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.