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According to, Graham and Bennett the ,recruitment is the first part of the process of filling a vacancy; and includes the examination of the vacancy, the consideration of sources of suitable candidates, making contact with the candidates and attracting applications from them.
H. Graham and R. Bennett, (1995). Adds however that, in order to recruit new employees there needs to be a vacancy that needs to be filled; either from internal or external source. The internal sources give the company an advantage as they motivate the employees and provide an opportunity for improvement of themselves and increase the chances of getting a promotion. Whereas external sources vary from one business to another as there exists a process that should be followed so as to be successful in the business market.
According to the international journal of Career Management Volume ,recruitment encompasses all organizational practices and decisions that affect either the number, or types, of individuals who are willing to apply for, or to accept, a given vacancy, Volume 7: Number 3 Â· 1995 Â· 3-13.
Cornelius, 2001, says that we now operate in global economy with many leading organisation operating internationally, recruiting, selecting and working with a diverse workforce not only locally but around the world to sell their services and products to diverse customers, which shows that most of the successful organisations in the business word are aware of the recruitment importance.
Recruitment is thus the key to a growing and successful company. Great companies are built by great people and the hardest thing is finding the right person, Thus recruiting requires strategic planning and an classic recruiting system to be successful in the search of top employee. Therefore, recruiting new people needs to be an efficient and well a organised plan with the managers effort and attention.
The recruitment process is an important function in any organisation's future development plan from the management point of view and it is therefore necessary for a high standard of management style.
To improve the performance of companies and organizations.
To come up with the most successful recruitment.
To find out the impact of recruitment in an organization
To fill a vacancy with the suitable person
To find out how good recruitment strategy can affect the performance
To find out how the recruitment and selection cost be reduced
To know the Benefits got from recruiting both local and international employees for any organization.
In the recruitment process, a clear strategy shall be needed of which it shall be intellectual enough to bring the candidates to the organisation. The Human Resource managers will be expected to have a clear idea of the job market and the knowledge of the job the candidates shall be applying for the job positions in the organization.
According to the career development international, vol. 13 issue 3, 2008, The recruitment strategy cannot be expected to change everything; rather it should show the current status and the potential improvement for the future of the organization.
The recommended steps to be followed for any organization that need to recruit new people, are as those mentioned by (Cornelius, 2001)
Identify the need to recruit
When a vacancy comes, the manager shall have to be aware of the suitable position needed, and how that place could be occupied. The flexibility of the requirement of the job shall have to be considered before a decision to recruit is made.
The importance of flexible working where identified by Cornelius, ( 2001) ,flexible working will enables organizations to attract and retain employees with diverse needs provided that those employees will be treated as fairly and equitably in respect of contract terms, conditions of service and training opportunities as core employees
Analyses the requirement;
This will be considered as the most effective stage in the recruitment process, The aim of any organization shall be filling a vacancy with the suitable person.
Collecting information will be one of the main recruitment and selection process as follow.( Cornelius, N, 2001)
Job analysis: It will give the chance to the potential applicants to assess themselves for the job and provides a scale for judging achievements.
Role analysis: will identify how flexible the person shall be with the work, and how could he perform with others.
Attributes analysis: it will be important to the company, to know how skilled the candidates are.
Competency analysis: this will be concerned with expectations of workplace performance and the standards individuals will be expected to attain; it will also be concerned with behavioural competencies and the characteristics people bring to work role( Cornelius, 2001)
Select the right person:
Numerous applications will be received when a vacancy comes up. Interviewing the applicants would be a good procedure to know more about the person. The response to the interview questions shall give clear image if the candidate will be suitable for the job or not.
Recruitment strategy will not only important to the private organisation but also it takes the attention from the government as it is an issue that could affect the labour market. Social security is a major challenge to national development plans, but is a top priority in state plans as a strategic option of paramount importance,
This concept was the draft recruitment strategy in Saudi Arabia to deal systematically with the challenges faced by the labor market, as there were a high unemployment, and to overcome the structural imbalances and the development of competitive human resources, and became the headline of the project and hot events in the economic field, as it is to discuss the issue of a comprehensive national all standards.
The aim of the Ministry of Labor of this strategy is to fill employment of the labor force, and the continuous increase in the contribution of national human resources, and improve worker productivity to match the local worker productivity in the developed economies, Riyadh Newspaper, 7 Oct 2009.
Recruitment and selection costs
Recruitment cost depends on the recruitment process used. Employing people will cost money. A decision to employee someone is equivalent to an investment decision costing thousands of pounds (Cowling,& Mailer, 1998).
The cost will not only be financially but also, the necessity of the efficiency and experienced managers in the company. The most actions that will have a greater cost in the organization will include surveys.
Surveys will be considered as an important official issue having both the advantages and disadvantages in the entire organisation. The main disadvantage is that the survey needs a lot of efforts to be done by the surveyor as well as the accuracy and how it has been organised.
The best known advantage of survey is that, it is as an appropriate way to get the direct response from the people straight away to the organisation.
From Cornelius, point of view, however, on the cost of recruitment and selection, the cost of the recruiting and selecting the right person can be high to the manager both in financial and non-financial term.
The recruitment cost will include:
The cost of the recruitment and selection process.
Costs of training the selected person to undertake a full and contributing role to the organization.
The costs of recruiting the wrong person.
Another costly issue will be raised from selecting the right person, which shall requires high attention from organisation as there are interviews to the candidates (Cornelius. 2001)
The cost of advertising of any vacancy will be another considerable issue that might cost the organisation The most popular method of recruitment is to advertise the vacancy and invite candidates to apply to the company, according to Graham & Bennett (1995
A statement of issues related to access
Due to the high ate of unemployment; the company shall expect receiving many applications. Since the competition is high between the candidates a selection requirements are needed for the organisation.
Many of the educated people will be applying to the company; Graduate recruitment will be a tough challenge for the increasing number of employers who have realized that the future of their organizations will depends on the recruitment and selection of the best among an increasing number of graduates in different disciplines from a wider range of higher education institutions.
A statement of the ethical implications of this research
According to Branine, (2008) the number of people entering higher education in the UK has more than doubled since mid 1980s, but many employers are still unable to recruit the types of employee they really need.
One of the effective ways to select the suitable candidate will be interviewing the applicants. Almost every employer shall include a face-to-face interview as part of the selection process. The initial selection interview would be delegated to a recruitment agency or local job centre, but most employers would be reluctant to take on new employers without having met them in person. (Foot and Hook. 2002).
Organizations need to be smart before putting money into any recruitment process. This can be done by evaluating and coming up with the best process.
The organizations will benefit from the improved and effective recruitment strategies suggested by the study and enables them generate more revenue and thus increase performance in their organizations. Increased performance will lead to increased gross domestic product. Employment and benefit to the government and society.
The recruitment and selection have been identified as an important sector in the human recourses, as all the organizations are aware of the importance.
However, there are a questions listed below that could lead to further research:
How can good recruitment strategy affect the performance?
What might be the benefits form recruiting international employees for any organization?
How could the flexibility in the work effect positively on the employees?
How could the recruitment and selection cost be reduced?
Why is interviews important is the selection process?