Published
by Just-Web Research Institute [3rd January, 2018]
THE EFFECTS ENCOUNTERED BY ORGANIZATIONS
IN THE RECRUITMENT AND SELECTION OF STAFF
Deedenwii, Bariture Neele
ND, and D.cl
+2347012543482
and +2349050517580
Abstract
This
work examines the effects recruitment and selection of staff in an
organisation. Recruitment and selection is described as “the set of activities
and processes used to legally obtain a sufficient number of qualified people at
the right place and time so that the people and the organization can select
each other in their own best short and long term interests. In other words, the
recruitment and selection process provides the organization with a pool of
potentially qualified job applicants from which judicious recruitment and
selection can be made to fill vacancies. More so, this work seeks to examine
the effects of recruitment and selection of staff, the objectives are To find
the best talents for the vacancies, Manage the recruitment sources, Manage the
vacancies in the organization, Run the internal recruitment process, Building
the strong Marketing platform, Co-operation with local amid international
universities, Provide feedback about the trends in the job market; sources of
recruitment are Advertisement on Notice
Boards, Employment Bureau/Management Consultants, Government Agencies, News
Media, Internet Recruiting, Internal Sources of Recruitment, External Source of
Recruitment. Out of the rest, the following recommendation was made; Refresher
courses must be organized for employees for them to be abreast with trends in
the ever growing market. This will also go a long way to help staff contribute
to the success of the bank.
Keywords: Organisation, Recruitment,
Selection and Staff
INTRODUCTION
Johnny (2003) defines recruitment and
selection as “the process of placing employable applicants at the disposal of
an organization to select the best from it to fill their vacancies.” An office
manager (formally called a secretary) is one who is trained to perform
secretarial, business and administrative functions of an office. His duties
include word processing, filing, and correspondence handling, meeting
organization, minutes and report writing, evaluation of junior staff performance,
organizing the office, identifying systems/procedures for job performance,
personnel and physical factors affecting office jobs.
For an organization to employ suitable office
managers, it must put sound recruitment policies in place. The policies must
specify educational qualifications, experience, job specification, personnel
specification, performance evaluation, training and retraining scheme,
promotion discipline/discharge. Staff recruitment, especially that of office
managers is not without problems. (French, 2008)
When an organization recruits and select the
right calibre of workers, its productivity will certainly increase thereby
enhancing profitability. With the recruitment and selection of the appropriate
quality of staff into an organization, resources will be optimally utilized.
Such an organization will have a vibrant management team to drive it to
success. Staff will be regularly trained to acquire modern business knowledge,
skills and attitudes needed for job performance. There will be provision of
appropriate tools, incentives and a stimulated work environment for enhanced
job performance. (Katz, and Kahn, 2006)
However, there are problems associated with
the recruitment and selection of workers. They include wrong choice of
advertising media, lack of a clearly defined recruitment and selection policy,
no indication of job description and personnel specification in the
advertisement. Others may include non-disclosure of the name/location of the
organization, use of unqualified personnel to conduct the interview, and
exploitation of candidates either before or during the interview. The above
facts are some of the problems affecting the recruitment of office managers
which necessitate the research study.
One major problem affecting the recruitment
and selection of staff is the use of unqualified personnel to conduct
interviews. Staff is specialists in their own field and only experienced
professionals in that discipline could interview and select the best candidate
and not generalists as usually the case in organizations. Wrong recruitment and
selection instrument are used. This situation often results in the employment
of unqualified office managers who cannot work toward the achievement of
organizational success. (Ngu, 2000).
Another worrisome issue associated with the
recruitment and selection of staff in an organisation is their exploitation of
candidates during the interview. There are stories that many private companies
use interviews as bates to satisfy their sexual urge. Interviewers,
investigations revealed, would purchase fried chickens/food items, keep them in
separate rooms close to the interview venues. Female candidates who enter the
separate rooms would be rated as suitable candidates for the jobs. Some male
candidates may be required to pay specified sums of money before employment. (Mitchell, 2003)
There are also indications that staff is
denied appropriate salary grade/levels commensuration with their positions and
status during interviews. Many employers who do not understand the
contributions of staff perceive them as “never-do-wells” in schools. Managers,
therefore, denigrate them, oppress, suppress and deny them of career
development, promotion and election to the management cadre even when they can
do better. All of the issues raised prove that the problem affecting the
recruitment and selection of staff actually exists in organisations (Tobias, 2007).
MEANING OF RECRUITMENT
Recruitment is described as “the set of
activities and processes used to legally obtain a sufficient number of
qualified people at the right place and time so that the people and the
organization can select each other in their own best short and long term
interests. In other words, the recruitment process provides the organization
with a pool of potentially qualified job applicants from which judicious
recruitment can be made to fill vacancies. Successful recruitment begins with
proper employment planning and forecasting. In this phase of the process, an
organization formulates plans to fill or eliminate future job openings based on
an analysis of future needs, the talent available within and outside of the
organization, and the current and anticipated resources that can be expended to
attract and retain such talent (Whiston, 2002).
