Student Name: Pertaub Nitish Roy

Lecturer: Mr. Indeeren Vencatachellum

Course: LM 505 MBA General
Module: Managing Human resources
Student ID: 2121834
Date: 09/03/2022

Critically analyse the recruitment and selection process that an

organisation should adopt in today’s business context.

Employees are the most important stakeholders in an organisational setting. They determine
the performance of an entity through productivity and commitment to its operations. For this
reason, it is important for any organisation, to be conscious of the personnel engaged in its
operations. Failure to pay close attention to the hiring process will imply that a firm engages
the wrong employees, and this results in the collapse of the entity in the long run. The selection
process for both the internal and external recruitment purposes have to cater to the best interests
of the organisation. It is vital that the management team follows the selection process
effectively to engage the most suitable candidates for the job.
Recruitment and selection process in an organization is important in order to attract an effective
workforce. This is important because it would determine the business success and would affect
the whole organization operation. One of the most valuable assets in an organization is the
employees.
Recruitment
Recruitment is defined as the process of attracting individuals on a timely basis, in sufficient
numbers, and with appropriate qualifications, and encouraging them to apply for jobs with an
organization. here are two main stages of recruitment. Firstly, strategic planning is needed to
define the objectives and goals of the organization. Next, human resource planning is needed
to identify the whether there is surplus or shortage of workers or just enough workers to achieve
the organizational goals.
Selection
Selection is the process of choosing from a group of applicants the individual best suited for a
particular position and organization. The vital goal of selection is to hire the candidate who is
most suitable for the job duties and the culture of the organization. Using the right selection
methods and delivering them effectively is important. Human resource managers can determine
effective selection tools with the job when job analysis is carefully done. Proper selection of
candidates can reduce the cost of training because qualified candidate can perform well and

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achieve organizational goals. Selection can also reduce employee problems in the organization
such as labour turnover and absenteeism.

Recruiting methods
Internal recruiting methods are employee database, employee referrals, job posting and job
bidding. Employee database is able to show the organisation whether current employees have
the required qualifications for filling the vacancies. Furthermore, an employee referral is when
employees mention someone who is capable and suitable for the job opening to the recruiter.
Job posting is a procedure of letting employees know there is a job vacancy whereas job bidding
is a procedure that employees who believe that they possess the required qualifications to apply
for the vacant position.
There are several external recruiting methods. The methods commonly used are media
advertising, job fairs, internships and employee agencies.
Media advertising is a popular method. The organisation can put up its employment needs
through various advertising means such as newspaper, internet, radio and television. Other than
that, job fair is a recruiting method used by employers to attract large number of applicants to
one location for interviews. Internship is where students are hired by an employer for a period
of time into professional or technical position that relates to their area of study and prepare
them for the workforce. Employee agencies are organisation that aids to recruit employees and
also help individuals to find for jobs.

Selection process
 Step 1 -The first step of selection process is preliminary interview. This step is to
eliminate obviously unqualified candidates. The HR manager can conduct this step via
telephone, video or virtual job interview. Telephone interview is commonly used as it
saves time.
 Step 2 -The next step in selection process is review of applications and résumé.
Evaluation of the applications of employment is done by the employer to determine
whether the applicant is suitable for the position.
 Step 3 -Subsequently, the organization will administer some test such as work sample,
job knowledge, psychomotor abilities test, vocational interest, and personality. Work
sample test is used to test the ability of an individual to perform task that represent the
job itself. Job knowledge test are used to test the applicant’s knowledge on duties of the
job applied. Psychomotor abilities test assesses the strength, coordination and agility of
the applicant. Vocational interest test is used to test one’s satisfaction or interest on the
occupation. Personality test measures trait, temperaments and characters of the
applicants.
 Step 4 -Employment interview is the oral examination of candidates for employment.
The employer will exchange conversation with the applicants to evaluate them. There
are two types of interviews; structured and unstructured. Structured interview asks
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 about questions related to the job whereas unstructured interview ask open-ended
question. There are also four methods of interviewing which are one-on-one, group,
broad and multiple interviews.

 Step 5-Following the employment interview, investigation of the applicants’

background and reference are done to determine the truth of information stated.
Previous employment, education verification, criminal history and personal reference
check are some elements to verify.
 Step 6 -Next, selection decision is conducted. This is the most crucial step in the
process. Candidate with the best qualification would be recruited by the organization.

Advantages and Disadvantages of Recruiting Methods

 Promotion from within- By using the internal recruitment source, the company
eliminates the cost of advertising, interviewing, training and development since the
current employee has familiar with their works. One of the disadvantages of promotion
from within is limited choice for the company. The selection of applicants is forced to
be done from a limited pool. Due to this, the quality of applicant may need to be
sacrificed and resolved in applicants that have less qualification.
 Online Recruiting-The advantage of e-recruiting is that it saves cost on promoting
company vacancy because it is free for companies since it is placed on their website.
Secondly, it is also easy to place an online advertisement. HR Managers don’t need an
in-depth knowledge on IT since most job sites and CV database are user-friendly. By
using the external recruitment source of online recruiting, it is also time-consuming
because it will generate many unqualified candidates. The human resource managers
will waste time trying to filter and sift out all of the unqualified candidates. When they
are choosing candidates, they will become confused because there are too many
candidates.
 Media advertising- The reason that companies use this method is newspaper
advertising can appeal to a wider audience. Those audiences have different
backgrounds, specialized knowledge and experience. Companies can refer to their
viewpoint and try to apply in their business. It can also help to fill the vacancies fast.
However, there are many disadvantages for advertising too. Advertising will waste a
lot of money. It will not be cost-effective. It is also time-consuming because it will
generate many unqualified candidates. The human resource managers will waste time
trying to filter and sift out all of the candidates. When they are choosing candidates,
they will become confused because there are too many candidates.
 Career Fair- Through this career fair companies have the chance to meet up large
number of applicants in a short time. Besides, this fair allows the employers to meet
their potential employee face to face, exchange information and impress them.
However, there are some cons on job fair too. One of the cons is during the job fair the
environment may be very noisy and overcrowded. This could affect the recruiting

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 process. Besides, it is time consuming, the employers may meet a lot of unqualified
employees and it may take some time to filter the unqualified employees.

Recruitment and selection process is important for an organization to achieve its goals. When
the right people are selected, the employee will produce productive results and stay with the
organisation longer hence having a low employee turnover. If selection is not carefully done,
the employee may make mistake which leads to a financial loss. It also wastes the time of
human resource managers to go through the recruitment and selection process again.

References:

Significance of Recruitment and Selection. [Online] Available at:

https://www.ukessays.com/essays/business/significance-of-recruitment-and-selection-
business-essay.php

5 Reasons Why Every Organization Needs A Recruitment and Selection Policy [Online]
Available at : https://www.yoh.com/blog/5-reasons-every-organization-needs-a-
recruitment-and-selection-policy

Critical Analysis of Company Selection Processes [Online] Available at:

https://www.ukessays.com/essays/human-resources/critical-analysis-of-company-selection-
processes.php