04. Recruitment & Selection

 

Recruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or outside of organization for a job opportunity. The recruitment process includes examining the necessities of work, drawing employee to that occupation, screening and selecting candidates, contracting, and coordinating the new employee to the association. Also, HR department responsible to choose the right person or best qualified candidate for the post for organization needs (Abdullah & Othman, 2019). The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. Recruitment is the process of discovering and catching qualified or appropriate applicant to fill the vacant position (Anwar & Abdullah, 2021). Recruitment process includes a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and requires numerous resources and time. The methods and procedures used to acquire an understanding about jobs are called job analysis. There are mainly two sources of recruitment: internal and external (Gardi et al. 2020). Selection is a process of evaluating and interviewing candidates for a particular job and selecting the right person for the right position. Selection is a process of hiring suitable people for job who can successfully perform the job (Prabhu et al. 2020). When there is vacant position in an organization Human resource Management take a responsibility for finding and selecting the right person for this vacant position. Right man for right job is the main goal of selection (Anwar & Shukur, 2015). Selecting process includes a progression of steps to be taken after for picking the suitable employee for the empty position. This procedure begins after recruitment and partitions the competitors in two sections the individuals who will be offered work and those won't be. There is a need of all around composed determination process in light of the fact that at exactly that point right kind of applicant can be chosen and unsatisfactory candidates are rejected (Sultan et al. 2020). The selection process changes from association to association and even from department to another department inside of the same association. Like in a few associations therapeutic examination is done after definite choice while in other it might be done before conclusive choice (Abdullah & Othman,2015). However, every association plans the choice procedure according to its need. The selection process involves many steps such as preliminary reception of application, screening, interviewing, test, medical test, references and final decision of hiring. Organizational performance can be measured using indicators in Efficiency, Effectiveness, Relevance to Stakeholders and Financial Viability (Gardi, 2021). Human Resources has created strategic worth in organizations we know and how the impact of HR on organizational performance has been measured using the four kinds of indicators. However, Strategic Worth is situational not absolute, and therefore must be judged within each organization (Ismael et al. 2021). To create strategic worth, HR must understand what performance is important to the organization, be current in HR expertise on the important issues and lead the organization to better performance (Gardi, 2021). In order to articulate its impact on organizational performance, so that the company knows what has been achieved as a result of HR, it must measure its impact and be a presence at the strategic level. Performance is a major multidimensional construct aimed to achieve results and has a strong link to strategic goals of an organization (Anwar & Abd Zebari, 2015).

Process of recruitment The recruitment is the main function of HR department and the recruitment process is the first step towards making the competitive quality and the recruitment strategic advantage for the association. Recruitment process includes a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and requires numerous resources and time (Anwar, 2016). According to Abdulla et al. (2017), the traditional process of recruiting is starting with job description and job specification. The job description describes the work responsibilities of the successful job present. The job specification specifies the experience a person should possess in order to carry out the work (Anwar & Balcioglu, 2016). In a traditional recruitment present individual go through 4 stages according to Abdullah & Abdul Rahman, (2015) & refer following

1.      Position clarification to be filled

2.      Update of job descriptions & job specification

3.      Identifying possible source of qualified candidate

4.      Selection of most appropriate way to communicate

In the first stage the vacant position must be clarified to know how to fill this vacant position or to know what type of employee we need it to refill this position after knowing the position need to update job description and job specification (Hameed & Anwar, 2018), in the job description describe the vacant position to applicants and job specification specifies the experience a person should possess in order to carry out the work (Damit et al. 2019). On the third step identify possible sources of qualified candidates it means make a short list, filtered candidate, identify the position needs all this step to know the worthy applicant to refill the position (Anwar & Ghafoor, 2017), because when your organization need an employee must find the right person for the right position. In the final step selection of most appropriate way to communicate (Top & Ali, 2021), it is the most important step why? Because when candidates apply for this vacant position, like an organization, you should make the candidate feel confident and comfortable. Also, according to Prabhu et al. (2020), recruiting process for the big companies like Nestle the recruiting process through some different stages to recruiting employees which can be either external recruitment or internal recruitment which we will explain later in detail (Anwar & Climis, 2017).

