Discuss about the Impact of the Selection and Recruitment Processes on an Organization.
Recruitment can be defined as being as a set of processes and activities that can legally be used in obtaining enough numbers of qualified individuals at the right time and at the right place so that the individuals as well as the organizations can each select or choose their own long and short-term interests. Recruitment is one of the most important functions of human resource management that ought to be given utmost attention by all the organizations across the world. This is attributed to the fact that the recruitment and selection processes are actually some of the activities that have a significant and critical impact of the general organization of each and every organization across the globe (Cascio, 2018). While it has generally been comprehended as well as accepted that the poor recruitment and selection processes have continued to affect the performance of most organizations and even limited their abilities to achieve goals. It is quite unfortunate that most of the organizations across the world are taking a long time to not only identify but also implement new and effective strategies of hiring. This is partly attributed to the fact that there are some of the laws that have inhibited changes while in other circumstances, managerial inertia has been blamed as being the major inhibiting factor.
The recruitment and selection processes could have a significant impact on the financial operations of any given organization and these could either be on a negative or positive aspect. This could ultimately result in affecting an organization’s reputation both externally as well as internally (Tippins et al, 2017). It is a common fact that each and every employer wishes to have great employees around them due to the fact that not only do they have the potential of easily hitting targets but they are also capable of adding value and significantly contributing to the overall performance of their organizations and inspiring their fellow employees. This thus implies that employment or recruitment of new employees in the organization should not just be simply about what such an organization is at currently but rather, it should be about where such an organization plans to be. It is therefore the responsibility of the Human Resource Department in the organization to ensure that both the recruitment and selection processes in their respective organizations integrate the vital and relevant policies that can ensure the safe delivery of the above policies.
The Human Resource Department in each and every organization should therefore note that the recruitment and selection processes should not just be about the selection of the most suitable candidates but rather, it should be about the selection of the most suitable and reliable candidates. Selection and recruitment should rather be about the building or development of a central workforce that is quite effective. This is also attributed to the fact that these processes will also have a significant impact on the candidates being selected not only in the decision making processes of accepting the job offers but also in their subsequent commitment of the individual towards the company or organization that has recruited them in the achievement of the organization’s objectives and goals (Nieves & Quintana, 2018). Since time immemorial, the recruitment and selection processes have had different theories and models whose relevance in bringing about effectiveness that will aid the organization to reach the goals it prefers in the recruitment of the best candidates in the jobs that they are most suited to. It is prudent for the HR department in each and every organization to note that ineffective recruitment as well as selection of employee processes can have a negative impact on the overall operations of their respective organizations. It is therefore prudent for the department to ensure that the regulations which guide the recruitment and selection processes in their respective departments are fully given consideration (Lussier, & Hendon, 2018).
It is important for organizations to ensure that they not only employ but also ensure that they have the best and reliable pool of highly qualified candidates from which they can easily fill any upcoming positions as and when needed. The success of any organization is highly depended on its ability to both avquire and retains employees who are highly talented and who are focused towards ensuring that the organizations set goals and objectives are achieved. Due to the fact that the contemporary job market has become highly competitive while there is growth in the diversity of the available skills, there is need for recruiters to actually become more selective in the choices of recruitment (Perrett et al, 2017). This is quite true since poor decisions in the recruitment process can result in the production of long-term impacts which include among others high development and training costs leading to high turnover rates and poor performance of the affected organizations. This ultimately results in low staff morale and failure by such organizations to achieve its set goals thus ultimately leading to loss of share markets and competitive advantages (Bolino et al, 2017).
Traditionally, it was quite apparent that some of the public service firms had little worries regarding the significance of their market shares as well as an increase in competition since they normally operated in environments that are monopolistic in nature. However, in the most recent times, new public sector management has forced most of the organizations across the world to pay utmost attentions to their service delivery since there is an increased consumer demands for more value for their money. The consumers are now no longer comfortable with being contented with goods and services that are of low quality as well as untrained workforce that are tasked with the responsibility of providing them (Bauer et al, 2017). Owing to the fact most contemporary societies have now become more litigious and critical, it is prudent to ensure that the HR department of all organizations seek for the most appropriate avenues that will be used in not only enhancing their outputs put also in provision of the required satisfaction that is required by their customers. It is thus prudent for the organizational management to put in mind the provision of high quality services and goods to the clients normally starts with the recruitment process. This implies that effective recruitment processes will quite ultimately result in positive results while negative recruitment processes will result in negative or poor results for the affected organizations (Bolino et al, 2017).
