Challenges in Recruitment and Selection Practices
Topics: Recruitment, Employment / Pages: 19 (4522 words) / Published: Sep 15th, 2013

Challenges in recruitment and selection practices Recruiting, selection and hiring of employees is the most important job of a Human Resource person. Cooper, et al, (2003) it cannot be blunder that the success of any firm depends on the quality of human resources and talents in the firm. The quality of the organization’s products and services will suffer if unsuitable people are employed. In the CIPD view point it believes that effective recruitment is central and crucial to the success of day -to-day functioning of any organization. The success of recruitment depends upon finding the people with the right skills, qualification and expertise to deliver organization objectives and the ability to make a positive contribution to the values and aims of the organization (CIPD, 2009).

According to Budhwar and Debrah (2004) multinational companies (MNCs) and some small firms in Nigeria face some challenges in the recruitment and selection practices. While the small firm resolves to fill the vacancies in their establishment with friends and relatives, the MNCs spend time and money screening large number of application in response to an advertisement in the media. Briggs, (2007) identified some of the problem affecting recruitment and selection in Nigeria federal civil service, such factors as, the increasing pressure for employment, utilization of informal sources of recruitment, federal character principle, , delegation of recruitment function, long military period of government. Briggs, (2007) these problems have resulted to inadequate use of job description and standard employee requirement in the process of recruitment. Budhwar and Debrah (2004) also the falling educational standard in Nigeria has caused companies to be fine-tuning, and some times over hauling their recruitment and selection procedures, conducting a variety of aptitude and psychometric tests during the selection process.

Budwar and Debrah (2004) in Nigeria, power and authority at the organizational



References: are used for the purpose of obtaining information about a candidate’s employment history, qualifications, experience and/ or a candidate’s suitability I for the post in question (CIPD, 2010). Armstrong (2003) the purpose of references is to obtain in confidence, factual information about a prospective employee and opinions about his or her character. It is necessary to confirm the nature of the previous job, period of time of employment and the reason for leaving, the salary rate of pay and, possibly, the attendance record. There are some variations in the timing of references, some employers chose to take up references for candidates at one of the stages in the selection process, some take up reference when they have decided to select a candidate, but before an offer is made and, some when they have already made the offer (Roberts, 1997). Background check is done when the interviewer is satisfied that the applicant is potentially qualified, the information about the previous employment as well as other information provided by the applicant is investigated (Bohlander and Snell, 2009). Job offer When the steps in the selection process are completed, the available information provided by the applicant is reviewed before making decision. The job offer is to welcome an employee to the company, congratulate the individual and provide details about the work condition, the rate of pay, time and location, where they are expected to report to report to work and who contact with additional questions (Smith and Mazin, 2004).Job offer does not mean that the applicant has accepted the offer. Chapter Summery This chapter is the overview of this research literature. It explains the concept of recruitment and selection as perceived by various writers. The stages and steps of the recruitment and selection are identified. The people (employees) are the best asset of the organization and therefore determine the success of achieving the organization’s goals and objectives. The chapter also identified the need for the recruiter, before any selection method is applied, to introduce the concept of validity, reliability and popularity as different job may require different selection methods. Job analysis, job specifications and person specification, are crucial to attracting the right applicants. In addition the chapter discussed the Challenges in recruitment and selection and its implications. The questions that should be in every recruiter’s mind while sourcing for talents should be, can these candidates deliver? What are their strengths and competencies? Can they pursue the firm’s vision? Can they be trained? What values are they bringing into the organization? What are their missions? Are they coming to use the firm as a learning ground and move on with their career somewhere else? Can they fit into the succession plan of the company? etc. Answers to these questions are the reason why recruitment and selection seem to be a laborious task.

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