Employee Resourcing

 HRM - Recruitment and Selection


Figure 1: Recruitment

Introduction

Recruitment and selection stand as indispensable pillars within the realm of Human Resource Management (HRM). They assume a pivotal role in the construction of a skilled and highly efficient workforce (Kapur, 2018). By embracing best practices and unwavering commitment to legal and ethical standards, organizations can secure the necessary talent to achieve their strategic goals, thereby safeguarding and enhancing their competitive advantage in the market.

 Key Steps in Employee Resourcing

      • Advertising 
        • Internal 
        • External 
      • Selection process
      • Hiring Process
      • Induction/Orientation
      • Placement
      • Socialization         

Recruitment

Main Objectives of Recruitment

  • To identify and access human resources channels and potential talent pools.
  • Attract a suitable pool of prospective candidates.

Job Analysis (JD+JS)

Figure 2: Job Analysis

Advertising

  • The process of sourcing and engaging highly qualified individuals to express their interest in employment opportunities.
  • The process of actively seeking potential candidates and motivating them to submit applications for employment within the organization.


Methods of Recruitment

        Internal                                          External

        Transfers                                       Social Media
        Promotions                                   Newspaper Advertisements
        Job enlargement                          Job Fairs
        Job Rotation                                  Head Hunting
        Re-recruiting/Jon Referrals         Recruitment Agencies

Selection 

  • The process of selecting the most qualified candidate from the applicant pool to fulfill a job vacancy.
  • The process of categorizing job applicants into two distinct group (Those to be extended employment offers and those not selected for the position.)

Organization Expectation from Selection

Organizations look to the selection process to be a strategic tool that not only fulfills immediate job requirements but also sets the stage for ongoing value creation and growth, meeting both current and future business needs (Gusdorf, 2008).

 Trends in Recruitment and Selection

  • E-recruitment
  • Mass Mailing
  • Video Conferencing
  • Outsourcing
  • Use of Personality Tests
  • Walk in Interviews

Hiring Process

Reviewing applications - The application review process is a critical step in identifying the most suitable candidates for further consideration. It requires attention to detail, a clear understanding of the job requirements. 

Selecting right candidates for interview - Candidates for interviews should be selected based on close alignment with job requirements and relevant qualifications. 

Testing for suitable candidates - Assess candidate suitability through job-related skills and behavioral assessments. (Interviews, Background Checks, Criminal Records, Personality Tests etc.) 

Selecting Candidate - Select the best-qualified candidate based on a comprehensive evaluation of skills, experience, values, and potential for success. Choosing the most suitable, qualified candidate. 

Hiring - Match the ideal candidate to the job by assessing qualifications, skills, and cultural alignment with the organization.

Employee Induction

Figure 3: Job Induction

  • Provides a suitable platform to understand the day-to-day activities of a particular organization. And helps to understand the culture of the organization. 
  • Helps employee to undergo each and every phase of environment of the organization and an introduction to his team and others about the organization. 
  • Main intention is to get the feel of self-belongingness and work comfortably in the new culture among new employees.

Placement

  • Allocation the right individuals with suitable job roles.
  • Placement, encompassing the initial assignment of new hires, promotions, transfers, or demotions of existing staff.
  • While it may seem straightforward to position selected candidates into advertised roles, the process of placement is multifaceted.
  • Many organizations institute a probationary period for new hires, during which their performance is closely observed. If a recruit struggles to adapt to their role and delivers subpar results, the organization may explore reassignment options.

  • The duration of the socialization process varies, with its length contingent on entrants' adaptability to the organizational environment. It is influenced by their willingness and capacity to acclimate efficiently.
  • As new employees enter an organization, they often experience a sense of unfamiliarity due to new surroundings, superiors, and colleagues. It is incumbent upon management to facilitate employee orientation, ensuring a seamless socialization process for swift adaptation to the organizational culture (Korte, 2007).

