Analysis of the Role of Recruitment and Selection †Free Samples

Question: Discuss about the Analysis of the Role of Recruitment and Selection. Answer: Introduction In this paper, there will be performed a significant analysis of the role of recruitment and selection in the effective human resource management, developing and leading people. The recruitment and selection is pivotal in several aspects as it is the central part of the human resource management activities such as rewards, development and acquisition of the workforce. There are several approaches to recruitment and selection that are contrasting in nature. The theorists and researchers have developed these theories as per their individual researchers and viewpoints (Stahl, et al., 2012). There will be highlighted the importance of having a systematic approach to recruitment and selection in the organisations for attracting competent employees. There are still some sorts of issues in the effective application of recruitment and selection practices. The report will throw lights upon these issues such as discrimination, etc. The later part of the report will explain the rise of the comp etency framework of recruitment and selection and will offer insights regarding the fair practices, involvement of social media and e-recruitment practices. Contrasting approaches to recruitment and selection in theory and practice As per Costello, recruitment can be understood as the set of processes and activities that are used for legally appointing a good number of competent and skilled individuals at the right time and at a right place so that the organisation can be benefitted for short term and long term interest. Selection can further explained as the processes or approach which is involved in selecting the most suitable and competent candidate out of all the applicants for the required job profile. Together, the authors explained recruitment and selection as the process of penetrating for the potential employees and encouraging and motivating them to apply for the vacancies in the business organisations (Cappelli and Keller, 2014). For this specific purpose of recruitment and selection there is a worldwide recognized systematic approach which is considered as the most suitable way of having efficient recruitment and selection in the organisations (O'Meara and Petzall, 2013). In such a challenging world , it is essential that the approach used for the hiring process must be systematic in nature. The first and the most vital part in the systematic approach is the job identification, in which the organisations must ensure that the potential candidates can identify the job opportunity easily and in an accessible manner. The second part is appropriate job description so that there are all the relevant details mentioned related to the job profile. Other key aspects in the systematic approaches for recruitment and selection includes skills inventory, job posting strategy, interview, selection and orientation (Rothwell and Kazanas, 2011). The authors have emphasized upon the advantages of taking use of the systematic approach such as improved reach to the potential candidates, selections of competent individuals and faster recruitment and section process (Brewster and Mayrhofer, 2012). There are numerous issues in the recruitment and selection which ultimately results in increased rigidity of the process. The primary issues highlighted by the various authors comprises of the primary issue of out-dated recruitment strategies as there are organisation that still take use of the strategies which are very much ineffective in the present time. It can be stated that a directionless recruitment and selection strategy can only yield poor outcomes for the organisations. other issues and increased rigidity is because of the internal recruitment by the means of promotions from within as if the organisations fill the vacancies through internal promotion then it results in restricted ideas, conflicts and issues at the workplace. There are also issues that arise because of nepotism. It is one of the biggest issues that have been identified by the researchers in their studies in the process of recruitment and selection (Ponzo and Scoppa, 2011). Nepotism can be explained as the pr actices adopted by the executive or the HR managers that have certain power to offer jobs to their relatives, friends or the known irrespective of the fact that they are relatively less competent in comparison with other potential candidates applied for the job. All such issues bring increased rigidity in the organisations and the process that have a negative implication upon the recruitment and selection function and the organisational efficiency. To resolve the issues and challenges of recruitment and selection, the authors have highlighted the practice of competency approach by the organisation and the mangers in the recruitment and selection process. A competency is related with a job, role, function or task. It is the behaviourally defined characteristic that demonstrates a superior and efficient performance across the range of specific roles or tasks in order to accomplish the objectives (Ahsan, Ho and Khan, 2013). The competency based selection and recruitment has its emphasis on the identification of those individuals that can evidence and benchmark those behaviourally established characteristics that are essential for the achieving efficient performance in the specific job role (Sanghi, 2016). In the process of the recruitment and selection there are various points of fetching information instead of just one and this allow the organisations to gather a more clear picture of the competence and sustainability of the cand idate in the organisations (Arthur, 2012). The outcomes of the competency based approach to selection and recruitment is that it offers successful and effective investment of the expertise, money and the time (Hudson, 2017). With this framework, the organisation will be clear about the required competencies and skills for the job profile will provide a good fit among the jobs and the individuals, staff and the managers, help in matching the requirements of eth jobs and the abilities and skills of an individuals and having effective evaluation of the staffing need and work demand (Vazirani, 2010). There has also been analysed by the authors that there are several new and innovative ways of recruitment that comprises of online recruitment, social media usage and e-recruitment. The rise in the usage of internet has probably increased in the last decade and it has become one of the most recognized developments in the field of selection and recruitment and the best way to attract the applicants for the jobs (Rees and French, 2016). As per the researches and the data