RECRUITMENT AND SELECTION PROCESS
IN EMBASSY SECTOR
Introduction
In
previous article has evaluated about recruitment and selection and external and
internal recruitment methods. Further, discussed the external recruitment
method through my work organization. In this article evaluates the process of
recruitment and selection according to my work organization.
The recruitment and selection process
Figure 1: The recruitment and selection process,
Source: (Armstrong.M,2014)
First
step is an organization decides what kind of position is going to be filled and
number of employees (Armstrong.M,2014). When clarify the hiring needs and
requirements, job specification and role profile are important. Different
departments in a organization has different expectations to meet the job specification.
The Job specification is necessary knowledge, skills, qualifications and
experience which needful for candidate's job performances (Armstrong. M,(2014). Role
profile indicates information about terms and conditions related to the job
role such as job title, duties, working hours and other relevant details.
When interview the candidates organizations can use different type of methods. Few of interviewing methods are face-to-face interview, the panel interview and group interview (Armstrong.M,2014). Due to the Covid-19 pandemic situation organizations have tended to interview the candidates through the virtual interview.
As
a leading embassy in Sri Lanka, the organization follow this process when doing
recruitment through employee referrals. Organization’s HR officer decides how
candidates want to interview and, make list of essential and desirable
criteria. Most probably, candidates have to face two interviews. One of the
diplomats will administer some tests such as psychometric tests, work sample,
job knowledge, psychomotor abilities test, vocational interest, and
personality. I think the company management will be able to recruit the most
suitable employees for the company, even if they are recruiting through employee
referrals.
After
testing process should be done the assessing the candidates according to the
candidate’s background, experience, specific skills and qualities
(Armstrong,2014). As a next step, two HR officers will associate to assess the
candidates. Obtaining reference mean is to get in certainty accurate details
about a selected candidate. This information should be direct and essential
(Armstrong,2014,241). Checking applications mean check the accuracy of given
information such as education and employment records by the candidates
(Armstrong,2014,242). Afterwards, checking the medical fitness for work is essential
step. Getting a medical report is not enough, the report MUST to certify from
medical council. The final step is before offering employment, embassy administrator will send
all information of selected candidates to the relevant country to get
appointment letter and approval from relevant country .
Conclusion
An effective recruitment and selection process helps to reduce the employee turnover rate in organization. Before start the recruitment and selection process organization should clearly identify the organization’s desires. To recruits the qualified employees organization should focus on CVs, Knowledge, Skills, Abilities, employee background and history well. Successful recruitment and selection process helps to find qualified employees who understand and support for organization’s core values.
REFERENCES
Armstrong,M.(2014) Handbook of Human Resource
Management Practice. Thirteenth edition. London: Kogan Page Limited, page 226. Available
at: www.koganpage.com
Armstrong,M.(2014) Handbook of Human Resource
Management Practice. Thriteenth edition. London: Available at: www.koganpage.com
Assessmentday.co.uk. (2019). Psychometric Tests:
Free Online Practice Tests from AssessmentDay. [online] Available at: https://www.assessmentday.co.uk/psychometric-test.htm
.
French, M. (2012). What Is
E-Recruitment? [online] Subscribe-hr.com.au. Available at: https://www.subscribe-hr.com.au/blog/blog/bid/341381/What-Is-E-Recruitment
[Accessed 31 Oct. 2019].
Office, T.-T.C.L., registered (n.d.). Personality
Profiling | Beyond the Personality Test. [online] www.t-three.com. Available
at: https://www.t-three.com/personality-profiling-beyond-personality-test
.
Testofy. (2016). 8 Important Employee Selection
Strategies. [online] Available at: https://www.testofy.com/blog/2016/05/22/8-important-employee-selection-strategies/
[Accessed
23 Jul. 2020].
www.brighthr.com. (2020). How to Shortlist Candidates for Interview | BrightHR. [online] Available at: https://www.brighthr.com/articles/hiring/shortlisting/how-to-shortlist-candidates-for-interviews/ [Accessed 19 Nov. 2020].
Prior the recruitment process organizations must first define their resource strategy and plan. This outlines the organizations long term plan for acquisition; on the number of people required, their capabilities to meet the current and future business requirements. Human resource planning is also called as workforce planning (Armstrong, 2010).
ReplyDeleteThank you Sonali and, I am appreciate your idea. According to the Armstrong (2014), Essential requirements need to set before start the recruitment process. Recruitment process should do according to the set-up outlines.
DeleteThere is a difference between recruitment and selection. Recruitment starts the process which continues with selection and ceases with the placement of the candidates. The downside of this process is that hiring from within the organization may limit the number of potential candidates. The possibility is that you might miss out on fresh ideas and perspectives that external candidates can bring. Workplace conflicts may arise too. (Picincu. A. 2018)
ReplyDeleteThank you Melissa for commenting. Yes you are right. basic purpose of selection is to choose the right candidate to fill vacant positions in an organization. And recruitment encourages a large number of potential candidates to apply whereas selection prevents the entry of unsuitable ones unsuitable ones at the organization.(Chebrolu,S.2015)
DeleteSelection:
ReplyDeleteSelection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate. It is an attempt to
strike a happy balance between what the applicant can and wants to do and what the organization requires.
Importance of Selection: Selecting the right employees is important for three main reasons: performance, costs and legal obligations
The Process of Selection:
1. Reception
2. Screening Interview
3. Application Blank
4. Selection Tests
5. Selection Interview
6. Medical Examination
7. Reference Check(Gupta and Kumar, 2014).
This comment has been removed by the author.
