04.Principles of Recruitment and Selection

 Principles of Recruitment and Selection

Recruitment and selection form a key part of human resource management: namely, the acquisition, development, and reward of workers (Edward Nartey, 2012). (Mullins, 2009) indicated that to be a high performing organization, human resource management must be able to assist the organization to place the right person in the right job. The human resource management practices include recruitment, selection, placement, evaluation, training and development, compensation and benefits, and retention of the employees of an organization.

The success of the organization is dependent to a major extent upon whether the selection of human resources has been made in an appropriate manner (Kapur, 2015). In the appropriate selection of human resources, it is vital to make sure that they can carry out their job duties following the job requirements (Kheller, 2017). The human resources of the organization need to be well-equipped in the implementation of managerial functions of planning, organizing, directing, staffing, coordinating, controlling, and leading. Furthermore, they need to augment their knowledge, competencies, and aptitude in terms of making use of advanced techniques in the implementation of tasks and functions (Harris, 2000). It is mandatory to formulate measures and programs that are essentials for the effective functioning of human resource management. Therefore, it can be stated that human resources need to be well-equipped and proficient in leading to the overall functioning of the organization (Morse & Popvich, 2010). The principles of recruitment and selection have been stated as follows (Kapur, 2015).

Clear Policy of Recruitment – The policy of recruitment must be definite and clear, so that it may be manageable to put into operation the same (Boloisi, 2005). The specific purpose of this is to structure the methods and procedures, necessary in the processes of recruitment and selection of human resources. Furthermore, organizations assign the employees and provide duties and responsibilities for the process of recruitment and selection. It needs to be ensured that all the steps and processes are carried out in a methodical manner (Kheller, 2017).

Observation of Rules and Policies – Organizations should be aware of the government rules and regulations, before formulating the policies of recruitment and selection (Acarlar & Bilgic, 2012). Organizations should understand this clearly before; they are going to implement recruitment and selection of human resources. Hence, it can be stated that observation of rules and policies will facilitate the implementation of tasks and functions in a well-organized manner. (Kapur, 2015)

Recruitment Policy in accordance to the Organization – The recruitment policies have to be following the goals and objectives of the organization (Carrol & Marchington, 2003). Organizations understand clearly that, when the process of recruiting and selecting human resources by the authorities should ensure they possess the essential knowledge, competencies, and abilities that are needed for the effective performance of job duties. In addition to this, the policies should be formulated in a perfect manner, which leads to the recruitment and selection of candidates, which may render a significant contribution in the achievement of organizational goals (Carrol & Marchington, 2003).

Flexibility – Flexibility is an important factor, which helps in bringing about changes (Mullins, 2009). For instance, when recruitment and selection of individuals takes place for technical positions, they must need to have computer skills and knowledge in that (Mullins, 2009). But when the training programs within the organization are conducted, which provide them training in terms of various computer skills, then the recruitment and selection of individuals are based on possession of basic technical skills. Furthermore, their skills can be honed by getting enrolled in training and development programs that have been initiated by the organizations (Mullins, 2009)

Impartiality – The recruitment policy must be an unbiased selection of the applicants, which should be assured. The applicants, who apply for jobs are different from each other based on several factors (Boloisi, 2005) These include caste, creed, race, religion, ethnicity, gender, age, educational qualifications, attitudes, behavioral traits, and socio-economic background. When the candidates are to be recruited and selected, it is appropriate to conduct the analysis of factors, which may enable them to carry out their job duties satisfactorily (Beselie, 2010). These include educational qualifications, skills, aptitude, and personality traits. On the other hand, it is unlawful to discriminate based on factors, such as caste, creed, race, religion, gender, age, ethnicity, and socio-economic background. (Beselie, 2010)

Recruitment by Committee – The right to recruit the human resources needs to be assigned to the committee of capable, experienced, efficient, diligent, and conscientious officers of the organization (Kapur, 2015). The whole process of recruitment and selection should be carried out by the committee and not by any individual officer. The right of recruitment is assigned to the committee to ensure a fair selection of the individuals is made (Kapur, 2015).

