Recruitment and Selection in HRM

  As stated in the previous blogs, employment is one of the most crucial aspects in staff management, as it is a permanent activity and an essential condition of creating an organization (Denisa, 2017) . According to (Bach, 2005) , competitive advantage of an organization can be measured by quality of products, services, therefore, the best products and services offered to customers can be a result of the brains behind them, in other words, the employees of an organization. Thus, it is pivotal to have a sound and well-defined recruitment and selection policy in place that would help the process select the best fit candidate for the applicable job opportunities. Selecting the wrong candidate or rejecting the right candidate could have a costly impact on the organization, thus, it is important that organizations evolve in order to deal with the challenges associated with the recruitment and selection process. According to (Nagarajan & Fathima, 2014) , it has become a challenge ...

  Over the years, there has been an upward trend in globalization where economies around the world are interlinking to promote foreign trade through connectivity and technological advances (Carnevale & Hatak, 2020) . Therefore, organizations rely on their employees to gain a competitive advantage in the industry and market. According to (Collins, 2021) , this is strongly related to the efficiency of an organization’s human resources and human resource management which includes tasks such as strategic recruiting, employee training, worker relations, employee satisfaction and many more. These practices or policies are set to improve work quality, engagement of employees and organizational efficiency (Khan & Abdullah, 2019) . Organizational performance according to (Anwar & Balcioglu, 2016)   is the degree of achievement of the mission at an organization that builds up an employee job. Organizational is challenging due to its many standards such as sustainability, ...

  In an era of competitive advantage, growth, and competition in areas such as attracting talent the function of recruitment has been viewed as a pivotal or critical function (Breaugh, 2013) . (Chang & Chin, 2018) states that recruitment acts as a channel of discovering and attracting potential candidates to apply for existing job opportunities. Recruitment procedures are solely dependent on the nature of the organization as well as the position that candidates are seeking. The most crucial part of the structure of the recruitment process lies in the decision to start the recruitment procedure. Several studies in the past have debated the recruitment process from several viewpoints. (Wanous, 1978) states that the most important goal of the recruitment process will be to attract the largest number of employment seekers. Furthermore, (Singh & Finn, 2003) states that organizations have relied on traditional methods of recruiting employees through employee referrals, newsp...

  Selection in HRM Selection is the process of choosing the right candidate for the right job opportunity. According to (Opatha, 2009) “selection is the process of making the choice of the most suitable applicant from the pool of applicants recruited to fill the relevant job vacancy.” Furthermore, (Yoder, 1972) states that it is a process where candidates are divided into two classes whose who will be offered employment and those who will not. Moreover, (Koontz & O'Donnell, 1972)  states that “Selection is the process of choosing from among the candidates, from within the organization or from the outside, the most suitable person for the current position or for the future position.” Selecting the proper candidate is helpful in building a suitable workforce and therefore, its significance is crucial and an important function in an organization. The risk of improper selection would result in labor absenteeism and a high turnover rate. Selecting a suitable candidate is...

  A key determinant of an organizations competitive advantage and effectiveness is in its ability to efficiently recruit and hire capable and skilled employees to its workforce. Therefore, it is crucial that organizations and businesses find multiple ways to attract job applicants. According to (Mohammed, 2019) , “The success of every organization depends on the vital value of the experience, skills, innovativeness and intellectual capital of its employees and efficient and effective recruitment by human resource personnel give rise to the generation of an organization’s intellectual capital.” Recruitment is the process of finding and attracting qualified, skilled, and suitable individuals to apply for a job opportunity in an organization. According to (Ofori & Aryeetey, 2011) , recruitment is considered a process of generating a pool of individuals who are competent and skilled to apply for an employment opportunity. It is the process of discovering, developing, and seeking ...

  Clearly identified job responsibilities and duties are not just essential but important ingredient in order to lure employee contributions. Employees, the essential resource for any organization and their effort, motivation and contribution is connected to how and the way they perceive their job. (Ilgen & Hollenbeck, 1991) defines a job as a set of task elements grouped under a specific job title is designated to be performed by a specific individual. At the heart of every HRM activity is the need for accurate job information. However, in recent years the fundamental uses of a job analysis have become blurred. According to (Palmer & Valet, 2001) and (Schneider & Konz, 1989) job analysis is focused on the collection of work-related information for the specific job as it has existed in the past or currently does exist. Furthermore, (Oswald, 2003) and (Siddique, 2004) states that a job analysis “can be viewed as the hub of virtually all human resource management a...