Importance of Recruitment and Selection in leading to Progression of the Organization

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Importance of Recruitment and Selection in leading to

Progression of the Organization

Dr. Radhika Kapur

Abstract

The processes of recruitment and selection are regarded as indispensable in leading to

effective growth and progression of the organization. In order to implement various types of

organizational tasks and activities in an appropriate manner, it is vital to make sure right

candidates are selected in the right positions at the right time. Furthermore, the candidates

need to possess the essential knowledge, competencies and abilities. In implementing these

functions, there are various factors that need to be taken into consideration. These include,

educational qualifications, competencies, aptitude, personality traits, experience, job

requirements and so forth. The candidates are required to go through various rounds of

interviews and in some cases, may even have to undertake other methods such as, written

tests, group discussions etc. before, they are finally selected. When the candidates are

selected, one of the important factors that need to be taken into consideration is, they are able

to carry out their job duties in accordance to the expectations of their employers. The main

areas that have been taken into account in this research paper are, characteristics of

recruitment and selection, recruitment and selection process, sources of recruitment and

principles of recruitment and selection.

Keywords: Candidates, Efficiency, Management, Organization, Recruitment,

Selection

Recruitment and selection constitutes the staffing function of management. It focuses

on making selection of the right candidate for the right job. Recruitment and selection

continues as the staffing function of management. Scientific selection ensures that right man

is selected for the right job. For the formation of the team, it is necessary to create a team of

capable, efficient and loyal employees and proper attention needs to be paid towards selection

of employees in an appropriate manner. When the employees are selected, it needs to ensure,

they possess the essential educational qualifications, competencies and aptitude needed to

carry out one’s job duties efficiently. Job experience is also regarded as one of the

indispensable factors that enables the individuals to become well-equipped in terms of

various aspects that are necessary to carry out one’s job duties satisfactorily (Chapter – IV.

Recruitment and Selection Process, n.d.).

Recruitment and selection are termed as processes of getting the human resources into

the organization, departments, sections and jobs. Recruitment is regarded as the art of

discovering and procuring potential applicants for actual and anticipated vacancies within the

organizations. In the process of recruitment, locating, maintaining and contacting the sources

of human resources are required to be of utmost significance. The organizations are required

to search for prospective employees, stimulate their mind-sets and encourage them to apply

for various job positions (Chapter – IV. Recruitment and Selection Process, n.d.). Selection

on the other hand, is referred to the processes involving screening of the candidates and then

appointing the one, who is most suitable for the jobs, taking into consideration the needs and

requirements of the jobs. It is vital to conduct job analysis, when making selection of the

candidates. Job analysis will help in identifying, what qualifications and competencies

candidates need to possess to be recruited and selected.

Characteristics of Recruitment and Selection

Effectual and meaningful recruitment and selection policies are regarded as

appropriate measures that can save the organization from undergoing situations such as,

unproductive tests and interviews due to non-availability of right candidates in the pool of

applicants, compromising on selection of good candidates, high attrition rate, low

productivity and profitability and low levels of motivation among employees. These are the

limitations that arise as a result of inconsistencies in the policies and measures. Therefore,

when tasks and activities take place within the organization, it is vital to ensure that the

members are well-aware of methods and approaches that are required to carry out various

tasks and activities appropriately. The success of the organization is dependent to a major

extent upon the efficiency of human resources (Chapter – IV. Recruitment and Selection

Process, n.d.). The characteristics of recruitment and selection have been stated as follows:

(Chapter – IV. Recruitment and Selection Process, n.d.).

1. The selections of the candidates need to be made at the central place of the

organization.

2. The whole process of selection and recruitment has to be in accordance to

educational qualifications, competencies, aptitude and personality traits of the

candidates.

3. It is vital to determine the number of employees in accordance to the job

requirements and goals and objectives of the organization.

4. When the employees are recruited, the organization should not give them any kind

of assurance, which may not be followed in future.

5. The higher positions must be filled in accordance to the activity of promotions.

When the employees are performing their jobs well, it is certain that they will be

given promotional opportunities. Hence, availability of promotional opportunities

will help in recruitment and selection of employees at higher level positions.

