for the right job so that the company as well as the employee can benefit (Kapur, 2018). Realizing the importance of recruitment and selection, it is essential the company understands what factors affect the process. There are certain factors which are involved that influence the functionality of the recruitment and selection process and eventually affect the performance of the company. If a company wants the recruitment process to be effective and hire the right people for the job, the factors must be considered first. As mentioned by Islam, Habib and Pathan (2010) and Kapur (2018) the factors can be broadly categorised into two main parts: internal and external.

Internal factors are under the control of the organisation as their scope is within the organisation (Kapur, 2018). Some of the internal factors are mentioned below:
  • Size of the organisation- Sri Lankan Airlines is the largest airline in Sri Lanka with an approximate workforce of around seven thousand, among that 10% working abroad. As per unpublished company report, the company has plans to expand its aircraft fleet by buying four more Airbus A320 aircrafts within the coming years. The company, therefore, will have the need to recruit additional pilots, cabin crew and engineers to cater to the additional demand.
  • Recruitment policies – This depends on the culture of the company; whether they rely mainly on external applicants applying for the advertised job, or filling the gap internally with their employees (Islam, Habib and Pathan, 2010). Sri Lankan Airlines adapts both methods to recruit candidates. For example, cabin crew positions are usually filled using external sources of recruitment. Senior managerial positions on the other hand, are filled internally using the company’s own workforce.
  • Image of the organisation – This too plays a vital part in attracting the right candidates. Research conducted by Belt and Paolillo (1982) concluded that candidates were more likely to apply for a job when they held a more favorable image of the organisation. Sri Lankan Airlines has a reputation for creating and maintaining a pleasant and comfortable work environment for new as well as long term employees. This helps the company in terms of attracting the right candidates for the job.
  • Image of the job –Just like the image of the organisation, the image of the job also plays a vital role in the recruitment and selection process (Kapur, 2018). Jobs with fringe benefits, guaranteed promotions, and pleasant work environments tend to arouse interest and enthusiasm among qualified candidates.
  • Nature of the job- Sri Lankan Airlines engineering department, for example, tend to hire mostly male engineers, taking into consideration the shift timings and the harsh conditions that should be dealt with. On the other hand, the Sri Lankan Airlines’ Finance Department, consists of mainly female accountants, since they work on regular office hours.
While above are some of the internal factors that need to be considered, the points below summarise some of the external factors that play a part in the recruitment and selection process of a particular job:
  • Demographic factors -This relates to the characteristics of the applicants itself, such as their age, gender and culture (Kapur, 2018).
  • Labour market- This refers to market conditions surrounding the company at the time of the job vacancy. The company does not have to even spend much on advertising the job if there is a surplus of manpower at the time of recruitment. This relates directly to the supply and demand of the particular job.
  • Labour laws- In some countries, government legislation prevent the discrimination of certain minority groups as well as castes. For example, Scheduled Castes, Scheduled Tribes and physically handicapped are protected under the government of India (El-hadidi, 2015).
  • Competitors- They play a huge role when it comes to recruitment, especially in a highly competitive business such as aviation. Industry standards and practices need to be in place and followed rigorously if you are to employ the best and the most qualified candidates (El-hadidi, 2015).


List of references

  • Belt, J. A., & Paolillo, J. G. P. (1982). The influence of corporate image and specificity of candidate qualifications on response to recruitment advertisement. Journal of Management, 8, 105-112.
  • El-hadidi, M. (2015). Factors Affecting Recruitment. [online] LinkedIn. Available at: https://www.linkedin.com/pulse/factors-affecting-recruitment-moustafa-el-hadidi 
  • Islam, D., Habib, D. and Pathan, R. (2010). Factors Affecting the Recruitment and Selection Process of Private Commercial Banks in Bangladesh. The Journal of Global Commerce, [online] 2(4). Available at: https://www.researchgate.net/publication/308119679_Factors_Affecting_the_Recruitment_and_Selection_Process_of_Private_Commercial_Banks_in_Bangladesh 
  • Kapur, R. (2018). Recruitment and Selection. [online] Available at: https://www.researchgate.net/publication/323829919_Recruitment_and_Selection 
  • Kumar, S. and Gupta, A.  (2014). A Study on Recruitment & Selection Process with Reference. ResearchGate. [online] Available at: https://www.researchgate.net/publication/268210664
  • Oaya, Z., Ogbu, O. and Remilekun, O. (2017). Impact of Recruitment and Selection Strategy on Employees’ Performance: A Study of Three Selected Manufacturing Companies in Nigeria. [image] Available at: https://researchleap.com/impact-recruitment-selection-strategy-employees-performance-study-three-selected-manufacturing-companies-nigeria/ 
  • Saviour, A., Kofi, A., Yao, B. and Kafui, L. (2016). The Impact of Effective Recruitment and Selection Practice on Organisational Performance (A Case Study at University of Ghana). Global Journal of Management and Business Research: A Administration and Management, [online] 16(11). Available at: https://globaljournals.org/GJMBR_Volume16/3-The-Impact-of-Effective-Recruitment.pdf 
  • Tomčíková, Ľ. (2016). The effective recruitment and selection practices of organizations in the financial sector operating in the Slovak republic. ECONOMY & SOCIETY & ENVIRONMENT. [online] Available at: http://exclusiveejournal.sk/files/files/10/64/25/cb5cae0d6c1a414b8e83d629f14bf20e/cb5cae0d6c1a414b8e83d629f14bf20e.pdf 


