The Effective Ways of Selecting the Right Employees

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The companies have a significant issue in the selection and retention of employees. Due to great rivalry in the market and other commitments in the business, such as acquisition, mergers, and industry restructuring of the organization, companies cannot afford the best talent in the market (Golec and Kahya, 2007).

Many researchers have examined and explained the different ways of implementing an effective recruitment and selection process to identify the right employees in the organizations, as given below.

  •  Company Brand Name and Its Culture

Recruiting the right person is a collective decision of four main areas: employee empowerment, compensation, organization culture, and the company's vision (Kakar, Raziq, and Khan, 2017). In a dynamic and competitive market, every company always tries to hire the best employees. Therefore, having a good reputation with attractive salary schemes, good training opportunities and a fair appraisal system allows organizations to attract the best talents in the market (Kakar, Raziq, and Khan, 2017).

  •  Having Unbiased and  Transparent Recruitment Process

All candidates should be equally treated during the recruitment and selection process to avoid biased decisions. Therefore, a detailed step-by-step process needs to be carried out in the selection process, and each phase is required to be appropriately documented. (Adeola and Adebiyi, 2016)  

  •  Identify the Most Suitable Recruitment Method

The company should try to identify the most suitable method of recruiting. Referral recruitment is one of the best-recruiting methods as recommendations are given by a third party provide valuable information about candidates (Kliebenstein et al., 2006). Also, the company should do a feasibility study before implementing a sophisticated recruitment method (Ahmed, 2018).

  • Behavioral-Based Selection Interviewing

The company must use behavioral-based selection interviewing to recognize whether candidates demonstrate the attitudes, personality traits, behaviors, and values that ensure organizational fit (Oehley, 2007).

In conclusion, the success of an organization depends on hiring the right talents in the correct positions at the right time. Further, the company's strategic business goals and culture should also be considered when selecting the company's employees. One other fundamental is giving a clear and straightforward description of the vacancy in the advertisement. This helps the HR team to save their time as most CVs are eligible with the minimum requirements.

For example, my current workplace carries out vocational placement services annually, collaborating with universities in Sri Lanka. Therefore, our company maintains a good relationship with leading universities in Sri Lanka. As part of the recruitment and selection process, the HR team of our company participates in annual job fairs in universities every year to recruit fresh graduates. Our company gives six months of vocational training, and interns are accessed based on the work done during six months at the end of the internship. If interns show a higher potential, they will be recruited and secured with an attractive compensation package. The top management of our company believes that this method is more effective as they have more time to evaluate the candidate thoroughly within six months.    

The company should develop indicators to evaluate the candidate's characteristics, such as communication skills, personal attitudes, interpersonal skills, independence, decision-making ability, technical knowledge, career development plans, and management skills. It is advisable if companies can have a good marketing strategy to raise the awareness of the company cultures and how they treat its employees. This helps companies to attract candidates within the available budget.


Reference

Adeola, M. M. and Adebiyi, S. O. (2016). Employee Motivation, Recruitment Practices and Banks Performance in Nigeria. International Journal of Entrepreneurial Knowledge, 4 (2), pp.70–94. [Online]. Available at: doi:10.1515/ijek-2016-0015.

Ahmed, D. O. (2018). ARTIFICIAL INTELLIGENCE IN HR. 5 (4), p.8.

Golec, A. and Kahya, E. (2007). A fuzzy model for competency-based employee evaluation and selection. Computers & Industrial Engineering, 52 (1), pp.143–161. [Online]. Available at: doi:10.1016/j.cie.2006.11.004.

Kakar, P., Raziq, A. and Khan, F. (2017). Impact of Human Resource Management Practices on Employee Retention: A Case of Banking Sector in Quetta Baluchistan. Journal of Management Info, 4 (3), pp.5–11. [Online]. Available at: doi:10.31580/jmi.v5i1.24.

Kliebenstein, J. B. et al. (2006). Looking for a Job, Finding the Right Employee. Iowa State University Animal Industry Report, 3 (1). [Online]. Available at: doi:10.31274/ans_air-180814-615 [Accessed 3 May 2021].

Oehley, A.-M. (2007). The development and evaluation of a partial talent management competency model. Thesis, Stellenbosch : University of Stellenbosch. [Online]. Available at: https://scholar.sun.ac.za:443/handle/10019.1/2110 [Accessed 5 May 2021].