The recruitment and selection process is quite important for each and every organization because it provides them with an opportunity of getting a pool of “potentially qualified job candidates” from which the human resource department can easily make viable selections to fill any emerging vacancies. To ensure this is achieved successfully, it is important for the human resource department to ensure that proper or effective employments as well as forecasting processes are adopted. It is always prudent for the HR department to formulate plans that will ensure that any future job vacancies or openings in their respective organizations are filled accordingly (Salgado et al, 2017). That apart, the HR department of the organization should also ensure that proper mechanisms are put in place to not only attract but also retain required organizational talents from potential employees. This implies that there is need for organizations to develop good policies that will ensure the recruitment and retention of good employees to their organizations.
The recruitment and selection process should ensure that the job requirements for the different jobs positions available in the organization are effectively identified and also ensure that the responsibilities that are attached to such job positions are clearly defined. The recruitment process should thus aim at ensuring that prospective groups of candidates are attracted and identified form both the external as well as the internal sources (Panaccio et al, 2017). It is thus the responsibility of the HR department to ensure that only eligible candidates are selected for the vacant positions in the organization. The likelihood of an organization can highly be increased through ensuring that people with the right skills and abilities are selected for the jobs.
Conclusion
Based on the above information, it is quite apparent the Human Resource Department is a key resource for the organization that can ensure that only the right or potential candidates join the organization to help steer its vision and mission forward. It is therefore important for the HR department to ensure that effective strategies are put in place to not only attract but also recruit and even retain quality and well trained human resource personnel. The human resource department of an organization should thus strive the best in ensuring that the best people are brought and retained into the organization. This is attributed to the fact that the HR department is integrated with numerous functions such as safety, performance management, organizational development, employee motivation as well as recruitment and selection, administration and training, and even organizational development. Organizations across the world should thus use the process of recruitment and selection in order to help them find the best individuals for any job vacancies that emerge in their organizations.
References
Alcover, C. M., Rico, R., Turnley, W. H., & Bolino, M. C. (2017). Understanding the changing nature of psychological contracts in 21st century organizations: A multiple-foci exchange relationships approach and proposed framework. Organizational Psychology Review, 7(1), 4-35.
Alcover, C. M., Rico, R., Turnley, W. H., & Bolino, M. C. (2017). Understanding the changing nature of psychological contracts in 21st century organizations: A multiple-foci exchange relationships approach and proposed framework. Organizational Psychology Review, 7(1), 4-35.
Alonso, P., Moscoso, S., & Salgado, J. F. (2017). Structured behavioral interview as a legal guarantee for ensuring equal employment opportunities for women: A meta-analysis. The European journal of psychology applied to legal context, 9(1), 15-23.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Konradt, U., Garbers, Y., Böge, M., Erdogan, B., & Bauer, T. N. (2017). Antecedents and consequences of fairness perceptions in personnel selection: a 3-year longitudinal study. Group & Organization Management, 42(1), 113-146.
Lussier, R. N., & Hendon, J. R. (2018). Human resource management: Functions, applications, and skill development. Sage publications.
Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research, 18(1), 72-83.
Ployhart, R. E., Schmitt, N., & Tippins, N. T. (2017). Solving the Supreme Problem: 100 years of selection and recruitment at the Journal of Applied Psychology. Journal of Applied Psychology, 102(3), 291.
Timming, A. R., Nickson, D., Re, D., & Perrett, D. (2017). What do you think of my ink? Assessing the effects of body art on employment chances. Human Resource Management, 56(1), 133-149.
Vandenberghe, C., Bentein, K., & Panaccio, A. (2017). Affective commitment to organizations and supervisors and turnover: A role theory perspective. Journal of Management, 43(7), 2090-2117
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