Recruitment and selection

                                                                                                                 Source : researchleap.com(2017) 

Recruitment and selection is an important operation in HRM, designed to maximize employee strength in order to meet the employer's strategic goals and objectives. In short, recruitment and selection is the process of sourcing, screening, short listing and selecting the right candidates for the filling the required vacant positions.

The scope of recruitment and selection.

The scope of recruitment and selection is very wide and it consists of a variety of operations. Resources are considered as most important asset to any organization. Hence, hiring right resources is the most important aspect of recruitment. Every company has its own pattern of recruitment as per their recruitment policies and procedures.

The scope of recruitment and selection includes the following operations:

• Dealing with the excess or shortage of resources. 
• Preparing the recruitment policy for different categories of employees.
• Analyzing the recruitment policies, processes and procedures of the organization.
• Identifying the areas, where there could be a scope of improvement.   
• Streamline the hiring process with suitable recommendations.
• Choosing the best suitable process of recruitment for effective hiring of resources.

Any organization wants it future to be in good and safe hands. Hence, hiring the right resources is very important task for any organization.

Types of Recruitments

For any organization, staffing is a crucial part of emerging and upholding an effective and efficient team. A good staffing plan will cut down the wastages of time and money, which would have experienced for wide training and growth of unqualified resources.

Internal Source of Recruitment   

Internal bases of employment refer to appointment employees within the group internally. In other words, candidates looking for the diverse position are those who are presently employed with the similar organization.

At the time recruitment of teams, the initial contemplation should be given to those staff who are presently working within the organization. This is a significant source of staffing, which delivers the chances for the growth and utilization of the current resources within the organization.

Internal source of recruitment are the best and the coolest way of choosing resources as presentation of their work is previously known to the organization.

Followings are more on the numerous internal source of recruitment.

• Promotions
• Transfers
• Recruiting former employees
• Internal advertisements
• Employee referral
• Previous applicants

Advantages of the internal sources are as follows:

* Its humble, easy, quick and cost effective

* Not necessary of induction and training, as the candidates already known their job and       responsibilities.

* It inspires the employee to work hard and rises the work relationship within the organization.

* It helps in developing employee loyalty towards the organization.

Disadvantages of hiring applicants through internal sources: 

* It stops new hiring of possible resources. Occasionally, new resources bring ground breaking ideas     and new rational on to the table.

* It has incomplete scope because all the vacant positions can not be filled.

* There could be problems in between the employees, who are promoted and who are not.

* If an internal resource is promoted or transferred, then that position will remain vacant.

* Employees, who are not promoted, may end up being unhappy and demotivated.

External sources of recruitment

• Direct recruitment
• Employment exchanges
• Employment agencies
• Advertisements
• Professional associations
• University recruitments
• Word of mouth advertising

The profits are as follows,

* It inspires new chances for job seekers

* Organization stamping increases over external sources

* There will be no biasing or partiality between the employees

* The scope for choosing the right candidate is more, since of the large number applicants appearing

 The difficulties of employing through external sources are as follows,

* This procedure put away more time, as the selection process is very lengthy.

* The cost experienced is very high when likened to recruiting through internal sources.

* External candidates demand more remuneration and benefits.

Finally, better recruitment and selection strategies result in improved organizational outcomes. The more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied employees. In addition, the effectiveness of an organization's selection system can influence bottom line business outcomes, such as productivity and financial performance. Hence, investing in the development of a comprehensive and valid selection system is money well spent.

References,

Tutorial point. Recruitment and selection (Online) Available at www.tutorialspoint.com/recruitment_and_selection/recruitment_and_selection_tutorial.pdf. Accessed on 07th May 2021.

Wisdom jobs. Recruitment and selection (Online) Available at www.wisdomjobs.com/e-university/recruitment-and-selection-tutorial-2682/types-of-recruitment-27165.html. Accessed on 07th May 2021.