Methods of recruitment

1.      Internal recruitment

Internal recruitment is getting employees thought the organization. This more cost effect to support employee satisfaction and moral. Spend some time in the recruitment or Encourage current employees before looking outside the company for talent (Abdullah & Rahman, 2015). Nothing is more disappointing the employee, who works hard to get promoted, to see someone new take over the position Deserved or desired (Demir et al. 2020). Promote within the organization involves less training and transition (Abdullah, 2019). Human resource planning to Internal recruiting because it is faster and easier to find needed employees when you planning to fill a vacant position on time and managers improve their decision making in the recruitment process using other choices (Ali & Anwar, 2021). On internal recruitment some methods would use which is (job bidding and job posting and Employee references) (Ali, 2021).

 

External recruitment

Competent competitors are included to apply for job position. This Source is generally used to make recruitment for passage level occupations and skilled employments (Khan & Abdullah, 2019). Or recruiting candidates from outsourcing agenesis etc. are called as external sources of recruitment (Anwar & Abdullah, 2021). External recruitment in some case it is useful and beneficially like bringing new candidates it brings new skills and new idea for your company but in some case, it has disadvantage like less experiencing because new employee will take too much time to learn rules and points on their job (Anwar & Abdullah, 2021). Some of company recommend external recruiting because external employee they don’t think too much like an exist employee thing (Prabhu et al. 2020), some time when you want recruit internal recruitment this employee when you want hiring the position to another position he/she think she promoted and he/she want promote in salary too because when you hire employee your company should rise or promote your salary too (Ali, 2020), but for the new employee in external recruiting new employee did not think too much on a salary he/she don’t need too much when exist employee want . External recruitment Competent competitors are included to apply for job position. This Source is generally used to make recruitment for passage level occupations and skilled employments (Khan & Abdullah, 2019). Or recruiting candidates from outsourcing agenesis etc. are called as external sources of recruitment (Anwar & Abdullah, 2021). External recruitment in some case it is useful and beneficially like bringing new candidates it brings new skills and new idea for your company but in some case, it has disadvantage like less experiencing because new employee will take too much time to learn rules and points on their job (Anwar & Abdullah, 2021). Some of company recommend external recruiting because external employee they don’t think too much like an exist employee thing (Prabhu et al. 2020), some time when you want recruit internal recruitment this employee when you want hiring the position to another position he/she think she promoted and he/she want promote in salary too because when you hire employee your company should rise or promote your salary too (Ali, 2020), but for the new employee in external recruiting new employee did not think too much on a salary he/she don’t need too much when exist employee want .According to Ganeshkumar et al. (2019), there are 3 point on external recruiting is (labor market conditions, legal considerations and corporate image) (Andavar et al. 2020).

Informal

One of the commonly approach to recruiting is the use of informal methods such as the word-of-mouth and speculative candidates. According to Saleh et al. (2021), ‘Informal recruitment methods are highly associated with smaller organizations and provide potential applicants with accurate and detailed information about the organization and the job’(Faraj et al. 2021). According to Abdullah & Othman, (2016), research strongly recommends that informal recruitment methods achieve a better selection of well qualified candidates than formal methods (Abdullah & Othman, 2021).

 

Selection

It is a process of evaluating and interviewing candidates for a particular job and selecting the right person for the right position (Abdullah & Abdul Rahman, 2015). Once the organization has decided on the appropriate means through which they will recruit potential candidates for the job their next task is to identify the most appropriate and effective method to use in order to select the right person. When there is vacant position in an organization (Anwar & Abdullah, 2021). Human resource Management take a responsibility for finding and selecting the right person for this vacant position (Anwar & Shukur, 2015).

Process of Selection

Selecting process includes a progression of steps to be taken after for picking the suitable employee for the empty position (Anwar & Abd Zebari, 2015). This procedure begins after recruitment and partitions the competitors in two sections the individuals who will be offered work and those won't be (Anwar & Surarchith, 2015). There is a need of all around composed determination process in light of the fact that at exactly that point right kind of applicant can be chosen and unsatisfactory candidates are rejected. The selection process changes from association to association and even from department to another department inside of the same association (Anwar, 2017). Like in a few associations therapeutic examination is done after definite choice while in other it might be done before conclusive choice (Ali, 2016). However, every association plans the choice procedure according to its need. According to Anwar, (2016), some organizations may give importance to various tests, while others may emphasize interviews and reference checks. Similarly, a single brief selection interview might be enough for applicants for lower-level positions, while applicants for managerial jobs might be interviewed by a number of experts (Ali, 2014).

 

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