Appointing New Staff

(Selection & Recruitment)

Recruitment is the process of identifying, screening, short listing and hiring of the
potential human resources for the purpose of filling up the positions within the organizations. It
is the central function of human resource management. Recruitment is the process of selecting
the right person, for the right position at the right time. The educational qualifications,
experience, abilities and skills of the individuals need to be taken into consideration when
recruitment takes place. It is the process of attracting, selecting and appointing potential
candidates to meet the needs and requirements of the organizations. Recruitment takes place
internally, i.e. within the organization and externally, i.e. from the usage of external sources.
Internal factors include, the size of the organization, recruiting policy, image of organization and
image of job. External factors include, demographic factors, labour market, unemployment rate,
labour laws, legal considerations and competitors. Efficiency in the recruitment processes
generates productivity and builds a good working environment and good relations between the
employees (Recruitment and Selection, 2016).

Selection is the process of picking or choosing the right candidate, who is most suitable
for the job. It is the process of interviewing the candidates and evaluating their qualities, which
are necessary for a specific job and then selection of the candidates is made for the right
positions. The selection of right candidates for the right positions will help the organization to
achieve its desired goals and objectives. When selection of the employees takes place, it is vital
to ensure that they possess the desired qualifications, skills and abilities that are required to
perform the job duties in a well-organized manner (Recruitment and Selection, 2016).

Recruitment is called a positive process with its approach of attracting as many

candidates as possible for the vacant positions. It is the process of identifying and making
potential candidates to apply for the jobs. On the other hand, selection is called a negative
process with the elimination of many candidates as possible. There are numerous individuals,
who apply for the jobs, but selection is made only of those individuals, who are qualified and
proficient. Selection is important, the reason being, hiring of good resources can help in
increasing the overall performance of the organization. Both the processes of recruitment and
selection are considered important for the effective functioning of the organizations and they
take place simultaneously. They are imperative for growth and development of the organization
(Recruitment and Selection, 2016).

Principles of Recruitment and Selection

The principles of recruitment and selection have been stated as follows :

The first point to identify about recruitment is that it is a process with a number of key
stages, all of which work in co-operation to improve one’s chances of finding the best candidates
available for any advertised position. The candidates are required to go through various stages
and they are given certain tasks or go through various rounds of interviews, which they have to
accomplish in order to get selected. In some cases, final round of interviews, include only two
people, one is selected and the other one gets rejected.
It is worth giving indications that in terms of leading, guiding and managing employees,
if one is not recruiting the best people available, then it is always going to be challenging to
manage them on daily basis.
Another general rule is, when seeking to fill any job vacancy, one should always consider
the internal candidates that could be encouraged to the available post and then recruit externally
for the junior position.
Too often senior managers pay less attention to the recruitment process and only become
actively involved when a senior post is being filled, or at the end of the process for the final
interview. This is an error and one should be concerned with the eminence and appropriateness
of every employee, who joins the business.
It is often assumed that interviewing is something that any experienced manager can
carry out. It involves open ended as well as close ended questions. Interviews can be conducted
by anybody, but it is important that individuals can do it well, if they are appropriately trained
and possess effective communication skills. It is not worthwhile to conduct interviews without
acquiring proper training.
There are many legal issues that are associated with the recruitment process and it is
necessary for all the individuals to familiarise oneself with the relevant legislation. It is vital for
the members of the organization to become familiar with the policies and procedures that are
required in the recruitment and selection processes.
Factors affecting Recruitment and Selection
The factors affecting recruitment and selection are organized into the internal and the
external categories.

The internal factors have been stated as follows :

1. Size of the Organization

The size of the organization is one of the most important factors affecting the
recruitment process. To develop business, recruitment planning is mandatory for hiring
more resources, which will be crucial in the management of future operations.
2. Recruitment Policy
Recruitment policy of an organization, includes hiring from the internal or
external sources of organization. It is an important factor, which affects the recruitment
process. It identifies the objectives of recruitment and provides a framework for the
implementation of recruitment programs.
3. Image of the Organizations
Organizations having a good positive image in the market can easily attract
competent and proficient resources. Maintaining good public relations, providing public
services, and leading to goodwill of the organizations, definitely helps an organization in
improving its reputation in the market, and thereby draw the best possible human
resources.
4. Image of Jobs
Just like the image of the organization, the image of jobs contribute a critical role
in the recruitment and selection processes. Jobs having a positive image in terms of better
remuneration, promotions, recognition, and amiable working environment with career
development opportunities are considered as the characteristics to arouse interest and
enthusiasm within qualified candidates.

The external factors have been stated as follows: (Recruitment and Selection, 2016).
1. Demographic Factors
Demographic factors are related to the characteristics of potential employees such
as, their age, religion, educational qualifications, gender, occupation, economic status,
and place of location.
2. Labour market
Labour market exercises control on the demand and supply of labour. For
example, if the supply of people having specific skills and abilities is less than the
demand, then the hiring will require more efforts. On the other hand, if the demand is
less than the supply, then hiring will be relatively more manageable.
3. Unemployment rate
If the unemployment rate is high in a specific area, hiring of human resources will
be simple and manageable, as there will be an increase in the number of applicants.
For various job positions in all types of organizations, large number of applications
are received. In contrast, if the unemployment rate is low, then recruiting tends to be
difficult due to lesser number of resources.
4. Labour laws
Labour laws reflect the social and political environment of the market, which are
created by the central and the state governments. These laws dictate the
compensation, working environment, safety and health regulations, and the job duties
of the workforce, for different types of employments. As the governments undergo
transformations, there are transformations that come about in the labour laws.
5. Legal considerations
Job reservations for different castes such as Scheduled Tribes, Scheduled Castes,
and Other Backward Classes are the best examples of legal considerations. These
considerations, passed by government, will have a positive or negative impact on the
recruitment policies of the organizations.
6. Competitors
When organizations in the same industry are competing for the best qualified
resources, there is a need to analyze the competition and make provision of the
resources packages that are finest in terms of the industry standards.
7. Equal Opportunity
 When recruitment and selection of the employees take place, then it is vital to
take into consideration, equal employment opportunities for the individuals. Equal
opportunity results when all the applicants are treated on an equal basis and
consistently at every stage of recruitment. There should not be any discrimination
against anybody on the basis of factors, such as, caste, creed, race, religion, ethnicity,
gender and socio-economic background. Fairness and justness is of principal
significance in the recruitment and the selection processes (Klug, 2017).

