National
economy and industrial development of a country integrated with construction
activities and its output (Odiorne, G. S. 1984). Thus, the recruitment and
selection process of employees has become more important in construction
industries (Hornberger, F,1998). Huselid, Mark A. (1995) has identified a relationship between the recruiting,
validity of selection test and the use of formal selection process and profits
in a firm. Most studies implied that effectiveness of staff recruitment and
selection process is positively impact on performance of an organization.
Survival
of a company and achieving success is critical in a competitive business
environment (Huselid, Mark A, 1995). Competitive environment has become in
every industry even in the construction industry due to a large number of
construction contractors and companies. Huselid, Mark A, (1995) has stated that
success of a construction company depends on qualified employees, quality
workmanship and financial management. Employee turnover and selection of
skilled employees is one of the major issues faced by the construction
companies (Odiorne ,1984). Organisation performance can be improved from
effective recruitment and selection process by reducing labour turnover and providing
good employee morale (Odiorne ,1984).
Recruitment and selection of new candidates is a
significant task that should be responsible for the human resource management
(HR) team in a company (Louw, 2013). Organizations are responsible for
selecting the most suitable candidates whenever the position is open.
Within the resignation time period allowed by a
resigned employee, the human resource department should be fulfilling the
position immediately to reduce delays in the organization’s activities. Thus,
fast firing is a challenge to the organization (Louw, 2013). Djabatey, (2012) has emphasized that some of
recruitment processes will not provide candidates who fulfil the qualification
of a particular position. Hence recruitment and selection process
will be a great challenge to select the best candidate among the pool of
application (Djabatey, 2012). In some cases,
give priority to the best candidate rather than the suitable person for the
particular position. Thus, development capacities of candidates should be
evaluated by the organization. Another challenge is to select a candidate who
fits with the culture of a particular organization (Djabatey, 2012).
References
Djabatey, E., (2012). Recruitment and Selection
Practices of Organisations: A Case Study of HFC Bank (Gh) Ltd.
Hornberger,
F. (1998). “When and Why Contractors Use Executive Recruiters" FMI
Contractors Management Journal. December 1998, p. 9-11.Human resource
management: Theory and practice (4th edition)
Huselid,
Mark A. (1995), The Impact of Human Resource Management Practices on Turnover,
Productivity, and Corporate Financial Performance, Academy of Management
Journal
Louw, G., (2013). Exploring recruitment and selection
trends in the Eastern Cape. SA Journal of Human Resource Management, 11(1),
pp. 1-0.
Odiorne,
G. S. (1984), Human Resource Strategies Hax.
Srinivasan, S., (2020). Recruitment Process: A Detailed Guide |
Feedough. [online] Feedough. Available at:
<https://www.feedough.com/recruitment-process-everything-you-need-to-know/>
[Accessed 30 November 2020].
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ReplyDeleteThe most popular methods are: use of the Internet, placement of ads and recourse to recruiting companies. Each method has both positive and negative sides. Therefore, the choice of recruitment method should be carried out, mainly, depending on the labor market situation and
ReplyDeletedepending on the size of the company. Internet recruiting is the method most combining the relationship between efficiency and price. It is most popular among all groups of enterprises. However, still say that its share varies inversely with the size of the enterprise. The services of recruitment agencies, which are quite expensive compared to other methods, are used mainly by large companies only - this share is 26%. Advertisements in the media, the method that most closely combines the ratio of efficiency and price, is popular with all groups of enterprises. During the fairs, employers can perform the initial selection of young professionals, familiarize themselves with the bank of these applicants for the claimed specialties. No construction organization recruits people who come in by chance. Only large construction companies use headhunters for recruiting( Reshetnikova et. al, 2018).
Adding to that recruitment is important to create a talent pool of potential candidates at minimum cost. It helps to increase the effectiveness of the selection process by decreasing the non-qualified applicants. Also it contributes to increasing individual effectiveness of various recruiting techniques and for all the types of job applicants in organization.
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ReplyDeleteAs you mentioned there are number of challenges that decrease the effectiveness of recruitment and selection of workers. Poor human resource (HR) planning, inefficient job analysis, employee skill level, recruitment and selection costs, lack of human resources department and poor working conditions of employees are identified as challenges in the construction industry (Adu, 2014). Moreover, Adu (2014) suggested to reveal the real requirements of the job before doing the recruitment and selection process.
ReplyDeleteAgreed to your statement. Add to that the most importantly recruitment and selection of new candidates is a significant task that should be responsible for the human resource management (HR) team in a company (Louw, 2013).
DeleteA good human resource planning translates the major organizational goals into certain human resource objectives, policies and practice. However, poor planning for human resource affects the effectiveness of the recruitment and selection process (Kaplan and Norton, 2004).
ReplyDeleteThe prime objective of recruitment and selection of any company is to hire the right person for the right job so that the company as well as the employee can benefit (Kapur, 2018). Realizing the importance of recruitment and selection, it is essential the company understands what factors affect the process.
DeleteAgree with you, Recruitment and selection of new candidates is a significant task that should be responsible for the human resource management (HR) team in a company. HR department should be fulfilling the position immediately to reduce delays in the organization's activities. Fast firing is a challenge to the organization (Djabatey, 2012).
ReplyDeleteRecruitment and selection are important operations in human resource management, since the future direction of the organization is depends on employees who work for the organization. (Kapur,2018). New candidates is a significant role and energy for an organization.
DeleteAccording to David A De Cenzo(2010) The recruitment needs are of three types which are as follow: (a) First one is Planned Needs: These are the needs that arise from the changes in the organization and retirement policy creating vacancy for new jobs. (b).Second one is Anticipated Needs: These are those movements in personal which an organization can predict by studying trends both in external as well as in-ternal environment. (c) Last one is Unexpected Needs: These needs arise due to var-ious reasons like deaths, resignations, accidents, illness, relocation etc.
ReplyDeleteGlobal Challenge Insight Report (2016) suggests, overall, there is a modestly positive outlook for employment across most industries, with jobs growth expected in several sectors. However, it is also clear that this need for more talent in certain job categories is accompanied by high skills instability across all job categories. Combined together, net job growth and skills instability result in most businesses currently facing major recruitment challenges and talent shortages, a pattern already evident in the results and set to get worse over the next five years.
ReplyDeleteImproving the selection process by training the interviewers (Fink, 2011), building recruitment strategies to increase the predictability of the right applicant (Viswesvaran ,2001) applicants trying to fake their personalities and resumes to get selected in the interview process (Campion,2007)
ReplyDelete