Recruitment and Selection in Companies

RECRUITMENT AND SELECTION

INTRODUCTION

Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation (Terpstra 1994, p.)

In most organisations, the people in charge often claim "people are our most important assets". By such claims, they pass on the message that the work force of the organisation constitutes the most important component of the system. (Santrupt 1992, p.70)

Recruitment and selection goes hand in hand as most time the former always comes before the latter. At different point in time organisations requires employee to fill in a space due to different reasons ranging from expansion, vacancies and many more known to the organisation.

Recruitment and selection plays a big role in the growth and stability of each organisation in the sense that the quality of employees the organisation selects from the recruitment process determines the value that will be added to the organisation. Hence, organisations are now deploying new and better techniques to ensure the right people are selected for the right job.

Most times after the recruitment and selection process, organisations start to notice some flaws ranging from selecting the wrong persons that proved to be the best for the job during the process or assigning the wrong job to someone who would have been productive doing another job and all this could have been avoided if better recruitment and selection strategies have been put in place.

We will be going into the strategies used by organisations for recruiting and selecting the right employee and trying to see if they apply in all cases.

WHAT IS RECRUITMENT AND SELECTION

The recruitment and selection process is concerned with identifying, attracting and choosing suitable people to meet an organisation's human resource requirements. They are integrated activities and ‘where recruitment stops and induction begins is a moot point' (Anderson 1994, p.190).

Recruitment is said to be positive in its approach as its aim is to draw a pool of potentially qualified applicants as opposed to the selection process seen as negative because it narrows down and eliminates applicants leaving only the best to be appointed (Randhawa 2007,). Therefore, a useful definition of recruitment and selection would be ‘searching for and obtaining potential job candidates in sufficient numbers and quality so that the organisation can select the most appropriate people to fill its job needs'(Dowling and Schuler 1990,p.)

Recruitment must be tailored to suit selection criteria, thereby if the wrong recruitment request is passed as opposed to different HR manager's