Recruitment and selection in Human Resource Management.

 

Recruitment and selection in Human Resource Management

 

In an organization the knowledge and skills of an employee towards the job description plays a major role in the success of that organization’s goals achievement and growth. New innovations brought to light by employees with a high IQ have prospectively helped the growth of many organizations world wide. There fore choosing the right candidate to do the right job is a huge responsibility of the organization’s human resource management division.

Compared with other areas in organisational management, relatively little academic work has focused on how different firms approach and should approach hiring decisions (Oyer & Schaefer 2011). Recruitment and selection of employees in an organization plays a huge fundamental role in accomplishing its missions to achieve its vision. According to Armstrong (2005) recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to a specific job (Armstrong, 2005). "Human Resource Management theories described on techniques of recruitment and selection and the benefits of interviews, assessment and psychometric examinations as employee selection process" (Korsten, 2003). as depicted by the video below the process  of recruitment and selection is well explained.

{video source  True Teachery.2020}

There are two types of recruitment/hiring.

1.      1. External.

2.      2. Internal

In deciding whether to hire from within or outside the firm, should consider the nature and level of the job, characteristics of the firm and industry, and a firm’s system of human resource management policies, such as intensive recruitment and screening policies and training. Internal hiring should be preferred to external hiring when knowledge and skills specific to the firm are important, when promotions are crucial for motivating current workers, when the costs of a hiring mistake are particularly large, and when an additional vacancy (created when a worker switches jobs internally) is not too costly (Devaro, 2016).

Hiring is one of the most important decisions that organizations regularly make. When choosing between internal and external hiring, managers need to consider their own organizational environment, since some environments favour one method over the other.

 

Other relevant factors include as said by Devaro (2016) are,

1.the nature of the job and its level within the organization,

2.characteristics of the firm and industry,

3.the interaction of internal and external hiring

policies and other practices in a firm’s human resources management system.

 

Types of internal recruitment.

 

1 Transfers – According to Stewmann (1986) transfer involves moving out persons from current jobs to other similar jobs. These do not involve any change in designation, responsibility or prestige. The numbers of persons do not increase with transfers.

 

2.     2. Promotions - Promotions refer to moving out persons to positions carrying better prestige, higher responsibilities and more pay. The vacant higher positions may be filled up from within the organization. A promotion does not increase the number of persons in the organization (Cappelli, 2008).

 

3.     3. Present Employees:The present staff of a priority area unit enlightened regarding doubtless vacant positions. The employees recommend their relations or persons intimately known to them. Management is relieved of looking out prospective candidates (Robbins and Coulter, 2005).

Types of external recruitment.

This is another method in hiring employees to an organization. According to Cappelli (1999) external recruitment is the best method to bring new skills and passionate resources into the organization. Eventhough external recruitment can focus on a specific type of candidates to a specific job , It can also be very costly and time consuming. Using company websites, paper, radio and television advertisements, on compass college recruiting, employee Referrals are some of the ways of external hiring.

 

In the Sri Lankan hospital setup the recruitment and selection of various categories are different in the public and private sector. For this discussion I would like to take into consideration the recruitment and selection of minor staff personnel within the public and in contrast with the private sector.

The government recruits minor staff personnel according to the carder approval from the ministry Even though there is a minimum educational qualification required there are no such specific job interviews or selection tests carried out I.e psychometric tests, walk in interviews. Mostly the appointments are given as a recommendation by the minister of health. Following the first two years they will be subjected to an interview for confirmation in service and in the following years will undergo an in service training to be promoted to a hospital attendant.

Whereas in the private sector the candidates’ CVs are obtained prior to a walk in interview and are recruited and selected according to there IQ and there basic knowledge in patient care giving. Following which they are given a basic training on their job and ways and methods in handling patients and in giving optimized patient care. They will also be subjected to inservice trainings through out and be promoted likewise.

The absence of proper recruitment and selection policies in the government have incurred in the development of political based trade unions. Specially when the jobs are given by a politician proper skilled recruitment is never seen hence the patient care is never optimized.

When in contrast the same  category of staff working in two different systems appear to be more professional and updated in the private sector than in the government sector.

 

 

CONCLUSION.

Recruitment and selection plays a major role in the field of human resource management where the right candidate should be chosen with the proper knowledge and skills to that specific job. This unbiased selection process when properly done will eventually up bring an organization’s  development and growth by new innovations and optimized service towards its customers. which inturn correlates to the smooth functioning of an organization in the aspects of its profitability and growth. As per the above example the recruitment policies of supportive staff personnel to the public health sector should be revised and proper psychometric tests and interviews should be planned prior to handing over appointments. In contrast with the discussion above the job of recruiting is a very important job in the organization as mentioned by Steve Jobbs once.

Steve Jobs described the process of hiring top talent as ‘the most important job’(Jager and Ortiz 1998).

 

 

References list:

 

1.Armstrong M. (2005), A Handbook of Human Resources Management Practices, 9th edition, London: Kogan Page.

 

2 Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Boston: Harvard Business Press.

 

3.Jager. R & Ortiz. R 1997. In the company of giants : Candid conversations with visionaries of the digital world. Mc Graw Hill education, U.S.A.

 4.Jed Devaro 2016 : Internal hiring or external recruitment? P 2.

 

5.Elizabeth Linos &Joanne Reinhard (2015), Research article “A head for hiring”:The behavioural science of  recruitment and selection.

 

6.Korsten A.D. (2003).  Developing a training plan to ensure employees keep up with the dynamics of facility management. Journal of Facilities Management.

 

7.Lievens, Filip and Chapman, Derek. (2019) Recruitment and selection: SAGE Handbook of Human Resource Management. p123-150. Research Collection Lee Kong Chian School Of Business.

 

8.Robbins S.P., Coulter M.K. (2005). Management (8th ed.). Upper Saddle River,NJ: Prentice Hall.

 

9.Stephen Bach, 2005. Managing human resources: Personnel management in transition, 4^th edition. Blackwell publishing.

 

10.Stewman, S. 1986 "Demographic models of internal labor markets." Administrative Science Quarterly, 31 p: 212-247.