The opportunity of Development to the Employee – When the people look for job opportunities in organizations, they have the primary objectives of making efficient use of their academic qualifications and competencies, firming their living style in a better way, magnifying their career potential and achieving organizational goals. The employees will be able to achieve these goals and objectives, when they are provided with the opportunities by the organization to depict as well as augment their skills and abilities (Grobler, 2006). Therefore, it can be stated, it is one of the indispensable principles of recruitment and selection to provide opportunities of development to the employees (Grobler, 2006).

Job Security – Job security is regarded as an essential aspect of individuals at all levels. When the individuals get appointed within the organizations, they not only are required to manure their knowledge and skills to implement their job duties satisfactorily, but they also need to ensure that their job is secure. To promote job security, there are certain aspects that need to be taken into consideration, these are, performing one’s job duties efficiently, maintaining good terms and relationships with other employees, healthy communication, decision making, and time management skills, maintaining punctuality and making use of technologies, materials, and other resources in an efficient manner (Kapur, 2015). It is vital for all members of the organization at all levels to generate information in terms of factors to enhance job security (Kapur, 2015).

Promoting Consistency – Promoting consistency in the recruitment and selection processes will help the individuals in implementing their job duties in a well-organized manner (Alsabba & Ibrahim, 2013). They can ensure that they make a selection of the right individuals in the right positions at the right time. The consistency principle states that once one adopts an accounting principle or method, they need to continue to follow it consistently in the future. Only the changes taking place in the principle or method if the new version in some way improves reported financial results. If such changes are to be implemented, then the members of the organization need to make sure, consistency is promoted (Alsabba & Ibrahim, 2013)

Modernization of Production and Services –. Human resource management and training are regarded as crucial for the modernization of the processes of recruitment and selection (Torrington, Derrick, & Hall, 2005). In the present existence, with the advent of modernization and globalization, individuals are making use of scientific and innovative methods in the processes of recruitment and selection. Therefore, it can be stated, modernization of production and services is regarded as an important principle of recruitment and selection (Torrington, Derrick, & Hall, 2005)

 

 

 

LIST OF REFERENCES

 

1.                   Acarlar, G., & Bilgic, R. (2012). Factors influencing applicant willingness to apply for the advertised job opening: the mediational role of credibility, satisfaction, and attraction. The International Journal of Human Resource Management, 50-77.

 

2.                   Alsabba, M., & Ibrahim, H. (2013). Recruitment and Selection Process and Employee Competency Outcome: An Important Area for Future Research. Human Resource Management Research, 82-90.

 

3.                   Beselie, P. (2010). Strategic Human Resource Management. McGraw-Hill Higher Education

 

4.                   Boloisi, W. (2005). Human Resource Management; Theory and practice. Boston: McGraw Hill Education

 

5.                   Carrol, M., & Marchington, M. (2003). Recruitment in small firms – processes, methods, and problems. Employee Relations. 236-250

 

6.                   Edward Nartey, D. (2012). Recruitment and Selection Practices of Organization: Cas study of the HSC Bank. 10-15.

7.                   Grobler, P. (2006). Human Resources Management in South Africa (2nd Ed). Thompson Hall pp 737 – 746.

8.                   Harris, M. (2000). Human Resource Management – A Practical Approach (2nd Ed). Harcourt Inc. pp 124 – 166

9.                   Kapur, R. (2015). Importance of Recruitment and Selection. 15-20

10.               Kheller, C. (2017). Recruitment Policy & Procedures

11.               Morse, B., & Popvich, P. (2010). Realistic recruitment practices in organizations: The potential benefits of generalized expectancy calibration. Human Resource Management Review.

12.               Mullins, L. J. (2009). Management and Organizational Behavior. Person Education

13.               Torrington, Derrick, & Hall. (2005). Human Resource Management, (6th Ed). Pearson Education: pp 124-158