DeleteThere are a number of methods that organizations use to determine if an applicant has the potential to succeed in a job. Selection tests are used to identify the skills of candidates who cannot be determined in an interview process. Using a variety of testing methods, applicants are graded based on evaluation, personality, abilities, honesty and motivation. Properly designed selection tests are standardized, reliable and valid in predicting the job success of an applicant (Gusdorf, 2008).
ReplyDeleteThank you Ranga for commenting. Additionally, according to the Armstrongs (2014), there many selection methods as intelligence tests, personality tests, ability tests , aptitude test and etc. to identify suitable candidates.
DeleteAccording to the Burack (1985) recruitment sources are closely linked to the organizational activities as performance of employees, employee turnover, employee satisfaction, employee wishes and the commitment of the organization (Burack, 1980). These recruitment and selection process should be done at each and every sector for fulfilling their organizational goals (Nartey, 2012).
ReplyDeleteThank you for commenting. The recruitment process is job design, job description, job analysis and creating awareness among others. Selection on the other hand is the process through which organizations make decisions about who will or will not be allowed to join the organization. Therefor, If organization hire wrong candidates it can be impact on employee turn over too. (Otoo,I.C.et al .2018)
DeleteIn general, Recruitment process starts with generating awareness about vacancies among potential candidates through different methods and users’ attitude remarkably affect the intention to use a specific recruitment method (HO et al.,2012). Social media is a medium of free participation which can allow communities to participate and try to build a authentic relationship (Narvey, 2009). As per Topolovec-Vranic and Natarajan (2016), more than 40% of the studies found that social media recruitment can be the most successful method compared to traditional methods.
ReplyDeleteThank you for commenting. Yes you are right, Ideal candidates can consider for any position as an organizations are on social media.
Delete"According to the research findings, Facebook has an active user base of over 2.19 billion. Twitter is popular for the ability to host job search chats and many millennials and Generation X demographic are active users of LinkedIn as a job hunting platform."(Matson,M.2017)
I agree with you Thanuja, in addition The organization decides what kind of position is going to be filled and the number of employees. The job specification is necessary knowledge, skills, qualifications and experience which needful for candidate's job performances. Organization's HR officer decides how candidates want to interview and, make a list of essential and desirable criteria. Most probably, candidates have to face two interviews. Due to the Covid-19 pandemic situation organizations have tended to interview the candidates through the virtual interview(Armstrong. M,(2014).
ReplyDeleteAgree with you. Recruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization (Anderson, 2001). Those two functions can be identified as key functions of HRM of the organization where the effectiveness and efficiency of such functions directly impact on the success of the organization.
ReplyDeleteThank you for commenting on article. According to the (Otoo,C.I.et al.2018), to manage a various employees successfully, an organization must hire the most capable candidate for a job, while being mindful of the necessity to build a employees that is representative of the greater business community.
DeleteAgreed with you Thanuja and thought to add something more to your content, recruiting is more complex today than it has ever been (Marie et al, 2010). Every vacancy is different and there are a number of sourcing options available to attract the right pool of candidates. Some roles will attract a large pool of candidates keens to work with the organization, whereas other roles will be more challenging due to specialists skill shortages. In this case, organization may be looking at developing relationships with potential future candidates (University of Otago,2020).
ReplyDeleteAttracting right candidates is very important to the recruitment process. Hence, According to the Armstrong (2014), there are 3 steps which need to follow for attract candidates. Analyze recruitment strengths and weaknesses, analyze the requirements and identify the suitable source of candidates.
DeleteHi Thanuja, in the recruitment and selection process the crucial element is previous job analysis and employment plan to ensure organization search people with the right skills to do different tasks (Compton et al, 2009). Ability models can be used as a recruitment and selection tool, as an calculation tool, as a tool to develop curricula and training material, as a coaching, counselling and mentoring tool, as a career development tool, and as a behavioral requirement benchmarking tool (Ying et al,1996).
ReplyDeleteAdding that it is important to fulfil the job carders with skillful qualified employees within a shorter time period to maintain the sustainability of the organization (Bresnen et al., 1985). Embassy sector also seeking for fast tracking of skillful qualified employees and selecting them.
ReplyDeleteThank you Isuru.
DeleteBefore to chase applicants fast, organization need to make important decisions, including whom to target, what message to convey and how to staff recruitment efforts. That way make the recruitment process fast.(Breaugh,J.(n.a))
The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Radhika, 2018).
ReplyDeleteThank you Thilini for commenting on article. Most important thing is decides that what kind of skills you are looking for, what types of applicants you are seeking specifically and what type of work experience and skills.Breaugh,J.(n.a)
DeleteThe process of recruitment involves the development of suitable techniques for attracting more candidates to a position vacancy, while the process of selection involves identifying the most suitable candidate for the vacancy(Newell, 2005).
ReplyDeleteI appreciate your statement. Organizations need to think about which source is going to use to recruit candidates. Also, an organization can improve their current recruitment practices and learn from past mistakes by being more creative in evaluating recruitment activities. (Breaugh,J.(n.a))
Deleterecruitment and selection procedure, however, articulated as follows, is a multidimensional, long, and time-consuming procedure involving many important decisions, which unavoidably equally affect the future of the employee and employer (Armstrong, 2009; Taylor, 2010). Although no consensus exists regarding the exact recruitment process, usually the first step is the job analysis, which includes a detailed job description and a job specification. The former elucidates all the responsibilities that the new employee will undertake while the former is an account of what skills and characteristics the candidate should possess in order to perform the tasks successfully.
ReplyDelete