Recruitment means the search for the
prospective employee to suit the job requirements as represented by
specification–technique of job analysis.
It is the first stage in recruitment which makes the vacancies known to
a large number of people and the opportunities that the organisation offers. In
response to this potential applicants would apply for the vacant positions. The
process of inviting job applicants and selecting and hiring the best out of
them to fill vacant position is called recruitment (Winslade, & Monk,
2007).
Beach (2001) has defined recruitment as the
development and maintenance of adequate manpower resources. It involves the
creation of a pool of available labour upon whom the organisation can depend
when it needs additional employees.
MEANING OF
SELECTION
Selection is the process of picking or
choosing the right candidate, who is most suitable for a vacant job position in
an organization. In others words, selection can also be explained as the
process of interviewing the candidates and evaluating their qualities, which
are required for a specific job and then choosing the suitable candidate for
the position. The selection of a right applicant for a vacant position will be
an asset to the organization, which will be helping the organization in
reaching its objectives.
The Selection is
the process of choosing the most suitable candidate for the vacant position in
the organization. In other words, selection means weeding out unsuitable
applicants and selecting those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization. However,
selection is a process of steps for observing and screening the most suitable
candidates for the available positions. This process itself may be carried out
by various phases (Joshi, 2013).
Furthermore,
the process of selection is to pick up the right person from among provided
candidates for the position. Final interview, making decision on appointment
and the appointment are made in selection process which is directly followed by
the recruitment step.
SOURCES OF RECRUITMENT AND SELECTION
There are other
media of finding the professional secretary to fill vacant position in the
office. Such sources according to Joel (2011) are:
1. Advertisement on Notice Boards: This is, no doubt, a good source of
recruiting and selecting staff. The advantage is that it is less cost intensive
but still it has its drawbacks. However, this is not a good medium to recruit
the professional secretary as so many persons without the requisite
qualifications will apply.
2. Employment Bureau/Management Consultants: This is
another popular means of recruitment and selection. In this method, the
recruiter and selecters is required to send details to the bureau to cross
check with their applicant or even discuss the sourcing with a consultant who
will start the process of visiting the organisations and obtaining necessary
information before commencing the search. In some cases, depending on the level
of understanding, a bureau may even have the authority to screen applicant on
behalf of the recruiter.
3. News Media: Advertisement through newspapers, radio and
television has become common source of recruitment. Radio and television
jingles are becoming more and more popular as they have the potential of
reaching the target faster than any other advertisement medium.
4. Internet Recruiting and selection: Today, the internet has assumed prominence as
a primary source through which employers reach job and applicants. The
astronomical growth in internet use is a major reason for this. It is estimated
that there are more than 160 million internet users in the U.S and 1.2 billion
worldwide (Jackson and Mathis, 2004).
5. Internal Sources of Recruitment: Internal recruitment is yet another source of
recruitment for virtually all positions and is less expensive. This means recruiting
a staff that is already in the employment of the organisation to the post of
the office manager. This may be through promotion or re-assignment of duties.
This source however is not effective for the post of the secretary where new
skills and ideas are required.
6. External Source of Recruitment and Selection: Direct recruitment and selection at schools
is perhaps the most affect techniques of all in recruiting and selecting
workers, because it provides selectivity opinions of lectures and teachers concerning
the abilities personality and character of students available. This is a good
source for recruiting the professional’s secretary.
IMPORTANCE OF RECRUITMENT AND SELECTION
Recruitment and Selection is an important process
because hiring good resources can help increase the overall performance of the
organization. In contrast, if there is bad hire with a bad selection process,
then the work will be affected and the cost incurred for replacing that bad
resource will be high.
The purpose of recruitment and selection is to
choose the most suitable candidate, who can meet the requirements of the jobs
in an organization, who will be a successful applicant. For meeting the goals
of the organization, it is important to evaluate various attributes of each
candidate such as their qualifications, skills, experiences, overall attitude,
etc. In this process, the most suitable candidate is picked after the
elimination of the candidates, who are not suitable for the vacant job.
The organization has to
follow a proper recruitment and selection process or procedure, as a huge
amount of money is spent for hiring a right candidate for a position. If a
selection is wrong, then the cost incurred in induction and training the wrong
candidate will be a huge loss to the employer in terms of money, effort, and
also time. Hence, selection is very important and the process should be perfect
for the betterment of the organization. Other importance of
recruitment and selections are;
v It
is cost-effective and reduces a lot of time and effort.
v It
helps avoid any biasing while recruiting the right candidate.
v It
helps eliminate the candidates who are lacking in knowledge, ability, and
proficiency.
v It
provides a guideline to evaluate the candidates further through strict
verification and reference-checking.
v It
helps in comparing the different candidates in terms of their capabilities,
knowledge, skills, experience, work attitude, etc.
A
good recruitment and selection process helps in selecting the best candidate
for the requirement of a vacant position in an organization.
RECRUITMENT AND SELECTION PROCESS FOR STAFF IN ORGANISATION
Jackson and Mathis (2004) defined recruitment
as the process of choosing individuals who have needed qualifications to fill
job vacancies in an organisation. An organisation is less likely to succeed
without qualified employees. Whereas, Mchugh (2009) think that recruitment is a
process of gathering information and deciding who should be hired under legal
guidelines for the best interest of the organisation and individual.
