Human past. In most of the literature the

Human
resource continues to remain the most precious resource of any organization. In
this study, attention turns to the processes of recruitment and selection.  The researchers explore these two topics
together because they are integrally related not only with each other but also
with other human resources management functions. Recruitment is equally
important to study because effectiveness of the selection directly depends on
the how large and qualitative is the pool of applications. An organization can
be more selective when a relatively large supply of qualified applicants is
available.

One
of a positive aspect of this research is that it addresses recruitment and
selection simultaneously that will help to have better picture as was done by many
researchers in the past. In most of the literature the recruitment and
selection are being treated separately while as recruitment and selection are
interrelated & interdependent that has influence to each other (Rynes &
Barber, 1990). If the recruitment process will not be effective to bring enough
pool or applications the right selection becomes very difficult for any
specific job (Carless, 2007).

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The
recruitment and selection practices are important for new and established
businesses alike. Without the right staff, chosen using the right methods, none
of the other functions will operate successfully. Therefore, it is the best way
to achieve success in the business world. Recruiting and having the right person
on board is vital for the success of any organization. It can also impact on
the likelihood that a candidate will accept a job offer and on their subsequent
commitment to remaining with the organization. The effective recruitment and
selection of employees is a fundamental human resources management activity, one
that if managed well can have a significant impact on organizational
performance as well as lead to a more positive organizational image (Pilbeam,
Corbridge 2006, In: Evans et al. 2007).

According
to Edwin B. Flippo, recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization. It is set
of activities takes place in an organization to attract job applicants
possessing the appropriate characteristics to help the organization reach its
objectives. It involves seeking and attracting a pool of people from where
suitable qualified candidates can be chosen for vacancy and evaluating them for
future employment. The basic purpose is to collect a group of potentially
qualified people. Once candidates are identified, an organization can begin the
selection process. This includes collecting, measuring, and evaluating
information about candidates’ qualifications for specified positions. Organizations
use these processes to increase the likelihood of hiring individuals who
possess the right skills and abilities to be successful at their jobs and selecting
the right employees at the right time and at the right post.

The
success of recruitment is dependent on many factors, including the
attractiveness of the organization, the community in which the organization is
located, the work climate and culture of the organization, managerial and
supervisory attitudes and behavior, workload, and other job related considerations
(Albaugh,. J 2003). People consider a number of factors related to the
attractiveness of the position and the organization, as well as factors
specific to the individual.

Applicants
consider their own competitiveness in the job market and whether alternative
positions that provide better opportunities are available. They are also
sensitive to the attitudes and behaviors of the recruiter, or whoever is their first
contact with the organization. First impressions are very potent because the
issue of “fitting in” with the organization is often decided at this stage, and
early negative first impressions may be difficult to reverse. HRs go through a
similar process when making selection decisions, determining if the applicant
will fit into the organizational culture and ways of working. Applicants are
more likely to accept positions in organizations that share their values and
style. Organizations engage in a “signaling” process, in which they send out
messages about their values in an attempt to attract candidates with similar
beliefs (Barber 1998). Organizations must promote themselves as good places to
work by appealing to a variety of potential employee needs and interests.

This
study is highly significant as the main focus of this study is to investigate
the fairness of effectiveness of recruitment and selection practices in the
hospitals. Therefore, this research is needed specially to conduct a thorough
analysis of the various aspects of the recruitment and selection to understand
how effectively these primary practices are taking place in the hospitals which
impart education and skills to the future generation. This research paper will
focus more on to probe about the effective recruitment & selection
practices that is the base to bring the right blood into the organizational
mainstream, so that organizations can deliver the best for the development of
the employees because in case of non effectiveness of recruitment and selection
these employees has to suffer.

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