Comments

  1. Sithari Udeshika Perera3 November 2019 at 06:03

    Hi Jehan,
    Very important topic. There are two types of recruitment. These are internal sources and the external sources. Internal sources of recruitment refer to hiring of employees within the organization internally. Organizations should always give priority to employees who are currently working in the organization as it provides the opportunities for progress and use of the existing resources within the organization. Internal sources of recruitment are the finest & the stress-free way of selecting human resources as their work performance and other qualities are already known to the organization (Kapur, 2018).

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    1. Jehan Saduk22 November 2019 at 05:36

      Hi Sithari, while you give valid justification to selecting internal source of recruitment, I would like to mention that one of the biggest drawbacks of internal recruitment is the limited pool of candidates to choose from for a particular vacancy (DeVaro, 2016). Even though their work performance and other qualities are known beforehand, the present employee may not always be the most suitable for the job, in terms of having the right skill and qualifications (DeVaro, 2016). Therefore, I would have to disagree with you when you say that companies should always give priority to current employees. I believe that companies should first consider the nature and level of the job, as well as the company's own recruitment policies before making a decision.

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    2. Indika Moraes27 November 2019 at 22:39

      Hi Jehan, I agree with Sithari's comment. The advantages of internal recruitment are - lower recruitment costs, minimizing financial and professional risks, retaining top talent (Petersen,2019). whereas companies with excessive staff internal recruitment are more logical.

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    3. Jehan Saduk28 November 2019 at 08:43

      Hi Indika, while you make a valid point, I believe each company must respect its recruitment policy and act accordingly. While analyzing the pros and cons in both internal and external sources of recruitment, and the company should consider the nature and level of the job before making a judgement (DeVaro, 2016).

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  2. Chandran Thivajanaarthan4 November 2019 at 07:40

    I agree with above comments. The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).

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    1. Jehan Saduk22 November 2019 at 05:44

      Agreed Chandran. There is no overstating the importance of selecting the right candidate for the job. A rushed hire could spell disaster to a company, leading to high staff turnover and missed opportunities (Mascarenhas, 2011). Companies must be willing to invest time and money on a detailed and well organized hiring process in order to select the most suitable candidate (Kapur, 2018).

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  3. Kanchana Wicki6 November 2019 at 09:04

    Otoo, Assuming and Agyei (2018) highlights recruitment and selection as a crucial responsibility and set of activities to be carried out by an HR department.

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    1. Jehan Saduk22 November 2019 at 20:21

      Hi Kanchana, I would like to mention that proper collaboration between HR and the department within the company that needs the position filled is vital in ensuring the right candidate is selected, by analyzing the number of vacancies, duties and responsibilities expected and the qualification requirements (Kapur, 2018).

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  4. Sahan Perera8 November 2019 at 20:14

    As describe by Kelly, Willer and Truesdell (2017), Interviews are an important part of the selection process. A large part of the workforce is hired after one or more interviews with prospective employers. Some organizations conduct a series of interviews, from short-term pre-screening interviews to long-term in-depth interviews that may last a full day. The key is to spend enough time with the candidate to not only judge their skills and behavior but also to assess whether “fit” is appropriate for the employer and your company.

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    1. Jehan Saduk22 November 2019 at 20:33

      I acknowledge your comment Sahan. In addition, depending on the nature of the job, interviews can be structured or can take a more unstructured, free-wheeling conversation. However, interviews are time-consuming and costly, since all candidates who applied need to be assessed, irrespective of being suitable or unsuitable for the job (Kapur, 2018). Besides, as mentioned by Harky (2018), it can sometimes be a biased process when favouritism plays a part.

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  5. Oshantha Perera11 November 2019 at 00:21

    Recruitment and selection are important operations in human resource management, since the future direction of the organization is depends on employees who work for the organization. Therefor organization is required to follow appropriate selection processes, the reason being, if the selection is not carried out in an appropriate manner, then it would impose unfavorable effects upon the organization and loss would be incurred to the employer in terms of money, time, and efforts (Kapur,2018).