The two definitions have some similarities.
First, it is a process of putting together qualified applicants. Secondly, it
is a means of determining suitable applicants among qualified ones for purpose
of employment. Recruitment could therefore be defined as a platform of choosing
the best applicants among other qualified ones, following a laid down
procedures to fill vacant or existing position in a work place. In recruitment
process, there are certain stages involved in which management has to be
careful in following in order to make a more precise recruitment, these stages
are:
1.
Initial Screening: When an
advertisement for a job is made known to the applicants, people start trooping
in for the position advertised. Those without the specific qualification still
come for the job in case there is another job opening in the organisation which
they can fill in. It is then necessary for the firm to conduct initial
screening. Anybody could be appointed to conduct initial screening by asking
anyone that comes for the job at the reception the job he/she is interested in.
2.
Blank Application: When an
applicant satisfy the organisation that he possesses the qualification needed
for the job, the applicant is given blank applicant to enable the organisation
to obtain vital information on the applicant like the age, birth address,
educational background, work experience, interest, marital status, etc.
3.
Interview: Paradoxically, the interview is the most
frequently used but least valid recruitment method (Op et al Mayers, 2006).
Nevertheless, if well conducted, an interview act as the normal process of
introducing strange face to the organisation of which he is to be a part of.
EFFECT OF
RECRUITMENT AND SELECTION OF STAFF IN AN ORGANISATION
Many organizations spend
considerable resources and time to recruit and select new talent. From
conducting candidate searchers to encouraging staff on boarding, the whole
process of finding qualified staff who will maintain the right cultural fit for
an organization takes a lot of effort. With so much money invested, companies
should be looking for the most effective recruitment and selection methods to
hire new staff. However the following are the effects of recruitment and selection in an
organisation, they are;
v It is expensive: Some recruiters and can ask up to 30% of the new employee’s salary.
Furthermore, a retainer firm can be expensive in the long run if they fail to
bring in qualifying candidates.
v Mixed priorities: Some firms work on commissions, meaning that their priorities and focus
may be different to an employer’s.
v It is easy for these agencies to place
candidates where they do not belong or in the same positions as their previous
ones.
v Competition: Large companies pay more to get the best talent. That means small
companies will have to compete for the rejected candidates.
v It
can dent employee morale if hiring managers fail to select the referred
candidates.
v A
company risks introducing a culture of ‘like-mindedness’. In the long run,
there could be a limit on the number of different ideas, viewpoints, and
opinions managers receive.
v When
a company loses one employee, they may lose even more. In other words, if a
referred employee is fired, the employee that referred them may quit as a
protest to the firing.
v There
is a high chance unqualified applicants will apply for the advertised job
position.
v Offers
no guarantees that a hiring manager will find the ideal candidate for the job.
v Since
people are applying online, it is possible that hiring managers will find
qualified candidates who are not within a favored location.
v It
is possible to miss out on passive candidates.
CONCLUSION
Recruitment in any organization is a serious
business as the success of any organization or efficiency in service delivery
depends on the quality of its workforce who was recruited into the organization
through recruitment and selection exercises. It is important for managers to
understand the objectives, policies and practices used for recruitment. More
importantly, those responsible for making recruitment decisions should have
adequate information upon which to base their decisions. Organization’s human
resource policies and practices represent important forces for shaping employee
behaviour and attitudes. In view of the findings, the study suggests that in
designing and instituting recruitment criteria quality should not be
compromised.
This is more so as the right type of labour
is hard to come by. Furthermore, given that organizational environment is ever
changing, the organisation management is implored to constantly evaluate the
suitable recruitment methods on the basis of their validity, impartiality,
scope of usage, and cost. The focus of recruitment is to match the
capabilities of prospective candidates against the demands and rewards inherent
in a given job. For this reason, organisations devote considerable resources
and energy to creating high quality recruitment systems. Recruitment and selection
process is important practice for human resource management, and is crucial in
affecting organizational success. The quality of new recruits depends upon an
organization's recruitment practices, and that the relative effectiveness of
the selection phase is inherently dependent upon the calibre of candidates
attracted.
RECOMMENDATIONS
From the study it is realized that
recruitment is of great importance to every organization, though an integral
part of human resource planning and development, it application and operation
and challenges makes its practise quite difficult. These recommendations are
therefore made to help make these practices more effective.
1.
All applicants must be treated fairly; issues of favouritism should be
avoided while giving the chance to all.
2.
Employee referrals though a good idea should be minimized to cater for a
certain number of people rather than a whole scale opportunity. That gives room
to favouritism and at times employment of individuals who might not contribute
meaningfully to organizational output.
3.
The human resource department should appraise employees to help them
give off their best and help improve performance of employees. This will always
keep employees on their toes to give off their best.
4.
Refresher courses must be organized for employees for them to be abreast
with trends in the ever growing market. This will also go a long way to help
staff contribute to the success of the bank.
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