Recruitment is the heart of any organization. It’s proven by without any doubts. By reading this article, you will be guided on what is Purpose and Importance of Recruitment to Organization?
Also, you will be able to know,
- Introduction to Recruitment
- What Is Recruitment?
- What is the Recruitment process?
- How does recruitment affect organizational effectiveness?
- What is mean by Selection?
- What is Selection process?
- What is the Importance of Selection to organization?
- Watch How to hire the best: “4 key qualities to look for” [Video]
Introduction to Recruitment
In HRM, recruiting and selection are essential procedures designed to source, screen, shortlist applicants, and select the right person for the correct position. It is optimized employees’ quality in achieving organizational strategic goals and objectives.
But recruitment and selection are two different processes. Recruitment is the process of looking for qualified candidates and then convincing them to apply for a vacancy. Selection is the method of hiring and offering employees a position in the company among the shortlisted applicants.
What Is Recruitment?
The procedure of finding the right person for the right job and at the right time is recruiting, and it is a fundamental human resource management role.
Recruitment is a procedure in which potential resources to fill vacant positions in a company are recognizing, screening, shortlisting, and hiring. Recruitment also refers to attracting, choosing, and appointing potential applicants to meet the company’s resource requirements.
The recruiting of applicants may be done in two ways. Those are internally that means within the organization or from external sources. However, the procedure should be carried out within a time period, and it should be cost-effective. Moreover, there is a combination of several factors that affects recruitment, both internal and external factors impact the recruiting process.
Organizations have the power to control the internal factors that impact on their recruitment processes. The internal factors are organizational size, recruitment strategy, corporate image, and job image. External factors are factors that organizations unable to manage. The external variables impact on the recruiting process includes demographic conditions: labour market, unemployment rate, labour policies, legal factors, and competitors in the industry.
Proper HR professionals should recognize these factors which affect recruiting and take the appropriate steps to develop the organization. The company also needs to track these changes as the business environment changes to determine how it impacts the resources to evaluate these functions to make recruiting an efficient process.
What is the Recruitment process?
The recruiting process is consists of five best practices to improve the quality of recruiting. These five practices ensure effective recruitment without any interruptions. Besides, these standards in the recruiting process also ensure consistency and compliance. These five steps are:
1. Recruiting planning
The first step of the recruiting process is recruiting planning. Simply recruiting planning is analysed and described and comprehensive planning on where the vacant positions and how to fulfil them.
It includes job requirements, job specifications, nature, experience, educational and professional qualifications, skills needed for the job, and other factors. It consists of essential tasks, such as identifying Vacancy, Job Analysis, Job Description, Job Specification, and Job Evaluation.
2. Recruitment Strategy
Recruitment strategy is the next step in the recruitment process, where a strategy designs the recruitment of resources. Creating or developing a recruitment strategy is a long process, but it is essential to have an appropriate strategy to attract the right candidates.
The HR team considers the decision of making or buying workers during the preparation of a recruitment strategy—moreover, the type or nature of recruitment, geographical area, and the location, recruitment sources also essential factors.
3. Searching the Right Candidates
Searching for the right applicants is the recruiting process in which, based on the job requirement, the resources are sourced. Simply, Searching means attracting job seekers to the vacancies. The sources of searching are broadly categorized into two categories: internal and external sources.
This procedure is based on two stages. Those are—source activation and selling. Source activation implies that the search for candidates begins after the line manager verifies and permits the existence of the vacancy. The selling means the company chooses the channels from which the possible candidates are met through the communication of vacancies.
4. Screening or Shortlisting
Once completion of the process of sourcing the applicants, screening begins. It also refer as the shortlisting. Screening is the method of screening candidates’ applications for a further selection process.
Screening is an essential part of the recruiting process that helps to remove unqualified or irrelevant applicants which are received through sourcing. The screening process of recruitment consists of three necessary steps. Those are reviewing resumes and cover letters, conducting telephonic or video interviews, and identifying the top candidates.
