Recruitment and Selection process

 

 

 

 

 

 

 

 

 

 

 

 

Recruitment and Selection process at

 

 

 

 

 

 

 

Human resource department is one of the very critical departments inside the organization. This is mainly because the overall management and retention of the employees is is the core duty of the human resource department. Recruitment and selection are considered as very crucial decisions for the human resource department. This is mainly because hiring the right employees at the right designation at the right time can lead to high efficiency for the organization. According to Mello (2006), employees are an asset to an organization and the sustainability of an organization is directly correlated with the efficacy of the employees. This implies that if the employees of an organization are committed towards their jobs and the organization then the productivity of the organization will be high and vice versa. Therefore, every organization aspires to create a workforce that is not only talented but also committed towards the organizational objectives. This is more evident in the case of a midsized company because such organizations may not have high budgets for recruiting and selecting the candidates on a recurrent basis. If the employees leave the job very quickly or are not happy inside the organization then more time and costs will be invested to hire more employees or in conducting activities that are motivating for the present employees. In case of the high turnover rates, the human resource department would like to select the most appropriate employees and then retain them for a longer period thereby enhancing the efficiency of the organization.

According to Armstrong & Baron (2002), recruitment is the process of searching for the potential candidates for a particular job position inside the organization. The role of the human resource department here is to make sure that a huge number of applicants apply for a job so that the organization can fulfill its vacancies comprehensively. Recruitment process acts as a bridge between the employers and the candidates as it provides an opportunity to the people to apply for a job position. On the other hand, selection can be defined as the process of screening the candidates and then making sure that the best candidates are selected out of the many who have applied for a job position. Both these processes are highly important from the organization’s point of view as they are directly associated with the competitiveness of the business operations (Mello, 2006). This research work will focus on highlighting the recruitment and selection strategy of

Danier Leather is considered as one of the highly renowned organizations operating in the Canadian market. Although it is considered as midsized organization but with the help of efficient strategies, the organization has been able to create a positive brand image for itself in the market place. It has almost 60 stores across the country through which it sells apparel items to its target audience. The working environment in the retailing sector is considered as very stringent and hence it is very difficult to attract and retain the employees for a long run. Across the globe, the retailing sector is considered as one of the toughest sectors to work in. This has influenced Danier Leather to frame a strategic recruitment and selection process in the organization.

In reference to the recruitment process, the organization has undertaken a strategy of internal plus external recruitment for its organization. This ensures that the organization gets a huge pool of candidates who apply for the job positions. Internal recruitment is a strategy under which the organization encourages the already working employees to apply for a job position. This can be done with the help of transfers and promotion (Armstrong & Baron, 2002). This method ensures that only the efficient employees of the organization work at the higher designations that may lead to high productivity. On the other hand, the external recruitment is an approach under which the employees from outside are encouraged to apply for a job position (Sharma, 2012)). This is done with the help of job portals, newspaper advertisements, consultancy firms etc. The main emphasis of the external recruitment is to make sure that the organization gets new talent who might contribute innovative ideas towards the success of the organization (Cheˆnevert and Tremblay, 2009). By using the internal as well as the external sources of recruitment, the organization has been able to attract a large number of candidates. Also, since the organization operates in the retailing sector, it is very much crucial for them to keep both the sources of recruitment. This is mainly because of the high attrition rate in the retailing sector across the globe. It is a very transparent fact that the working conditions in the retailing sector are very tough and hence the employees leave their jobs very quickly (Azad, 2009). Therefore, the organization has been using internal as well as external sources of recruitment as a part of their business strategy.

Selection is the process of the screening the candidates and selecting the best out of them. This activity is very much important as the right employees will lead to high efficiency for the organization and vice versa. Danier Leathers follows the following selection process for screening its employees –

Application blank – The organization provides a blank form to all its candidates with open ended and closed ended questions. These questions are related to the educational backgrounds, experiences, achievements etc. The candidates are then required to write their responses about the questions asked in the form.

Preliminary interviews – After the application form is filled, the candidates will have to face a preliminary interview. This round is mostly conducted by the human resource department of the organization. They usually ask some basic questions about the background of the employees and their future vision towards the profile.

Panel interviews –  After the screening done in the preliminary interview, a panel of interviewers of the organization tests the candidates on the basis of their knowledge and skills. As per the human resource manager of the organization, this interview is usually a pressure interview. This is done to check whether the candidates are confident in the pressure situations or not.

