Journal Critic on The Impact of Recruitment and Selection Criteria

on Organizational Performance

Group Members:
Von Andrew M. Cruz
Pamela Blanca Macalam
Sheena Madarang

The article was conducted to assess the impact of the

Recruitment and Selection Criteria on the performance of an
organization. Recruitment and selection are important human
resource practices for every successful organization. The effectiveness
of these HR practices determines whether they have a positive or
negative impact on organizational performance. The study was
conducted to investigate the impact of recruitment and selection
criteria on organizational performance of the Fidelity Bank Plc, Lagos
Nigeria. Therefore, this study sets to examine the effect of recruitment
and selection criteria on performance using Fidelity Bank Plc as
population of interest. This makes it possible for individuals taking
part in training and development programs to have a more engaging
and educational interactive learning experience.

As one of the most important aspects that Human Resources

manage, it is relevant to conduct the study in order to highlight the
importance and the factor of having an effective recruitment and
selection criteria to the success of an organization. Having this kind of
study contributes to the improvement in establishing the criteria of
recruitment and selection. There were two assumptions being
identified in the study to mention Recruitment and selection criteria
have significant effect on organization’s performance, and the more
objective the recruitment and selection criteria, the better the
organization’s performance.

Human resources is among the most important changes in the

field of organizations. People are essential to enterprises because they
bring different perspectives, values, and characteristics to the
workplace and if these people are skillfully handled, these human
characteristics may be very advantageous to the firm. National
University of Ireland (2006) stated that the ability of a company to find
and recruit high-quality employees at all levels is necessary for the
success of the company. While a poor appointment can have negative
effects outside the organization in which it is made, a successful one
can yield outcomes that have a positive impact on the wider
dimensions of the organization and this is really true. It is because
Human Resource is critical in developing, reinforcing, and changing
an organization's culture. Pay, performance management, training
and development, recruitment and onboarding, and reinforcing the
company's values are all important aspects of business culture that
HR oversees.

Recruitment is the process of searching for a prospective

employee. It allows the organization to pick who are the best fit for the
organization, people that have potential and people that will give
impact to the organization. According to the paper, recruitment and
selection are the vital functions of human resource management for
any type of business organization. We agree to this because in a
corporate world human resource management needs to select and to
filter people that would fit to an organization. This is because the
business relies on the employees. As we all know, employees are the
ones who work for the business, therefore they are also one of the
most important elements of a business. Without them, all plans will
just be plans and all strategies will just be strategies because it will
not be implemented if no one will work for it. By recruiting and
selecting the wrong and incompetent candidates, it will give the
company a negative cost. We think that the statements are agreeable
because recruitment is important to a company when they are hiring.
When recruiting you need to find applicants that could have an
impact on the organization because it would be useless to hire
someone who does not have something to contribute to the company.

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. It allows the organization to assess the
applicant’s suitability to the organization. It can be seen as a process
of rejection because it rejects a lot of applicants and this can be
interpreted as a negative function of a business. Yes, it could be a
negative function of selection but with this negative function of
selection it allows the organization’s cost to be put not into waste.
Selecting the right candidate can be a difficult task but, in the end,
the people who work for the organization holds its reputation.

The author also tackled that there are many recruitment

approaches that could be used. Some of it are employee referral,
campus recruitment, advertising, recruitment agencies/consultants,
job sites or portals (e.g. onlinejobs.ph, upwork and etc). With these
approaches it allows the organizations to search and attract job
applicants. Human Resource managers tend to combine two or more
of these recruitment approaches. However, not all of the approaches
work well in every job position, company’s employer brand, recruiting
team, and recruiting budget. Every approach has its own advantages,
disadvantages, benefits, and limitations.

The study used Resource Based View Theory, Human Capital

Theory and Equity Theory as the foundation for this study. According
to Barney's Resource Based View (2001), organizations can achieve
long term competitive advantage when they have a human resource
pool that cannot be replicated by its competitors. Businesses should
continuously assess their workforce to ensure that they have the right
people with the appropriate skills in the right places to maintain their
competitive advantage. As put forth by Adam Smith (1723-1790) in
Teixeira (2002), the concept of the Human Capital Theory is that
because humans are fixed capitals just like machines because they
possess both talents and useful qualities that have a real cost and
produce returns. Equity Theory by Adams (1963), states that the best
recruitment and selection criteria in the organization is that which
portrays the firm as Equal Opportunity Employer or an employer that
doesn’t discriminate employees based on their sex, religion,
nationality, race or disability.

Any research project heavily relies on its methodology. Its

accomplishment relies on how well-designed and efficient the method
performed. This study used a survey research approach, and data
were gathered using a structured questionnaire. One hundred and
thirty (130) of the one hundred and two (132) questionnaires that were
distributed were properly filled out and returned. Both descriptive and
inferential statistics were used to analyze the data. The relatedness of
the hypothesis was examined using the Chi-square method. With the
study's objectives, information is gathered from a variety of sources,
the respondents of the questionnaires that were distributed and
accomplished.

The results from the questionnaire indicate that the one

hundred and thirty (130) respondents strongly agree that the bank
has a policy for their recruitment activities. Out of the 130
respondents, 46.2% of the respondents agreed that the recruitment
and selection process affect the organization’s performance. The
outcome of the hypothesis test revealed that the organization's
performance is significantly influenced by the recruitment and
selection processes (X2 = 35.723; df = 3; p 0.05). The performance of
the organization improves as recruitment and selection criteria
become more objective (X2 = 20.007; df = 4; p0.05).

From the result of the study, it is clear that the findings

revealed that recruitment and selection are crucial to any
organization. Data was analyzed and it shows that the article proves
the assumptions made. The study's discoveries and findings, together
with previously published data, show that hiring and selection
practices have a significant impact on an organization's performance.
In consideration of the research findings, the study generates
recommendations that an organization may take into deliberation.
These recommendations are therefore made to help make this policy
more effective appropriately employed.

The study recommended that the organization should focus on

long term consistent performance rather than short term. The study
suggests limiting employee referrals as this may lead to partiality and
occasionally hiring of people who may not make a significant
contribution to organization. As the study suggest, quality should not
be compromised while developing or implementing recruitment and
selection criteria. When it comes to determining an organization's
performance, hiring and selecting the right employees is crucial if
such organizations want to succeed. The study also suggests that
organization should adopt a fair, transparent recruitment and
selection process in order to derive a competitive advantage.