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    1. Jehan Saduk22 November 2019 at 20:59

      I agree with your comment Oshantha. Though the process can be costly and time consuming, companies must ensure they follow a detailed and organized hiring process in order to avoid unnecessary training costs and avoid potential legal ramifications due to discrimination (Leaonard, 2019).

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  6. Shakir Moulana17 November 2019 at 21:23

    Agreed, recruitment is about hiring and choosing the right employees while choosing the right employees takes place (Walker, 2009). The success and growth of an organisation depends on the candidates recruited.

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    1. Jehan Saduk22 November 2019 at 21:17

      Well said Shakir. Moreover, hiring the right candidates for the job will help maintain the brand image of the company. As stated by Kapur (2018), the right candidate is committed, adaptable, in-tune with the office culture and ultimately improve productivity.

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  7. Yohan Gunasinghe23 November 2019 at 00:30

    You have clearly described about the recruitment, selection as well as the factors that affect the recruitment and selection process. As identified, recruitment is a process that uses sequential processes as well as it is a labour intensive process (Lee, 2005). Those recruitment and selection are key activities of the Human Resource Management where those play a major role in attracting and retaining suitable employees within the organization.

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    1. Jehan Saduk23 November 2019 at 08:18

      I concur Yohan. Companies should not undervalue the importance of an unbiased and fair recruitment and selection process, which will not only reduce employee turnover, but would improve productivity, bring profits to the company and maintain a competitive advantage (Argue, 2015).

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  8. Nayani Poornima25 November 2019 at 12:11

    Agreed on the article while adding recruitment and selection refers to how employee applies and chosen for the desired job vacancy. Recruiting is the process of generating a pool of qualified candidates for a job. While recruiting a candidate most important practice is to consider technical competencies, leadership and past performance.Loyalty and sociability are moderately important and seniority categorize under the least important (Hsu,1999).

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    1. Jehan Saduk27 November 2019 at 08:31

      I agree Nayani. The level of seniority should not influence the recruitment process alone. In addition to what you have mentioned, Breininger (2019) suggests that a candidate's hard skills, soft skills as well as cultural fit should be taken into account during the recruitment process.

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  9. Mizni Farook26 November 2019 at 13:03

    Agreeing with the comments and further, highlighting that Nearly 50% of all employees are passively looking for jobs, whereas a substantial smaller group is actively searching for jobs (Perrin, 2006), due this problem, recruiting and selection challenges are faced by many organizations (Ployhart, 2006).

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    1. Jehan Saduk27 November 2019 at 08:40

      That's quite astonishing Mizni. I would suggest e-recruitment as a solution in combating this issue. Companies would have the benefit of reaching a far greater talent pool, along with attracting passive candidates with its convenience and efficiency (Jackson, 2019).

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  10. Anjula Pathirana27 November 2019 at 17:27

    Very well explained Jehan. Recent research in employee selection has also changed its focus from the traditional selection model, that is, the relationship between the predictor and the criterion to other important issues. For example, there is increased interest in various methods of selection (e.g. situational judgment tests), In the role of technology and the Internet in recruitment and selection (e.g. video resumes and the effects of social networking websites), in the perspective of applicants (e.g. research on trust, fairness and applicant reactions), Use new analytical and methodological approaches (e.g. multi-level research and diary studies), ethical issues and adverse impacts, choice of high-stakes, and so on (Nikolaou and Oostrom, 2015).

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    1. Jehan Saduk28 November 2019 at 08:49

      Hi Anjula. Yes, you bring up some interesting points on the emerging trends observed in the recruitment and selection processes. In addition, there is increased value placed on corporate talent networks, application tracking software and employer branding that I have discussed in more detail on a separate post.

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  11. Chamari Perera28 November 2019 at 10:12

    I Agreed with the points, The result that external hiring usually involves lateral moves rather than promotions is
    significant, because prior research has painted external hires with a broad brush when comparing
    them to internally-promoted workers, without regard to their job level. It has been known for
    decades (e.g. Baker et al. 1994) that external hires are observably “better” than internally-promoted
    workers on various dimensions.

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    1. Jehan Saduk28 November 2019 at 20:07

      Hi Chamari. I don't suppose we should generalize that external hires are 'better' when compared with internal hires. Each has its own pros and cons and it is up to the company to decide on the method of recruitment based on factors such as recruitment policy, labor market, the nature and level of the job in order to hire the most suitable candidate (DeVaro, 2018).

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  12. Nadeeranga Pathirana30 November 2019 at 11:56

    Hi Jehan, adding to your detailed introduction to the topic, specifically on overseas job placements, the research by Phillips & Gully (2017) discusses the importance of considering the candidates key competencies which would be required for the new hire to adjust and fit in to the culture of the foreign country (cultural assimilation). They suggest that the recruitment outcomes can be improved by the employer having this awareness.