Background check –This is the stage in which the human resource department of the organization conducts a background check on the candidates who are shortlisted. The background check is done by taking a feedback of the shortlisted candidates from the previous employers or from the colleges where the candidates have studied. This is done to check their past performance, behavior on the job, punctuality and commitment level.

Medical checkups – If the candidates get a positive feedback in the previous stage, they are shortlisted for the next stage which is a medical checkup. Under this stage, the candidates go through a medical examination to check their mental and physical capabilities. If the employees are found fit mentally and physically then they are shortlisted for the organization

Job offer – The final stage of the selection process at Danier is to offer the job to the candidate and negotiate the salary with them. It is usually said that Danier Leather aspires to create a win-win situation to ensure a long run relationship. This implies that the organization offers a decent salary to the employees that are highly competitive as per the industry standards. If the candidates are happy with the offered job profile and the salary then the candidate is considered as selected.

Having conducted a detailed research on the methods of recruitment and selection, the human resource manager was asked about the reasons for using such processes. As per the human resource manager, this is a detailed procedure that provides them with enough numbers of quality employees that can support the operational efficiency of the organization. The organization is also facing a high turnover rate and hence quantity is served with the help of internal and external recruitments and the quality is served with the help of the different stages of selection process.  The recruitment and selection process of the organization is very much reliable and valid. This is because it tests the employees in each and every area and then finally selects them. The selection process of the organization has a written test in the form of the application blank, two interview rounds and the background check as well. This ensures that only the efficient candidates become the employees of the organization.

There are several advantages and disadvantages of this method. Following are some of the advantages of this process –

It allows the organization to screen its potential employees from a huge pool of candidates that have applied for a job position. This enables the organization to select the best candidate out of the many who have applied for a job position

Secondly, it becomes convenient for the organization create a decent mix of employees inside the organization. This implies that the older employees of the organization are supported by the new employees who may have an innovative blend of mind. This will give more strategic insight to the organization thereby leading to a sustained growth in the future

Thirdly, having such a comprehensive process of selection enables the organization to get the best employees in the team. This is because all the employees who have gone through such a detailed process are assumed to be effective in terms of their knowledge and skills

However, these are some of the advantages of the process but there is always a flip side to every concept. Hence, following are some of the disadvantages of the process –

Firstly, it may prove to be very costly for the organization. This is mainly because using such recruitment and selection process for screening a huge number of employees may occupy a huge cost for the organization.

Secondly, this process of recruitment and selection is also time consuming as it may take a huge time to select the right employees with the help of such a gigantic process. Each and every stage of the selection process is time consuming and hence the entire process might prove to be very lengthy for the organization

Lastly, since the attrition rate of the organization is very high, it is not easy for Danier Leather to adopt the same process every time as it is time consuming as well as costly for the organization. Hence, it may look forward to reduce the process or eliminate some stages from the selection process in the near future.

In a nutshell, it can be very well concluded that the human resource department is one of the most crucial area inside the business organizations today. This is mainly because the human resource department is directly responsible for managing the employees. In the retailing sector, it is very difficult to retain the employees because of the tough working environment. Danier Leather is also facing a similar situation in the Canadian market that is highly competitive in its nature. The human resource department of the organization has undertaken a strategic recruitment and selection strategy to ensure that it gets the right number of employees at the right time at the right designation. The organization has used an internal as well as external source of information in the past to ensure that it obtains relevant numbers of candidates to apply for a job position. The selection process of the organization is also very detailed and makes sure that it tests the employees in each and every aspect of the traits. This enables the organization to obtain the best employees in the organization. Although the process has a lot many positives but some negative attributes are also associated with the same.

 

 

 

 

 

 

References

Armstrong, M. Baron, A. (2002). Strategic HRM: the key to improved business performance, Chartered institute and Personnel and Development, London

Azad, P, (2009). Retail management, APH Publishing Corp

Cheˆnevert, D. and Tremblay, M. (2009). “Fits in strategic human resource management and methodological challenge: empirical evidence of influence of empowerment and compensation practices on human resource performance in Canadian firms”, The International Journal of Human Resource Management, Vol. 20 No. 4, pp. 738-70.

Mello, J.A. (2006). Strategic human resource management, Thomson South western, USA

Sharma, S, (2012). Recruitment and Selection process for employees, The Journal of Human Sciences

 

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One Response to “Recruitment and Selection process”

  1. Mark L. Sheppard Says:

    Hello Barbra: Thank you for posting these informative entries. Given the level of research in the articles, have they been cross-posted elsewhere? Any light you can shed would be appreciated.

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