Recruitment and Selection

 

Recruitment & Selection

Recruitment & Selection "To deliver outstanding results, organisations require people with requisite skills, qualifications, experience and right mental make-up that is in the sync with corporate culture. When every company tries to catch the most promising among the prospective job seekers in the employment market, it turns out to be a kind of war for talent. Against this backdrop, recruiting is a really demanding job and requires serious attention from top management. Simply spending millions on Recruitment - through newspaper ads and hiring employment agencies - is not enough. The company should get talent at any cost to stay ahead of competition. Poor hiring decisions may prove to be very costly in the long run. Unqualified or unmotivated employees may not be able to meet the growing expectations of customers. They demand close supervision, and additional training. Though the job market is wide open, it's really hard to get good candidates unless the company has an excellent recruitment strategy in place. HR managers should explore every possible alternative to find cost-effective solutions to the hiring problems.

Recruitment means finding and/or attracting a fairly large number of well qualified applicants for the employers open positions."  (V S P Rao)

Factors That Should Be Considered For Recruitment-

1. The first step of Recruitment is Identification of number of posts lying vacant.

2. Rule of reservation: identification of posts which will fall under which category of reservation. 

3. Following rosters: roster points should be followed to come to conclusion that how many posts should be notified under which category of reservation.

4. Deciding the qualifications necessary for every post or job which is going to be notified.

5. Designing Selection procedure for each category of job or post

6. Fixing the remuneration or scale of pay.

7. Deciding the promotional channel for each category of post.

In human resource management, “Recruitment” is that the process of finding and hiring the most effective and most qualified candidate for a job opening, in an exceedingly timely and cost-effective manner. It may also be defined as the “process of looking for prospective employees and stimulating and inspiring them to use for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the requirements of the corporate with relation to the work, and ends with the introduction of the worker to the organization.

When we speak of the Recruitment process, we immediately consider activities like the analysis of the necessities of a particular job, attracting candidates to use for that job, screening the applicants and selecting among them, hiring the chosen candidates to become new employees of the organization, and integrating them into the structure.

Recruitment Process:

Employee Selection

Employee Selection is the process of interviewing and evaluating the candidates for a particular job and selecting an individual for employment supported certain criteria (qualifications, skills and Experience). Employee Selection can range from a really simple process to a really complicated process looking on the firm hiring and therefore the position. Certain employment laws like anti-discrimination laws must be obeyed during employee selection.

Employee Selection is the process of putting right men on right job. It’s a procedure of matching organizational requirements with the talents and qualifications of individuals.
Employee Selection is the process of selecting individuals who have relevant qualifications to fill jobs in a company. Without qualified employees, a company is during a poorer position to succeed.
Selection is way quite just choosing the best & simplest available person. Selecting the suitable set of knowledge, skills, and abilities (KSAs)—which come packaged in a human being—is an effort to urge a “fit” between what the applicant can and desires to try to do, and what the organization needs. The task is formed harder because it’s not always possible to inform exactly what the applicant really can and desires to try to do. Fit between the applicant and therefore the organization affects both the employer’s willingness to form employment offer and an applicant’s willingness to simply accept employment. Fitting someone to the correct job is named placement. Good Selection and placement decisions are an important part of successful HR management. Some would argue that these decisions are the foremost important part. Productivity improvement for an employer may come from changes in incentive pay plans, improved training, or better job design; but unless the employer has the required people with the appropriate KSAs in place, those changes might not have much impact. The easiest training won’t enable someone with little aptitude for a particular job to try to do that job well and enjoy it.

Reference: Rao, V S P, (2010). “Human Resource Management Text and Cases”, 3^rd ed., Excel Books, New Delhi.