Recruitment and Selection
Recruitment and Selection Overview
- Recruitment and Selection are critical steps in the HRM process aiming to attract and hire the most suitable individuals for job roles.
- The Recruitment stage involves attracting potential applicants to the vacant roles.
- The Selection stage focuses on identifying the most qualified candidates from the pool of applicants.
Methods of Recruitment
- Internal Recruitment taps into the current employee base for role filling. It often motivates employees as it creates opportunities for progress and growth.
- External Recruitment involves sourcing candidates from outside the organisation. This approach offers access to a larger talent pool and brings new ideas into the organisation.
- Selection of a recruitment method depends on factors like job requirements, availability of skills, budget and diversity goals.
Recruitment Process
- Starts with a Job Analysis to get a deep understanding of the job’s requirements and the skills and qualifications it demands.
- A Job Description is then formulated, outlining tasks and responsibilities of the role.
- Person Specification is prepared, listing required knowledge, skills and abilities.
- The Vacancy is then Advertised using suitable platforms; online job portals, recruitment agencies, social media, local newspapers or the company’s website.
Selection Methods
- Application Forms or CVs: Primary method where applicants present their qualifications, skills and experiences relevant to the job.
- Interviews: Facilitate direct interaction with candidates, assessing their interpersonal skills, attitude and cultural fit in the organisation.
- Psychometric Tests: Used to assess aptitude, personality traits and abilities of candidates.
- Assessment Centres: Organise a number of tasks and activities, observed by assessors to evaluate candidate’s job suitability.
Selection Process
- Applications are first Screened against person specifications.
- Suitable candidates are then Shortlisted for interviews or tests.
- The candidates’ performance during these assessments determines the Final Selection.
- Once selected, an Offer of Employment is extended and upon acceptance, Onboarding process begins.
Legal and Ethical Considerations in Recruitment and Selection
- HRM should ensure all activities comply with the Employment Laws such as gender equality, age discrimination and disability discrimination.
- The process should be transparent, fair and free of bias.
- Attention to diversity in the workplace promotes inclusivity and enhances workforce strength.
Importance of Recruitment and Selection
- Ensuring the right individual is placed in the right job role is crucial for operational effectiveness.
- It improves workforce performance and ultimately contributes to organisational success.
- Reduces employee turnover and associated costs, and for the individual chosen, it can lead to job satisfaction and career growth.