The elements in the recruitment and selection processes have imperative contributions to
make in helping find most suitable candidates for the given posts. The elements have been
stated as follows :

1. Job Vacancy
The first step is when vacancy arises within the organization. One should be
aware of the vacant positions and by when they should get filled with capable
employees. Job vacancy enables the individuals to determine the factors, such as,
redesigning, or initiating part time employment opportunities for the individuals. In
some cases, vacant positions may get filled with qualified candidates rapidly, whereas
in others, it may be a time consuming process. One should implement measures to
reduce the risks associated with recruitment. The existing employees should see that
there is a potential career path within the organization, which may motivate them to
stay longer.
2. Job Analysis
Two main factors need to be taken into consideration regarding job analysis. First
is expectation of the employers from their employees, within the organization, the
employers have certain expectations from their employees regarding performance of
job duties, and they expect them to inculcate the traits of regularity, diligence,
resourcefulness, conscientiousness and creativity. The other areas that need to be
taken into consideration are the characteristics of the job. These include, training,
work experience, skills and knowledge, physical attributes, personality traits,
communication skills and personal circumstances. Development and utilization of
 well-structured questions based on the profile of the employees will help in getting
the better insight of the true personality of the candidate.
3. Attracting Candidates
In attracting candidates for the jobs, there are two important sources that need to
be taken into consideration, internal recruitment and external recruitment. In the case
of internal recruitment, the following advantages are, it reduces recruitment costs,
internal employees are already familiar with all the aspects of the organization, its
goals, objectives etc. It can act as a motivating factor for others in the business by
displaying that it is possible to acquire promotional opportunities and the employers
are already familiar with the person, within the organization. Sources of external
recruitment includes, websites, advertisements in newspapers, journals, magazines,
recruitment agencies, consultants, employment fairs, and seminars.
4. Screening Candidates
The purpose of the screening process is to narrow down the field, so that one is
able to spend more time with the candidates for formal interviews. Large numbers of
applications are received for the positions, and all the applicants are not called for the
interviews, hence, it is vital for the employers to screen the candidates to select the
most suitable ones for the interviews. In the number of applications received,
screening is done on the basis of factors such as, educational qualifications,
experience, skills, and so forth. When this process has been effectively implemented,
only then the screening process takes place. After the screening process is
implemented in an adequate manner, then interviews are organized for the candidates.
5. Interviewing Candidates
The important aspects that need to be taken into account for interviewing
candidates include, ensuring that proper notice is given regarding the date and time of
the interview, ensuring that the candidates are aware that they should reach the
premises on time, ensuring that they are clear where to go and whom they should
contact on arrival and ensuring that they are aware of the documents that need to be
brought along in the interview. These aspects contribute in preparing the candidates
on the complete basis for the interview. The employers or the interviewers need to
review the resume and all the job applications before interviewing the candidates. It is
 vital to implement time management skills for the interview processes, so that they
can be completed on time.
6. Selecting and Appointing Candidates
The methods of selecting and appointing candidates are different in various
organizations. The procedures generally include the steps, such as, the selection of the
candidate, verbal communication of his or her appointment, medical completed if
appropriate, sending of appointment letters and signing the contract. Selecting and
appointing candidates depend upon the urgency of getting the vacancy filled. When
job vacancies are to be urgently filled, then selecting and appointing of candidates
may take place immediately after the interviews. In some organizations, candidates
are appointed on an immediate basis, after their selection and other formalities, such
as giving appointment letters or signing the contract.
7. Induction and Training
Induction is the process of receiving and welcoming of the employees, after they
have been selected and providing them the required training needed to settle down
adequately. Induction has three aims, to smooth the early stages, when everything is
likely to be extraordinary and unfamiliar to the new employees. To establish a
positive attitude of the organization within the mind-sets of the employees, so that
they are likely to stay for a long term and to obtain effective output from new
employees in short period of time. Training is referred to making use of methods and
strategies to enhance the awareness, knowledge and information among the
employees. Various training methods include, role plays, vestibule training, field
visits, and lectures. The employees should receive on the job and off the job training
to generate information regarding history, personnel, goals and performance of job
duties. The main purpose of training is to balance the needs and requirements of the
organizations and human resources.
8. Employee Evaluation
Monitoring the performance of the employees is an essential aspect within the
organization. It is necessary to evaluate the employees from time to time in order to
monitor enhancement of productivity and their performance. The methods of
employee evaluation help in identifying the limitations and the measures that are
required to get implemented to improve them. Monitoring the performance of the
employees is stated as an on-going activity and new employees can be trained in a
better way to enhance productivity. The evaluation process can tell whether the
recruitment process is working efficiently or are there any changes and
transformations that need to be brought about. The main purpose is to ensure that the
quality of the employees get enhanced that are recruited within the organizations.
This is imperative to improve employee productivity and to achieve the
organizational goals and objectives.