The Concept of Recruitment and Selection - Essay Example

Recruitment Affiliation Table of Contents Table of Contents 2 0 Introduction 3 1 Definition of Terms 4 2.0 LITERATURE REVIEW 4 2 The concept of recruitment and selection 4 2.2 Recruitment and selection process as a tool for organizations development 5 2.3 The Process of recruitment 5 2.4 Selection Decision 6 3.0 METHODS 6 3.1 Data analysis 7 4.0 RESULTS 7 4.1 Outline of Job analysis 7 5.0 DISCUSSION 8 6.0 RECOMMENDATIONS/CONCLUSION 8 REFERENCES 9 APPENDIX 10 Job Specifications 10 Job Advert 10 Induction Programme 13 Interview Check List 14 1.0 Introduction Since the beginning of modern science, organization and business planning has been the key identifier of competitive success. Its looks irrelevant when business or an organization planning is defined as an essential resource. As we move to the 21st century, the principles of human resource development and planning become significant. The performance of a business or an organization depends on the employees. This is because hiring of incompetent people or failing to meet the recruitment and selection demands can be costly to the business hence a lot of effort should be pumped into human resources planning and management. Individuals who generate better value, perspectives, and attributes to the business or organization’s life are considered beneficial to the organizations. When using appropriate methods and techniques, the suitable candidates are selected for their career growth and development as well as identified and selected. These recruitment techniques can either be formal or informal. It can be argued that for a business or organization to compete effectively, proper staffing though selection and recruitment process is a major function of HRM as it encompasses organizations decisions. New technologies within organizations have brought about new challenges for selection and recruitment. To manage a diversified workforce well, a business or organization must be ready to promote and hire competent candidates for a job as they become mindful of the greater business community. This can be achieved by using inclusive and appropriate selection and recruitment methods and techniques. This paper will discuss the differences in using formal and informal methods and techniques of recruitment and selection. 1.1 Definition of Terms Selection and recruitment are a process of determining individual with appropriate qualification, within a sufficient number in a timely manner. Recruitment is a process or method of identifying an individual from outside or within an organization to start evaluating them for later employment. Selection is the process which organizations or businesses determine who joins or does not join the organizations. This process starts when the right type of candidates is determined. This process varies from job to job, country to country and from business to business. The process may includes job advertisement (job advert, specifications, description, and responsibilities), screen applications, testing and checking background and references. These processes use are used to increase the hiring likelihood. 2.0 LITERATURE REVIEW This section deals with literature and other sources that relate to the topic of recruitment and selection in businesses and organization. The aspects of previous works related in this study are also discussed. 2.1 The concept of recruitment and selection According to Costello (2006), recruitment is considered to be a set of processes that are used to legally obtain the right number of qualified individuals at a prescribed venue and in the right time for the organization to conduct the selection process. Job recruitment process offers an organization potential qualified job candidates. Organizations seeking employees to occupy lower level positions often require fewer experiences and qualifications thus their job specifications, and description only use informal method of recruitment. Selection and recruitment process focus on establishing the right capabilities of an incumbent to the rewards provided in the given job (Montgomery, 1996). According to Jovanovich (2004), recruitment is a process of collecting highly profiled applicants so that the best can be selected amongst them, but it can only be done in a formal and legalized method to reduce the biasness of the exercise. Researchers have indicated that effective policies and practices can enable an organization to get the best candidate for business or organization. 2.2 Recruitment and selection process as a tool for organizations development Selection and recruitment form a central part of human resource management. It also plays the role of ensuring required worker performance and other outcomes for business or organizations (positive outcomes). Selection of workers does not come only when there is replacement of departing staff or during addition of employees, but it is aimed to get the qualified personnel to work at high demand level and with high commitment (Dessler, 2000). Recruitment and selection are a noble area but the methods and techniques of performing selection and recruitment in formal perspective depicting the advantages and disadvantages of this perspective have not had extensive research. 