it has analysed that seventy five percent of the organisations have started taking sue of the social media, corporate websites and online methods for the recruitment and selection. There are not many evidences that shows there are produced improved and qualitative outcomes through online recruitment but still it is the best way to have expanded reach. The two major aspects are involvement of social media and e-recruitment practices. There are few of the extremely well-known sites which have their strong participation i n the recruitment of candidates for the organisations. Facebook, Twitter, LinkedIn and few other are the renowned social media platforms that have the most signified presence of candidates as well as companies for accomplishing the recruitment process (Shafique, 2012). The next vital practice is e-recruitment which is also known as online recruitment. E-recruitment is the practice of taking use of the web-based technology and the resources for the purpose of acquiring, fascinating, assessing, hiring and interviewing the potential personnel. The primary purpose behind taking use of the e-recruitment is to reduce the financial and administrative burden of the organisations and to have an extended geographical reach and access to wider pool of talent. In the e-recruitment, there are other companies or businesses that work on the behalf of the other business corporation that are in search of potential candidates. These recruitment companies advertise the vacancies on various sites and o ffer adequate instruction through which the interested candidates can apply for the job. The individuals themselves have huge interest in applying for jobs through e-recruitment as it is the most accessible means of recruitment. The authors have identified several benefits of these recruitment and selection ways such as low cost, wider reach, no geographical limits, convenient way, required less time and increased efficiency (Latkin, et al., 2013). In the recruitment and selection techniques and approaches there is an essential need of taking care of three vital aspects that includes cost, effectiveness and fairness. These are the key factors that are vital for both the organisations and the candidates. The retention and sustainability of the employees completely depends upon the fairness aspect of the recruitment and human resource practices. If the organisational recruitment processes are influenced by nepotism or unfair practices then it wont be able to have competent workforce as well as there will be a workplace with number of conflicts (Ponzo and Scoppa, 2011). The second aspect is effectiveness which illustrates that it is essential that the recruitment process or approaches smut be effective in nature which can offer improved outcomes. It has been analysed that the online recruitment is effective in faster access but as per the analysis of the results shows that it does not give quality results. Thus, there must be effe ctiveness as well as efficiency in the end outcomes. The third aspect is cost, the organisation are required to invest a lot of capital for the purpose of recruitment and selection. But many a times the organisations do not get valuable results as compared to the cost they have exhausted. Thus, there are various means which are highly cost effective that comprise of online recruitments, virtual recruitment and selection, social media, website sourcing, etc. Thus the modern and contemporary organisations must take use of these platforms to save the cost invested on the recruitment and section approaches (Abraham, et al., 2015). Few of the literature also highlight the dominant role of recruitment in reducing or increasing the issues related to discrimination at the workplaces. There are various cases and real life examples from the corporate world that shows the presence of discrimination issues. At the time of recruitment and selection, there are people that take use of unethical approaches while recruiting the candidates that are the basis of generating discrimination issues in the organisations. The first and the primary discrimination is on the basis of gender as the executive hire the candidates by keeping a awful approach of recruiting the male candidates only on priority as they have a irrational mind set that the females are less competent or skilled in comparison with male employees (Van den Brink, 2010). Thus, it increases the issue of gender discriminations. Even after recruitment, at the time rewards and recognition such issues carry forward. Other recruitment discrimination is on the basis of d isability and age as the companies tend to recruit employees who are young in comparison with recruitment of adult and elderly employees as they have a mind-set that they are less energetic and techno-savvy. The companies also make discrimination on the basis of an individuals disability that ruins the brand image of the organisations as well as it also backs by eliminating a more competent employee. Thus, all such discrimination at the workplace are the result of unfair recruitment approaches and it is essential to eliminate such practices and have a more ethical and fair recruitment and selection practices so that there can be attracted the potential, competent and skilled employees for the job (Hurrell and Scholarios, 2011). Conclusion Recruitment and selection approaches have a significant role in the success or failure of the organisations as it the vital aspect of human resource management and the sustainability of the companies. From this report it can be concluded that several authors have highlighted the importance and benefits of having a systematic approach of recruitment and selection so that there can be a gathered attention of more talented candidates. From the insights of the paper it can also be stated that the organisations must have their focus on innovative recruitment practices such as taking sue of e-recruitment, social media, web resources, etc. so that they acne have a better geographical reach and wider access to talent (Bratton and Gold, 2012). The role of competency approach is also increasing day by day and by implementing this approach the organization can increase the efficiency of the recruitment and selection practices. From the overall analysis, it is also concluded that having fairness , equity and parity is a must to avoid the existence of discrimination in the organisation so that the companies can have a better brand image and improved and competent workforce. References Abraham, M., Kaliannan, M., Mohan, A.V. and Thomas, S., 2015. A Review of Smes Recruitment and Selection Dilemma: Finding a'Fit'.The Journal of Developing Areas,49(5), pp.335-342. Ahsan, K., Ho, M. and Khan, S., 2013. 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