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    1. Jehan Saduk2 December 2019 at 09:12

      Appreciate your contribution Nadeeranga. This especially applies to multi-national companies operating globally. In addition, companies must be thorough with labor laws, employment laws and immigration laws of various countries before taking part in overseas business (Hashim and Hameed, 2012).

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  13. Namal2 December 2019 at 23:34

    Recruitment has become one of the crucial tasks in the global business environment which is identified as highly challenge-able. Also, I Agree with the above points and I would like to add more on to this content. In the recent concerns have been drawn after thoughtful discussions on potential threat of unscientific claims about personnel selection methods that include personality testing on the internet and the use of online testing for selection purposes specifically (Anderson et al.,2004).

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    1. Jehan Saduk4 December 2019 at 01:30

      That's true Namal, companies should refrain from following these claims and it is imperative that a verified recruitment and selection process is used in order select the most suitable candidate. As mentioned by Mascarenhas (2011) though the process can be costly and time consuming, a rushed hire could be disastrous to a company, resulting in high staff turnover and missed opportunity costs.

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  14. J.Radchika3 December 2019 at 05:33

    The human resource manager embarks on internal recruitment when the organization sees that some current employees need to be promoted, demoted, transferred, and be posted. Also, the organization may want to some of its current employees to compete with other applicants for some positions and the organization will organize job bidding.Armstrong (2006), proposed that when vacancies exist in the organization, first consideration should be given to employees (internal candidates) who are already working in the organization.

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    1. Jehan Saduk4 December 2019 at 01:36

      Hi Radchika, I agree with what you have mentioned. However, there are pros and cons of both internal and external sources of recruitment. Hence, as stated by Kapur (2018) companies should first consider the factors that influence the selection process before making a judgement. These include, but not limited to, the size of the organization, labor laws, company recruitment policies and competitors.

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  15. Sheron Joseph4 December 2019 at 03:13

    In-fact recruitment and selection can play a pivotally important role in shaping an organisation's effectiveness and performance, if work organizations are able to acquire workers who already possess relevant knowledge, skills and aptitudes and are able to make an accurate prediction regarding their future abilities. Recruitment and selection also has an important role to play in ensuring worker performance and positive organisational outcomes. It is often claimed that selection of workers occurs not just to replace departing employees or add to a workforce but rather aims to put in place workers who can perform at a high level and demonstrate commitment (Ballantyne, 2009)

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    1. Jehan Saduk4 December 2019 at 04:12

      I agree with you 100% Sheron. In addition to the benefits you have mentioned, Kokemuller (2019) states that effective recruitment and selection helps in proactive strategic alignment, reduced staff turnover and increased employee morale. All these factors play a crucial role in improving organization effectiveness and performance.

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  16. Namal4 December 2019 at 15:27

    Hi Jehan, I believe that the reputation of the company plays a vital role among the listed factors in attracting skilled labour to an organization. According to Cable and Graham (2000) there are several crucial factors affecting the reputation of a firm. Industry in which a firm operates, the opportunities that a firm provides for employee development, and organizational culture affect job seekers' reputation perceptions. Organizations should expand their focus from providing financial benefits to ensure incoming of skilled labour

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    1. Indika Moraes4 December 2019 at 22:40

      This comment has been removed by the author.

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    2. Jehan Saduk5 December 2019 at 06:15

      That's true Namal. The image of the organization falls under internal factors affecting the recruitment process. In addition to that, Kapur (2018) mentions some other internal factors, including the size of the organization, image of the job and recruitment policies.

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  17. Chathura Kularathna5 December 2019 at 03:29

    Agreed, Further After completing the recruitment and selection processes, an organization is finally happy to obtain a new employee, but it does not mean that the employee is fully ready to perform all the given tasks and to be loyal into a new job for the rest of his/her life or at least for 5-10 years. Therefore, it is very important to make a new employee to fall in love with the company from the very first steps of his/her involvement in the working process and keep the employee in the company for a long period of time. In order to build the right strategy for retaining employees, it is essential to pay attention to their needs and evaluate various tools which can be of help in that process (Buchan, 2004)

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    1. Jehan Saduk5 December 2019 at 06:20

      I agree with you 100% Chathura. Companies must make use of employee engagement strategies to motivate and retain talent. Writer (2016) mentions that encouraging flexibility and offering opportunities for personal development goes a long way in gaining the trust of employees.

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  18. Thilana Rajamanthri8 December 2019 at 22:44

    Hi Jehan, Agree with you as recruitment and selection process is one of those key activities in any organization.
    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 final goal (Costello, 2006).

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  19. Livechapter24 August 2020 at 07:29

    I could not agree more what you have said here. Everything is said perfectly. Thank you for this post.
    recruitment agency in Nepal

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  20. philojo28 October 2020 at 10:15

    you made us to know complete procedure thank you. Also i need to add some point to its if anyone apply for work visa job appoinment letter helps them to get it easy click to see how job appoinment letter

    ReplyDelete

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