2.3 The Process of recruitment As indicated by Odiorne (1984), the quality of a new employee depends on the recruitment process and practices while the effectiveness of the selection process depends on the type of candidates attracted – this is dependent on the methods used to recruit like use of well defined job descriptions, and specifications. Effective recruitment practice leads to employees’ moral and reduces labour turnover. Ineffective recruiting is costly since poor recruits perform badly with probability of leaving the employment hence requires later recruitment. A number of studies have shown that other recruitment methods are more effective that others with respect to the value of employees recruited. According to Miyake (2002), it is considered that job advertisement is usually linked to job vacancies, but many organizations recruit by use of the word of mouth (informal method). Employees recruited by informal method are considered to stay longer in work since they have a clear information and idea about the job they are doing. 2.4 Selection Decision Though, the types of the candidate are determined by the recruitment process the selection process remains to be a difficult one. According to Gould (1984), most mistakes are caused by poor methods of selection – formal or informal. Selection tools that organizations and business use are characterized from the traditional ones like application forms and interviews to more complex methods such as the use of work sample psychological testing, aptitude test and encapsulate biological data. Each of the above method has its own advantage and disadvantage. In order to determine the best method to use comparing of the psychometric and each method merit. The effectiveness and sophistication of a method is determined using the validity and reliability. 3.0 METHODS Researchers have been facing decision problems when determining the recruiting methods. The issues to consider include: the sample, cost, participant time, and efficiency. This report used interview method to obtained data/information for the study. This method of collecting data for this report was the best since it required list experience from the researcher in terms of job. It is mostly used by scholars who are still students. A sample of 30 was used. This was based on the strength of staff of various departments to ensure that the sample was representative to draw a conclusion and to work on the analysis. Simple random technique was used to select the respondents form various departments-HRM. 3.1 Data analysis The data collected was statistically analyzed using Excel. Quick interpretation was made possible using charts and tables. The responses were expressed in terms of percentage. Data from the questionnaire were checked for consistency. This method of analysis was the best since it identifies, describes, and reaches a conclusion. 4.0 RESULTS 4.1 Outline of Job analysis This was found from the respondents on the use of job adverts, description, and specifications for recruiting and selection process. From the total number of respondents, 26 representing 92% of the population answered that the application of the above features of job advertisement is responsible for determining effective selection and recruiting process. 10% of the population figure $ respondents answered that informal method had the advantage over the formal method. 90% of the respondents showed that formal method were advantageous as compared to the informal sector. According to 80% of the respondents newspapers were used in advertising jobs as a recruiting tool, the respondents contained Job description well explained as well as the specification and responsibility, are clearly indicated. The use of this formal method reached many people thus lots of people are covered, hence advantageous to informal-word of mouth. According to Armstrong (1991), organization have a number of methods from which to choose, including employment and advertising. Recruitment by advertisement poses merits of low cost according to Armstrong. 5.0 DISCUSSION The analysis showed that practices regarding to selection and recruitment of employees. The following were given to improve the process. According to the respondents, the procedure for recruiting should ensure that the right team of specialist should be included the process as well as the use of educational, experience and interviews help to select the best candidates for a particular job. Informal method of recruitment is advantageous since: I. It reduces the level of biasness in the recruitment process II. It is less costly when conducting the recruitment and selection to a large group 6.0 RECOMMENDATIONS/CONCLUSION From the study, it is realized that recruitment and selection process are essential for the performance of organization or businesses. Effective method can be found using formal method that entails job analysis formation. This is because the use of formal method will be able to reduce biasness in the process of selection and recruitment. Formal method offers incumbents with the chance to attend an interview using other means that can be convenient with them like: using video conferencing. The organization should embark on using this method for recruitment and selection of new staffs. REFERENCES Armstrong, M.,1991. A Handbook of Personnel Management Practice. 