In the modern era of globalization, the significance of human resources is expanding as a direct result of the expansion of these resources' spheres of influence in tandem with the expansion of the developing world (Enis, 2018). Employees are an organization's most valuable resource because of the vital roles they play in defining the company's level of success; this resource is referred to as "human capital". As a consequence of this, efficient human resource management is essential to the expansion of every company (Armstrong, 2009).
Methods from the field of human resource management, such as selection and recruiting, are utilized by companies in order to improve and expand the skill sets of its staff members and so increase both their own and the organization's chances of achieving their objectives (Ogedegbe 2014). These practices should be in line with the overarching goal of the organization and should ensure that the appropriate number of people are present in the appropriate locations at the appropriate times in accordance with the appropriate processes (Ogedegbe 2014).
According to Armstrong (2009), the practices of human resource management (HRM) should be adaptable to changes in the business climate and should contribute to the organization's fulfillment of its stated goals and objectives. Human resources departments often function as the de facto growth engines of their companies because of their constant need to recruit highly qualified individuals to fill vacant positions (Ogedegbe, 2014).
Concerns about recruiting, such as the required number of people, the required date, and the requisite qualifications, are part of the decisions that are made during the planning phase of human resource management. When recruiting new staff, this is the very first thing that needs to be done, and it's not just a good idea—also it's a good practice, because it encourages more applicants who are qualified to apply (Armstrong, 2009).
According to Henry and Temtime (2009), recruiting is a method for selecting qualified candidates for employment, and the effectiveness of such selections can be demonstrated over time through following training. In addition, recruiting is a method for determining whether or not an applicant is qualified. According to Abbasi, Tahir, Abbas, and Shabir (2020), recruiting is the process through which a business recruits and engages talented individuals in order to increase its talent pool and, as a result, its market competitiveness. In other words, recruiting is the method by which a business builds its talent pool.
In addition, Geetha and Bhanu (2018) argue that in the present era of intensified global competition and a rapidly changing business environment, the success of any business depends heavily on attracting and retaining top-tier employees whose work will yield substantial benefits for the company or institution that employs them. This is because in the current era of increased global competition and a rapidly changing business environment, the success of any business depends heavily on attracting and retaining top-tier employees (Geetha & Bhanu 2018).
This suggests that a wide variety of companies give significant consideration to a number of different recruitment and selection tactics. In this sector, companies make use of a wide array of strategies in order to establish an operations strategy that is both cost-effective and sustainable (Henry and Temtime, 2009). The entire process of recruitment is designed with one goal in mind, and that is to select, from among the pool of applicants, those individuals who are the most qualified to fill a specific position (Gamage, 2014).
The process of searching for and choosing qualified individuals to apply for open positions in a business is referred to as recruitment. If recruitment is unsuccessful, there will be insufficient qualified applicants to choose from; hence, the selection process will also be unsuccessful. According to (Gamage, 2014), the purpose of recruitment is to build a large enough candidate pool to ensure that there are sufficient individuals with the required skills and credentials to fill openings. This can be accomplished by ensuring that there are sufficient individuals with the required skills and credentials to fill openings (Geetha & Bhanu 2018).
References
Abbasi, S. G.,
Tahir, M. S., Abbas, M.,
& Shabbir, M. S.
(2020). Examining the relationship
between recruitment & selection practices and business growth:
An exploratory study. Journal of Public Affairs, e2438
Armstrong, M. (2009). Armstrong’s
Handbook of human resource Management practice 11th edition. Longon: Kogan Page
Gamage, A. S. (2014). Recruitment
and selection practices in manufacturing SMEs in Japan: An analysis of the link
with business performance. Ruhuna Journal of Management and Finance, 1(1),
37-52.
Geetha, R., & Bhanu, S. R. D.
(2018). Recruitment through artificial intelligence: a conceptual study.
International Journal of Mechanical Engineering and Technology, 9(7), 63-70
Henry, O., & Temtime, Z. (2009).
Recruitment and selection practices in SMEs: Empirical evidence from a
developing country perspective. Advances in Management, 3(2), 52-58
Ogedegbe, R. J. (2014). Achieving
organisational objectives through human resource management practices. European
Journal of Business and Management, 6(16), 18-22
Good Contant Vidura, Highperformance
ReplyDeleteworking practices include rigorous
recruitment and selection procedures, extensive and
relevant training and management growth
activities, inducement pay systems and performance
management courses
(Armstrong, 2014)
Thank you for commenting on blog. Adding to above the huge spread of social media (SM) and their influence on recruitment processes has led companies to investigate the consequences of the impact of virtual information on HRM and on the way of doing business. The effectiveness and efficiency of an enterprise do not depend exclusively on the way financial resources are being handled or on the use of IT, but they are closely linked to the methods by which the company manage its employees, to how it motivates them and how it selects them (Absar & Mahmood, 2011).
DeleteAgreeing with the shared content . According to the research, both internal and external sources should be used for recruiting and selection. The findings also showed a strong correlation between recruitment and selection methods and organizational success, Also, the outcome of the study further showed that there was no significant link between recruitment and selection practices and the employment of competent staff. The selection of candidates is mostly influenced by political and socioeconomic factors, To ensure that the best and most deserving workers are hired, the study also advised that formal guidelines and procedures on the recruitment and selection processes be properly followed (Nanor et al., 2022).
ReplyDeleteThank for your feedback Ann. In reality, use of technology, market penetration, product and capital are tangible assets that competitors can easily imitate. Conversely, through the adoption of recruitment processes that enhance the search for motivated candidates, with creative abilities and values that are not easily repeatable, the company will also be able to enhance the intangible resources and, reducing the employee turnover (Stovel & Bontis, 2002), achieve a lasting competitive advantage.
DeleteGood & descriptive article Vidura. Further, many companies are adopting the modern techniques for recruitment & selection process to find the best suitable candidates (Ensher et. al, 2003). Organizations invest funds and resources to design policies and procedures for their successful execution to achieve business goals because they understand how crucial they are to the success and survival of organizations (McDowall & Saunders 2010).
ReplyDeleteHi Miyuru, thank you very much for your comments . The potential benefits of social recruitment and the impact they may have on the company’s business are several. Among the most obvious benefits, there is the opportunity for the company to select the best candidates thanks to the presence on the social networks of “innovators” or “early adopters.” These definitions have been borrowed from the marketing theories which describe the role of individuals in the adoption cycle of a technological product.
DeleteInteresting article. agree with the content. According to Benton (2022) Recruitment is described as the process of identifying trustworthy sources of contacting suitable people in order to satisfy the organization's personnel needs. The firm can attract sufficient employees through the recruiting process to allow the successful selection process and the joining of an efficient work force.
ReplyDeleteWell received above comments. Furthermore talent shortage threatens to undermine the international job market, so that there is a real “war for talent” (Chambers, 1998) among companies, regardless of their size, to grab a small group of highly skilled workers. This necessarily involves a greater commitment in improving the company’s image to attract the best candidates by helping to increase the long-term competitiveness of the company (Pett, 2006).
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