6. It is vital to take into consideration various traits, such as, educational

qualifications, skills, capabilities, job experience, terms of service, salaries and

reimbursements, and job duties.

7. Apart from factors such as, educational qualifications, competencies and abilities,

there are other factors also that need to be taken into consideration, such as, age,

residence, religion, personality traits and communication skills. These factors are

regarded as significant in the case of jobs in various organizations.

8. The skills and abilities of the employees must be in accordance to the job

requirements. It is comprehensively understood that individuals would apply for

jobs in accordance to their interests and abilities, hence, they need to work

towards up-gradation of their skills, so they can perform their job duties in a well-

organised manner.

9. Within the organization, it is vital to work towards the opening of new posts. This

would help the human resources to acquire promotional opportunities.

Furthermore, the other individuals also would be able to apply for jobs. The

members of the organization need to work in co-ordination and integration with

each other in opening of new posts.

10. Recruitment and selection policies need to be fair and flexible. The individuals

applying for jobs are different from each other in terms of number of factors, such

as, educational qualifications, skills, personality traits, behavioural traits, socio-

economic background and so forth. Therefore, it is vital to make sure that they are

not discriminated on the basis of these factors. Though it is lawful to ensure that

educational qualifications, and competencies are suitable to the job requirements.

Recruitment and Selection Process

The recruitment and selection process needs to take into consideration various stages,

which have been stated as follows: (Recruitment and Selection, 2013).

Stage 1- Job Vacancy

This is regarded as the first and foremost stage, when there are job vacancies within

the organization, then the hiring authorities take into consideration the aspects that are

necessary to fill up vacancies. In the case of occurrence of job vacancies, it is vital to conduct

an analysis of factors, due to which vacancies take place. The common factors are leaves and

suspensions. The leaves may take place due to various reasons, such as, personal problems,

getting new employment opportunities, migrating to another city or country and so forth.

When the job vacancies exist the hiring authorities make an attempt to implement certain

aspects to facilitate the recruitment of well-qualified and experienced candidates. There are

cases, when the potential candidates are recruited from within. In this manner, there can be a

reduction in recruitment and the existing employees observe that there is a potential career

path within the organization.

Stage 2- Job Analysis

Job analysis is regarded as one of the indispensable factors, when recruitment and

selection of candidates takes place. It is vital to conduct an analysis of job needs and

requirements. The job analysis helps the employers to identify the potentials, competencies

and capabilities that the employees should possess in order to carry out their job duties in a

satisfactory manner. In various jobs, the individuals are not meant to perform just one job

duty but several job duties. For instance, in higher educational institutions, heads and

directors are required to perform various job duties, such as, participating in the management

and administrative functions, formulating lesson plans, organizing seminars and workshops,

organizing discussion meetings, giving lectures, and so forth. In organizations, managers and

supervisors too may have to perform more than one job duty. Therefore, job analysis helps in

identifying not only the requirements of the job, but also the educational qualifications,

competencies and aptitude that are necessary to carry out their job duties in a well-organized

manner.

Stage 3- Attracting Candidates

In order to attract candidates in various job positions, the organizations need to put

advertisements in newspapers and on the websites. In the advertisements, they need to clearly

state in terms of the jobs and what qualifications and skills are required on the part of the

candidates. In attracting candidates, the major factors that need to be taken into consideration

are, educational qualifications, work experience, skills and knowledge, physical attributes,

communication skills and personality traits. When the candidates look at the advertisements,

and feel that they are suitable for the jobs, they apply. Organizations normally accept number

of applications. The hiring authorities look at the applications and then call the candidates for

interview purposes. There are two forms of recruitment, i.e. internal and external recruitment.

Internal recruitment takes place from within the organization. On the other hand, external

recruitment takes place through various sources, such as, websites, local newspapers, trade

journals, recruitment agencies, consultants, employment fairs and seminars.

Stage 4 – Screening Candidates

The screening process is referred to the narrowing down of the field. When the

organizations receive large number of applications, they need to screen the applications and

make decisions in terms of the candidates, who need to be called for interview. In some of the

organizations, the interview is conducted on telephone as well. This will help in identifying,

which candidates would be suitable. When the hiring authorities communicate with the