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Analysing the Effect of Recruitment and Selection on Job Performance

According to Daniel & Metcalf (2001), recruiting is part of the over-all management function of staffing that serves a major role player in ensuring that company strategies will be implemented. Spencer (2004) also emphasized that staffing requires both the process of attracting and selecting prospective personnel’s capabilities and

competencies with the company position. It is perhaps the most important function because it is the starting point in the whole HR process. Its importance is noted by Drucker (1992) as he said that “every organization is in competition for its most essential resource: qualified, knowledgeable people” (Drucker 1992). Recruitment is defined as the process of discovering, developing, seeking and attracting individuals to fill actual and/or anticipated job vacancies (Sims 2002). It has three general purposes: to fulfill job vacancies; to acquire new skills; and to allow organizational growth. There are several factors which influence recruiting efforts namely: organizational reputation, attractiveness of the job, cost of recruiting, recruiting goals and recruiting philosophy (Sims 2002). Organizations project an image to the community and it determines the attractiveness of the company to qualified employees. It may either be a potential barrier or a significant advantage depending on the ability of the HR team to effectively advertise its job vacancies. The second factor is attractiveness of the job which refers to the job description. Any job that is considered as interesting, dangerous, stressful, low-status, low-paying or lacking in promotion potential will have a hard time attracting the right people. Cost is also an important factor because recruitment is expensive to the organization. Thus, every company needs to assess the costs involved in each proposed methods of recruitment. The fourth issue is recruitment goals of the program which have to serve many different purposes. However, the overall purpose should be to fulfill the definition mentioned earlier. The last issue to be considered is the recruitment philosophy which depends on the emphasis of recruitment

The wrong selection process can lead to frustration. because it is evident that the company places such high value to its employees as seen in the progressive status. It is a critical process for the organization because good selection decisions ensure the company of their financial investments in their employees (Dean & Snell 1993). Selection interview plays a vital role in HR functions.practices. low morale and a waste of time and financial resources. Moreover. can be aligned better as to compare with other companies in the same industry and its HR practices. With the current modernization that the world experiences these days. and it can be argued that all candidate behavior in interviews can be looked on as impression . Assessing the possible contributions of prospective employees during hiring period gives the employers an idea of how an applicant will perform in the business. though not entirely wrong because it has yielded such good results. The purpose of the interview is such that it inevitably raises the individual's awareness of being judged. This is manifested through the high level of loyalty shown by its staff and the recruitment of new employees by recommendation of the existing staff members. Selection is the partner of recruitment in HR planning. depth of commitment in seeking and hiring a diverse range of employees and the ethical aspect of fairness in the recruitment process (Sims 2002). documentation. an effective selection also decreases the risk of lawsuits of either discriminatory or criminal in nature. Each organization has a selection system. Business executives at present place high value on predicting the quality and efficiency of the work force early on as more and more companies continuously practice the administration of examinations during job applications. The recruitment process of the company. repetitive training. efficiency and productivity has always been a major concern in the competitive business environment. wherein the applicants are subjected to both the basic criteria of an employee in the organization and the specific criteria for the job description. This process is important to be investigated in Dell Inc.

other researchers will come up with powerful findings relevant to the employment selection interview. albeit with varying degrees of consciousness.management. and success. research on the interview continues and will continue as long as it is a widely used technique. However. comparatively few studies have actually related candidates’ personality characteristics to interview assessments.html#ixzz24Y6egUfq .typepad. Read more: http://ivythesis. Thus. control. Many interviewers see it as their task to assess the interviewees’ personality (as well as their ability. Outside the narrow and occasionally blinkered world of I/O psychology. intelligence and suitability in the organization). such as completing the application form and doing preparatory work--both of which are likely to affect what goes on in the face-to-face interaction. This would extend to activities that take place before the interview itself.com/term_paper_topics/2011/02/analysing-the-effect-ofrecruitment-and-selection-on-job-performance.