4th Edition. London: Kogan Page. Costello, D., 2006. Leveraging the Employee Life Cycle. CRM Magazine, 10 (12), pp.48-48. Available at Academic Search Premier Database. Dessler, G., 1984. Personnel Management, Reston. VA: Reston Publishing Co. Dessler, G., 2000. Human Resource Management. 8th Edition. New Jersey, Prentice Hall Incorporated, Upper Saddle River. Gould, R., 1984. Gaining a Competitive Edge through Human Resource Strategies. Human Resource Planning. Jovanovic, B., 2004. Selection and the Evolution of Industry. Econometrica, 50 (3), pp.649- 670. Miyake, D., 2002. Implementing Strategy with the Balanced Scorecard: An Introduction to the Strategy-Focused Organization, DM Review. Odiorne, G.S., 1984. Human Resources Strategies for the Nineties. Personnel. Hax. APPENDIX Job Specifications Experience and Education 1. Bachelor’s degree in HR Management 2. At least five years of professional experience 3. Experience working with other staff and in a diverse workforce. 5. Experience working with a government body will be an added advantage. 6. Fluency in English and French 7. Masters degree in HRM will be an added advantage. Personal Qualities 1. Able to conduct computer based research 2. Effective communication in writing and verbally to client and other staff members. 3. Able to organize work. 4. Assign and delegate work with limited supervision. 5. Maintain confidentiality in the workplace Job Advert JOB ADVERTISEMENT Human Resource Manager PAP/03 Marriot group of Hotels is an organization located all around the world with a aim of providing hospitality services to the client. It has offices all over the world. Marriot company therefore invites applications to applicants all around the world to fill 1 chance for the following position POST DETAILS POST TITLE HUMAN RESOURCE MANAGER ORGANIZATION MARRIOT GROUP OF COMPANIES LOCATION TUNIS IMMEDIATE SUPERVISOR FINANCE AND ADMINISTARTION MANAGERS Principal duties & Responsibilities Service Provide a perfect service to Marriot Company in all HR functions like Selection and recruitment and industrial relation among others. Strategic Planning and Alignment Formulation of Human Resource Management policies for the company that are favor of clients. Other duties Other duties may be assigned Educational Qualifications and Experience 1. Bachelor’s degree in HR Management 2. At least five years of professional experience 3. Experience working with other staff and in a diverse workforce. 5. Experience working with a government body will be an added advantage. 6. Fluency in English and French 7. Masters degree in HRM will be an added advantage. Tenure of Appointment Term contract of 5 years of which the first year is a probation period- during this period the management has the right to undertake any action like termination of contract if not fulfilled with the service. A remuneration of US$4000 per month plus other basic entitlement Age requirement 25 and 45 years old. Applications must be received not later than 15 October, 2013, to: Mr Peter Mugo Director Marriot Company Head Office Floor 22235 P.O. Box 16754 Tunis fax 04 563265 Job description Under general supervision the following tasks should be performed; I. Ensure the organization works in compliance with employment and other related job laws II. Provide leadership skills effectively in terms of offering solutions for the other personnel III. Offer recommendations for program modifications and implement approved benefits. IV. Work with senior management to generate equitable sharing of company resources V. Implement and develop human resource policies and programs. Performance requirements 1. Knowledge of HRM policies 2. Knowledge on labor and related Laws 3. Knowledge of organizations improvement and company management. Induction Programme The induction programme suggests the activities to be done: SESSION SUGGESTED CONTENT OF SESSION Introduction to the company-line manger Vision and Mission How does the work fit the organization Introduction to other members- Read organisation chart The roles and responsibilities should be discussed Terms and Conditions Make sure the new recruit gets the terms and conditions of the organization Performance Standards Outline job analysis Define goals, objectives, and expectations Culture of the Work area Make sure you acquit yourself with time and etiquette of the company Development and training Should attend relevant training. Health and Safety Physical – fire evacuations Monitoring and Evaluation The program should be monitored and evaluated Interview Check List 1. Tell us about yourself? 2. What are the reasons as to why you left your last Job? 3. What do you think you can offer the organizations that other incumbents cannot? 4. Can you define you strengths and weaknesses regarding this position? 5. What are your career goals as well as future plans? 6. What ideas do you have about this company? 7. Give the reasons as to why you’re seeking a job position with our organization? 8. What is your salary expectation? 9. What contributions will you bring to our organizations that don’t exist here? 10. Why are you living your present job? Read More