Conclusion

Recruitment, selection, placement, introduction, and socialization are indispensable components of organizational success. Recruitment locates and attracts talent, while selection assures compatibility. Placement optimizes resource allocation, and introduction and socialization cultivate a harmonious and integrated workforce (Daniel, Abba and Midala, 2014). Collectively, these processes boost productivity, engagement, and cultural alignment, driving long-term organizational growth and effectiveness.

Reference list 

Daniel, A., Abba, A. and Midala, A. (2014). Recruitment, Selection and Placement of Human Resource in Adult Education Organisation: Implications for the Management of Adult Education Borno State Nigeria. Online), [online]

Available at: https://core.ac.uk/download/pdf/234636481

[Accessed 31 October 2023].

 

Gusdorf, M. (2008). Recruitment and Selection: Hiring the Right Person. [online]

Available at: https://www.shrm.org/certification/educators/Documents/Recruitment%20and%20Selection%20IM

[Accessed 31 October 2023].

 

Kapur, R. (2018). Recruitment and Selection. [online]

Available at: https://www.researchgate.net/publication/323829919_Recruitment_and_Selection.

[Accessed 31 October 2023].

 

Korte, R. (2007). The Socialization of Newcomers into Organizations: Integrating Learning and Social Exchange Processes. [online]

Available at: https://files.eric.ed.gov/fulltext/ED504550.pdf.

[Accessed 31 October 2023].

 

www.youtube.com. (n.d.). YouTube. [online]

Available at: https://www.youtube.com/watch?v=ZXfR8sWhurk

[Accessed 31 October 2023].

Comments

  1. Zeinab Ahamed HRMBA30 October 2023 at 22:47

    Well, this highlights the complex procedures of recruitment and selection, precisely mentioning that they go beyond simply filling job openings. It also involves ensuring that the candidates align with the values and culture of the organization. informative article

    ReplyDelete
  2. Aravinda Fernando MBA293 November 2023 at 21:52

    A great blog with a great conclussion for a topic which is highly highlighted....
    One of the utmost umportant factor and you did a great job of explaining all the corner of it....

    ReplyDelete
  3. Rasika Gardihewa3 November 2023 at 22:05

    Your blog post provides valuable insights into the complex process of employee resourcing, and I found it informative and well-researched. It's evident that a strategic and thoughtful approach to recruitment, selection, and on boarding is crucial for organizational success. Keep up the excellent work!

    ReplyDelete
  4. Mohamed faiz MBA 294 November 2023 at 01:15

    Measuring and analyzing your blogs performance is crcial for understanding what works and whats doesn't

    ReplyDelete
  5. Deshani Kannangara4 November 2023 at 04:03

    An informative and well-organized blog. Keep up the good work!

    ReplyDelete
  6. HR MAB Fazil Farook 20238 November 2023 at 13:05

    This blog is well-crafted with an in-depth look at the critical HR functions of recruitment and selection. It's informative, with a focus on best practices and contemporary trends.

    ReplyDelete
  7. HRMBAPriyantha28 November 2023 at 05:52

    Effective employee resourcing ensures that an organization has the right personnel to drive its objectives, adapt to changing business needs, and maintain a competitive edge in the marketplace. It involves strategic planning, proactive talent management, and the continuous development of human capital within the organization.

    ReplyDelete
  8. Merril John28 November 2023 at 23:08

    Your exploration of employee resourcing as a strategic endeavour rather than a routine process underscores its significance in shaping the trajectory of an organization. The emphasis on aligning workforce planning with business goals is particularly noteworthy, highlighting that effective employee resourcing is not just about filling positions but about building a talented and agile workforce that propels the organization forward.

    ReplyDelete
  9. Roshani_HR_MBA_B291 December 2023 at 22:54

    Planning, hiring, and managing employees to achieve organizational goals is the dynamic and strategic role of employee resourcing in HRM. It necessitates a comprehensive strategy that upholds moral and legal obligations while taking the organization's present and future demands into account.

    ReplyDelete
  10. Anuradhi Welideniya3 December 2023 at 08:50

    Your blog on employee resourcing in HR is a well-structured and informative resource. Your insights shed light on the Strategic importance of effectively managing and optimizing human capital. Great contribution!

    ReplyDelete

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