Effective Recruitment And Selection Strategies For Manufacturing Industries

The Importance of Recruitment and Selection in Manufacturing Industries

Discuss about the Recruitment and Selection for Psychometric Tests.

Recruitment and selection are one of the vital aspects of running any organisation for selecting out the best candidates from among the prospective ones. Therefore, the process of recruitment refers to the search for prospective candidates from a pool of potential applicants with respect to the job position (Bizfluent, 2018). The purpose of recruitment is to find the most suitable or the best candidate for the required roles in the organisation. Moreover, selection takes place after recruitment of employees. It is a negative approach to obtaining the appropriate candidates. Recruiting employees in an effective manner leads to retention of ensuring reduction in absenteeism or employee turnover in the end. Thus, having an effective way of recruiting employees is preeminent to success in every organisation. Employee referrals or other methods can also be used the recruitment and selection of employees such as employee referrals and others with respect to the manufacturing industries. In addition, using certain criteria of analysis such as interviewing people relevant to the industry facilitates in effective recruitment (Burks, Cowgill, Hoffman, & Housman, 2015).

Recruitment is one of the major functions of HRM. It is the process of encouraging people to apply for the job in the organization. The objective of recruitment is to improve the fit between the employees, organizations, and team and work environments. The method of recruiting and selecting are positively related to the organisational variables affecting the performance. These variables are effectiveness, efficiency, innovation, and quality. Similarly, the selection is also one of the essential activity. The effectiveness of selection depends on how large and qualitative is the pool of applications. The selection method may differ with the organization and includes tests such as psychometric tests (Psychometric success, 2018). The introduction of the scientific methods of personnel selection is very essential. As attracting the best talent and retaining them in the organisation are the challenges every organisation whether it is manufacturing, trading, service sector, global or a local store. Specifically discussing manufacturing industries, these include the production of merchandise for use or sale that uses labour and machines, chemical processing and formulation. These may include activities that range from the handicraft to high tech.

 Recruitment methods, when measured by management capacity and labour market, enable comparisons between those organisations who are involved in the hiring process. The recruitment and selection procedures used intensively to hire employees, and the selection method used states using competency-based interviews, structured interviews and certain tests (AZ central, 2018). Effective recruitment is associated to retention of employees in the organisation. Hiring and maintaining employees in the organisation for the long run is very essential. The importance of recruitment and selection in both public and private manufacturing firms is considered (Levashina, Hartwell, Morgeson & Campion, 2014) There is a close interconnection between recruitment and selection, employee retention and organisational performance and HR practices. There should be a balance between the internal and external source of recruitment. However, in certain manufacturing units, internal source of recruitment is considered is more effective. The process of recruiting and selecting involves methods such as advertising, employee referral, screening, and shortlisting, group exercises assessing their skills, conducting ability and aptitude tests of candidates for the job. Thus, the process of recruitment and selection should be in a systematised manner (Sutanto & Kurniawan, 2016).

Benefits and Drawbacks of Hiring Methods in the Manufacturing Industry

The survey takes place by interviewing people and then analysing the scenario. The process of interviewing includes three kinds of people- First, HR managers from various manufacturing units representing their firms and strategies they use. Secondly, employees that presently works in the organisation and those who have given resignation because the company reported the data regarding employee turnover from the production department. That means the interview includes people from both the managerial as well as supervisor level. The interview taken from the HR executives and top management from different organisations especially from the manufacturing industries. They were asked questions related to their recruitment strategy, how they invite applications and their response to the new applicants. Therefore, the further discussion includes the relevant data (Bright base, 2018).

From the analysis, the information is obtained and it helps in making data analysis and interpretation, which led to the deciding the cause of employee turnover that the criteria for the recruitment and selection of the employees were ineffective. The data analysis is one of the most important and significant section of the study on the recruitment and selection procedure in the industry (AHRI, 2018). It helps in assessing that the information or data which has been used is collected has been taken from which source. The source of data collection can be interviews and tests. The review of the literature on ‘Recruitment and selection’ of the employees in the manufacturing industries stated that the internal source of recruitment is more beneficial (Workable, 2018). The analysis involves data collection from the employees working in the firm (primary data), who are presently working and those who left the organisation. In addition, use of journals, magazines, books, websites, published and research papers provide the relevant information (secondary source).

As per the discussion with the various firms in the manufacturing sector, information collected from the HR manager and other officials contributed towards getting positive results (Still outlook, 2018). In addition, it is analysed that the company has been experiencing a high turnover of their production executives. Among 50 executives, 10 left the organisation due to which concern for employee retention raised at the workplace. The firm carried out the operations in the manufacturing sector. Every organisation follows a different strategy towards hiring employees and the company in the context, prefers the internal source of recruitment to the external source (Goldstein, Pulakos, Passmore, & Semedo, 2017). They follow up the strategy of recruiting 70% employees from the internal source that means within the organisation and 30% from external sources. As recruiting employees within the organisation are economical in nature that means saving time and money whereas external sources include advertising, employment exchanges, and other expenditures. The various forms of interviews used such as personal interviews, telephonic, video-conferencing, panel interviews, and others. Structured interviews are the most effective form of an interview (HR guide, 2018).

Strategies to Improve Employee Retention and Organizational Performance

The process of interview to take place depends on the key requirements of the job and the human resource in the organisation. A Number of panel interviewers ask questions through each candidate and give them scores according to their answers. According to the information obtained from the survey, 75% interviews carried through panel interviews, 10% carried through the telephonic interview, and 10% through the personal interview method and rest 5% interview take place through video-conferencing method (Hendry, 2012).