5. Evaluation and Control
Evaluation and control is the last step in the recruiting process. The reliability and validity of the procedure and techniques are evaluated and control to fixes this procedure’s issues and get the maximum result. Recruitment is an expensive process, so the recruiting process’s efficiency must be thoroughly Evaluation and control.
How does recruitment affect Organizational Effectiveness?
Recruiting is one of the essential tasks in any organization and human resource management. If the recruiting process is successful, the company gets happy and more active workers with several advantages. It promotes a positive work environment with pleasant relationships with employees. It is finally resulting in the organization’s overall growth.
Here are the top reasons that demonstrate the purpose and significance of recruitment. It helps to improve the success ratio of the prospective candidates’ selection process. Recruitment ensures they choose the best candidates for the right job according to organizational needs. It is the first step that defines the existing and emerging employment requirements by analysing the organization’s current and future needs.
Recruitment support Builds a talent pool of potential applicants and expands the job pool at the lowest rate. It assists in evaluating the different recruiting methods and attracts candidates and encourages them to apply for vacancies in an organization. As per that, it helps to raise the success rate of finding the proper candidates.
Apart from the finding and attracting the applicants for the company, recruitment helps pick the most appropriate human resources and connects employers with employees. Moreover, it helps minimize the probability of short-term employment and satisfies the company’s social and legal responsibilities with respect to the workforce. However, all of the above factors finally improve short-term and long-term organizational productivity with the most efficient and effective employees.
What is mean by Selection?
Selection is the procedure of choosing or pick the appropriate applicant who is most suitable for an organization’s job vacancy.
In other words, selection may also be described as the procedure of interviewing and evaluating the candidates’ qualifications needed for a particular job and then selecting the best candidate for the position. The right selection in candidate for a vacant position would be an advantage to the organization that will encourage the organization to achieve its goals efficiently.
What is Selection process?
The selection process consists of four essential stages. Those are: job interview ,checking references: medical examination and the final selection.
1. Job interviews
A job interview is an essential process in which a one-on-one conversation to knowing exactly a candidate is suitable for the job. It helps the interviewer to understand the applicant’s true attributes and leads to make the best decision.
2. Checking References
These reference checks support the interviewer understand the candidate’s actions, attitude, and behaviour and how they will behave as a professional.
3. Medical examination
The medical examination is a process; the candidates’ physical and mental health are tested to ensure that they are suitable or not to perform a job. This test allows the company to select the best applicants who are physically and mentally perfect for the position.
4. Final selection
The final selection procedure is the final selection, which indicates that the candidate had qualified in all aspects of the selection criteria. So a letter of appointment will be given. A selection process with the above steps would help every company select and choose the right applicants for the right job.
What is the Importance of Selection to organization?
Selection process provides many benefits to the organization. The purpose of the selection is to pick the most appropriate candidate who will be a suitable applicant and who will be able to fulfil the requirements of the job in an organization.
It helps evaluate the various candidates in terms of their qualifications, intelligence, abilities, work attitude, experience, skills, etc. Moreover, the selection process eliminates candidates who lack expertise, skill, competence, and not suitable for the vacant job.
As a considerable amount of money is spent recruiting a suitable applicant for a job, the organization must follow a clear selection process or procedure. If a selection fails, then the cost of induction and training the wrong candidate would be a massive loss to the employer in terms of money, effort, and time.
If you follow the proper selection process, It is cost-effective and eliminates a lot of time, effort, and helps prevent any biasing when hiring the right candidate. It offers a guide for further evaluating candidates through strict verification and reference-checking. However, a proper selection process leads the whole organization to the success and sustainable growth effectively plus efficiently.
Watch How to hire the best: “4 key qualities to look for” [Video]
Recruitment and selection are comprehensive in scope and consist of several operations. For any organization, human resources are regarded as the most valuable asset. Bad hire causes many problems such as disappointment in other employees, increased cost, waste time, low productivity, poor outcomes, and harmfully impact on overall organization growth and success.
As per their recruitment policies and procedures, every business does have its recruitment pattern. Every company needs to choose the most effective recruiting and selection process. Because everyone wants it to be in excellent and safe hands in the future, it is a very critical job for every company to recruit and select the right human resources.
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