 

Comments

  1. Pernalla VincentMay 7, 2021 at 7:24 PM

    Yes Harsha, As said by R.Kapur ,(2016) having a appropriate selection process is important for an organization as if they do not have a such proper process that would lead to unfavorable effects upon the organization and loss could be occurred in term of money ,time and effort.

    ReplyDelete
    Replies
    1. Harsha WijesingheMay 11, 2021 at 2:27 AM

      Yes Pernalla, the recruitment process needs to be carefully implemented in the organization as recruiting employees is one of the most critical purposes in a modern, ambitious corporate context. Firms are looking to hire high-quality parties expeditiously and cost-effectively to sustain their market position (Pin, Laorden & Diez, 2001).

      Delete
  2. E.SujeendranMay 7, 2021 at 11:39 PM

    I agree harsha, in addition to your point, having an employee referral program is an effective way of getting the employees on board. According to Jobvite survey 2020, 46% of employees hired through referral programs retained in the company for more than one year, which is 33% and 22% higher than hiring employees through career sites and job post. (Perucci, 2019) stated that, employee referral program involves organization existing employees in recruitment process by spreading the word about job opening through their qualified, experience and skillful networks to fill the vacant position.

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    Replies
    1. Harsha WijesingheMay 11, 2021 at 2:23 AM

      yes exactly, the statistics proves as given by you. The feasibility of the recruitment process should be investigated based on the cost and benefits. More specifically, the company should study the gain on expenditure, which should correspond to the costs and risks associated with the recruitment process. It is also essential to be proactive and adaptable. The prerequisite of coverage specifications and other advantages in the recruiting process also needs to be critically assessed (Manju, 2017).

      Delete
  3. Sachith FernandoMay 10, 2021 at 9:25 AM

    Very informative article Harsha, If a company's success is ultimately determined by its employees, who have the necessary skills, work-related values and attitudes, and motivation to achieve organizational goals, then selecting employees is one of the most important decisions that HR managers/specialists must make (Yu-Ru, 1999).

    ReplyDelete
    Replies
    1. Harsha WijesingheMay 11, 2021 at 2:25 AM

      I completely agree with you Sachith. The recruitment process is considered the critical segment of an organization's success. With new technology conversion globally, recruitments will have a massive impact on the organization's success. Its effectiveness will be the most beneficial feature beyond conventional recruitment methods. Furthermore, the recruitment and selection process is considered as the turning point towards E-HRM conception and the entire organizational struture (Dhamija, 2012).

      Delete
  4. Chanaka BabarandaMay 12, 2021 at 11:12 AM

    Agreed with you. Adding to that, conducting a job analysis, designing a selection tool and validation are key steps of effective recruitment and selection process which makes the selection process more transparent (Wyatt, Pathak and Zibarras, 2010).

    ReplyDelete
    Replies
    1. Harsha WijesingheMay 14, 2021 at 12:01 AM

      Appreciate your feedback. Effective HRM practices (recruiting, employee engagement, and induction process) should focus on arrangement and engagement in strategic decision-making which facilitates better performance (Novicevic & Harvey, 2001).

      Delete
  5. Chamara D. JayaweeraMay 15, 2021 at 6:26 AM

    Adding to the company brand facts you mentioned, Professional, well-designed Web sites may help prospective applicants find the information they are most interested in and provide positive signals about the organization and its potential as an employer (Otondo, 2007).

    ReplyDelete
    Replies
    1. Harsha WijesingheMay 16, 2021 at 2:00 AM

      Yes exactly, The recruitment and selection process is a principal concept in HRM since the company's anticipated courses depend on the workforce. Hence the company is required to execute a proper selection method. This is because unfavorable consequences would happen in financial and non-financial gains of the company (Kapur,2018).

      Delete
  6. ERANDA ELLEPOLAMay 16, 2021 at 4:00 AM

    Agreed Harsha, and designing a section process is more key when selecting new employees. Selection researchers have long focused on two key questions in designing selection processes: What should be assessed? How should we assess it? In this section we review advances in considering what should be assessed (definitions and measures of desired outcomes of selection as well as constructs of focus in selection) and how it is assessed (methods of assessment) (Ryan and Ployhart, 2014).

    ReplyDelete
    Replies
    1. Harsha WijesingheMay 16, 2021 at 4:23 AM

      Yes, I agree with you. The robust recruitment and selection process is an essential human resources management exercise. Therefore, the HR team should plan the entire recruitment process carefully and accurately. It can significantly influence a firm's accomplishment and drive to a significant positive corporate vision (Pilbeam, Corbridge 2006).

      Delete

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