Recruitment & selection

Published on July 31, 2022   9 min
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My name is Ronan Carbery, and I'm a senior lecturer in management in Cork University Business School, UCC Ireland. In this video, I will be talking about recruitment and selection.
Employee resourcing or recruitment and selection is a fundamental component of effective human resource management practice and refers to the process of finding the right person for a particular role in an organization. The selection decision is arguably one of the most important issues for any employer, regardless of the organization's size. Selecting the right employee is critical not doing so can be costly for employers. This introductory video explains how the recruitment and selection process operates. We begin by outlining the importance of taking a strategic approach to the recruitment and selection decision, and then move on to examine the main features of recruitment and selection.
The recruitment and selection process cannot operate in isolation from other ages or practices. The first video in the series identified the broader context of managing people in organizations and highlighted the strategic nature of human resource management. The second video looked at how the human resource planning cycle allows organizations to engage in workforce planning for the future. This allows organizations that engage in three distinct stages of recruitment and selection: job analysis, recruiting for roles, and then selecting the most suitable candidates for those roles. In order to achieve the competitive advantage that can result from having a superior workforce, selection has been identified as one of the key elements of the best practice approach. This concept is based on the idea that people are an organization's most valued asset and a key source of strategic competitive advantage. As a result, hiring the right employees is important in ensuring the future success of the organization.
To put this in context, hiring talented employees remains the number 1 concern of CEOs, but many view the unavailability of talent and skills as the biggest threat to their business. Unfortunately, many organizations do not fare particularly well here, with approximately one in three new employees leaving within three months of starting a job with a new employer. Employers are to spend an enormous amount on hiring an average of over $4,000 per job in the United States, and many times that amount for managerial roles. In the United States alone, that's a staggering 66 million jobs a year. Those responsible for hiring report that one in five new hires they recruit is not a correct fit for the organization. Since Gallup first began tracking employee engagement in 2,000, less than one-third of US employees report being enthusiastically involved and committed to their work. When disengaged hire doesn't pull their weight, good employees get burned out, making up for it. According to the US Department of Labor, the price of a bad hire is at least 30 percent of the employee's first-year earnings.