After conducting interviews and other required tests, the best and appropriate candidate selected for the required job position. The main aim of recruitment is not only hiring potential candidates, it also relates to retaining or maintaining employees in the organisation. Therefore, it requires essential training and development of employees, thus helping in performance appraisal. In addition, feedback from the employees was essential to ascertain their performance and satisfaction level; therefore, the HR team conducts timely feedback (Muscalu, 2015).

Management should identify the workforce requirements well in advance for each department. An organisation needs to analyse the merits and demerits or limitations of recruiting personnel from both the sources, internal and external. There are certain benefits to recruiting, as insiders know better about the organisation’s strengths and weaknesses. In addition, promotion of employees builds a sense of motivation and commitment towards the organisation. Moreover, internal recruitment demonstrates easy and quick hiring of employees as compared to the advertising media and interviews from outsiders. However, they are some disadvantages also from the internal recruitment such as difficulty in getting the right candidate for the required job, shortage of varied perspectives and innate talent leads to external recruitment. In addition, promotion of one employee may upset other that may disturb the harmony between them. Therefore, it is analysed that an organisation should use both the sources in an effective and efficient manner. The criteria for recruitment based on the grounds of knowledge, skills, and abilities identified and analysed in the job analysis and job description (Gatewood, Field, & Barrick, 2015).

Considering all the aspects of recruitment, it is analysed that, employees are the most important part of any organisation, thus the essence of human resource management. Recruitment and selection procedure must not be too lengthy and time-consuming, as it reduces the effectiveness of the strategies used. Instead of relying on some methods only such as advertising and employee referrals, it is also beneficial to use the placement agencies and management consultants from other units Continuous monitoring of turnover rates along with efforts is implemented in order to improve the activities of the manufacturing units. Use of psychometric tests and increasing the pool of candidates can be a systematic approach (Graduate recruitment bureau, 2018). The result or outcome of the applied recruitment and selection strategy depends on the retention of employees in the organisation. Hence, the best recruitment and selection strategies could be a use of external source and panel and personal interviews. In addition, consulting the placement agencies and other higher officials in the organisation would give best results. 

Conclusion

Conclusion

To conclude the above discussion it has been analysed regarding the manufacturing units and the recruitment and selection methods used in the organisation. Human resource plays a vital role in the working of the organisation and the personnel department is responsible for selecting and maintaining the employees. Management focused on implementation of various tests and interviews for selecting the best candidate amongst the pool of candidates available from the outside but the emphasis is on the internal source of recruitment. Moreover, employee turnover was another major concern in the organisation. Among those manufacturing units, due to lack of control and supervision that led to dissatisfaction made employees leave the organisation. Every individual must know what roles or responsibilities he/she has to perform in the organisation. Therefore, the company must focus on initiating necessary changes in the recruitment and selection criteria of the employees for the required job. Training and development programmes must be imparted in order to facilitate hiring and selecting employees. Effective plan or method of recruitment and selection ensures attaining organisational goals and objectives, and growth.  

References

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AZ central. (2018). Recruitment and selection method. Retrieved from: https://yourbusiness.azcentral.com/recruitment-selection-methods-1383.html.

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Bright base. (2018). Employee turnover and retention policies. Retrieved from: https://www.brighthr.com/brightbase/topic/culture-and-performance/retention/employee-turnover-and-retention-policies

Burks, S. V., Cowgill, B., Hoffman, M., & Housman, M. (2015). The value of hiring through employee referrals. The Quarterly Journal of Economics, 130(2), 805-839.

Gatewood, R., Field, H. S., & Barrick, M. (2015). Human resource selection (8^th ed.). United States: Cengage Learning.

Goldstein, H.W., Pulakos, E. D., Passmore, J., & Semedo, C. (2017). Psychology of Recruitment, Selection, and Employee Retention. UK: John Wiley & Sons Ltd.

Graduate recruitment bureau. (2018). Selection methods. Retrieved from: https://www.grb.uk.com/recruiter-research/selection-methods.

Hendry, C. (2012). Human resource management. United Kingdom: Routledge.

HR guide. (2018). Personnel selection methods: Interviews. Retrieved from: https://www.hr-guide.com/Selection/Methods_Interviews.htm.

Levashina, J., Hartwell, C. J., Morgeson, F. P., & Campion, M. A. (2014). The structured employment interview: Narrative and quantitative review of the research literature. Personnel Psychology, 67(1), 241-293.

Muscalu, E. (2015). Sources of human resources recruitment organization. Land Forces Academy Review, 20(3), 351.

Psychometric success. (2018). Introduction to psychometric tests. Retrieved from: https://www.psychometric-success.com/psychometric-tests/psychometric-tests-introduction.htm.

Still outlook. (2018). Hiring trends in the manufacturing sector. Retrieved from: https://skilloutlook.com/job-trend/hiring-trends-manufacturing-sector-2018.

Sutanto, E. M., & Kurniawan, M. (2016). The Impact of Recruitment, Employee Retention, and Labour Relations to Employee Performance on Batik Industry in Solo City, Indonesia. International Journal of Business and Society, 17(2), 375.

Workable. (2018). The advantages and disadvantages of internal recruitment. Retrieved from: https://resources.workable.com/tutorial/advantages-disadvantages-of-internal-recruitment.