The Value of Employees for an Organization
Question:
Discuss about the recruitment and its importance to organisations.
As stated by Ployhart and weekley (2014) employees are the most valuable assets of an organisation. It is impossible for an organisation to function without employees. The process of bringing employees into the system of the organisation is known as recruitment. So this process the company attempts to fulfil vacant positions available in the company potential employees. There are several aspects to the process of recruitment. As employees are the most important Assets of the organisation the process of recruitment is also one of the most significant process in relation to the operations of the company (Furnham, 2017). There are various challenges which are faced by a company in relation to the process of recruitment. These challenges have to be addressed by the company so that the process can be appropriately and successfully carried out. The purpose of this essay establish the importance of recruitment and selection process for a company. The paper also throws light upon the recent trends in the process of recruitment. In addition the paper also discuss and determine challenges face line Organisation in relation to the process of recruitment.
When the value of an organisation is determined, the production which the organisation gives is mostly the factor of determination (Coller, Cordero & Echavarren, 2017). However the most important aspect of the company through which its value can be determined, who are its employees, is ignored. The production which the organisation achieve not just happens automatically it is a result of the hard work of those employees who work for the organisation. Organisations who have the purpose of going steadily are aware of the fact that this can only be achieved by them through the process of recruitment. The process of recruitment often determine whether an employee would turn out to be a liability or an actual asset for the company. The process of recruitment also involves a significant amount of money and therefore it has to be carried out with utmost care. The organisation needs to fill up all vacant positions with the right employees. The process of recruitment Health Organisation in selecting such employees for the vacancy. The process sets out the skills which are required buy a person for the purpose of fulfilling the position along with skills which would enhance the chances of a person to be recruited. The process is so important for the organisation that some of the well-known companies indulge into Outsourcing the process through the involvement of those agencies who a reputed for carrying out the process of recruitment in the best possible way.
Challenges Faced by a Company in Relation to the Process of Recruitment
The potential employees and the modern day are very conscious about the reputation of an organisation before they join it. Therefore the companies need to ensure that they make appropriate advertisements in relation to the process of recruitment and attracting the employees to the organisation. If the process of recruitment is not carried out in a proper manner the companies would not be able to function as they would be missing its most important assets which are its employees (Shackleton, 2015).
The trends in the process of recruitment change from time to time. As provided in the video related to McDonald it was clear that an organisation must know where to find potential employees for the process of recruitment. By knowing the location where the desired employees of the organisation are to be found the company ensures that they are able to appropriately target such employees. As provided in the video where McDonald’s requires young employees it took the help of social media particularly Snapchat in order to find and attract employees to the organisation. The process was very successful and numerous applications well received by the company in a single day. The company was able to provide jobs to many of such application. After all the process of recruitment would be carried out in the best possible way when the company is able to give the best possible employees by spending less on the process of recruitment (Holland & Jeske 2017). All recruiters have to be aware of the recent trends in the process of recruitment in order to successfully carry out the process and compete with other organisation by recruiting appropriate employees for the vacancies.
The process of recruitment can no longer be carried out only through conducting interviews. As the competition has increased in all industries there are new skills which are required by companies and their food the process of recruitment has become longer and strained. The recent trends in the process of recruitment includes the rise of automation and social media recruitment. Due to the shortage of time in the modern day recruiters search job on the move and in are period where smartphones are prevailing over static computers recruiters have to ensure that there web pages are compatible with such mobile devices. Advertisements which turn out to be a standout play and significantly important role in the process of recruitment. Advertisements are the first impression with a potential employee gets in relation to an organisation. Improving the experience of candidates as well as employer branding is also one of the recent trends in the process of recruitment. As a market is largely belonging to candidates depicting then why to select the company along with giving them a positive impression can turn out to be a winning combination for the organisations (Bryson, James & Keep, 2013).
Recent Trends in the Process of Recruitment
There are several challenges which organisation have to face in the process of recruitment. As discussed above the process of recruitment is one of the most challenging and important aspects of an organisation. If the organisation is not able to select the right invoice for the right place it would not be able to function in a proper manner. However due to the increase in competition and availability of fewer skills the process of recruitment become significantly challenging. Every Organisation in the industry wants to have access towards the best employees. They compete with each other in order to again the services and loyalty of employees having the best skills. The employees on the other hand select those organisation who pay them a better package and have good reputation in the society. The employees get to know about the organisation from the process of advertisement and also true its existing employees. Therefore when it comes to the process of recruitment the company not only has to ensure that it indulges in proper advertisement but also have to make sure that it provides a friendly and healthy working environment to the existing employees so that they can spread the word in society (Furnham, 2017).
In addition there is a legal aspect to the process of recruitment as well. Recruiters have to ensure that no kind of discrimination is carried out in the process or else organisation may have to face legal liabilities. Discrimination claim can effect of organisation both in terms of deputation and Finance. Discrimination takes place when an employee is not selected because of a protected characteristic possessed by them such as age, gender or religion. When a discrimination claim is brought against a company it loses significant reputation in the society which makes potential candidates stay away from such organisation. In addition the company is also imposed with financial fines and penalties if it is found that they actually interest in the process of discrimination as it is illegal. As argued by Ash, Hodge and Connell (2013) hiring a diverse workforce enhances the organisation culture as well as the productivity. Therefore another challenge with the organisation face in relation to the process of recruitment is hiring of a diverse workforce.
Locating where to find potential employees is also another challenge which is faced by the organisation in the process of recruitment. When organisation knows where to find the employees it can make plans to better target them as it was seen in the video in relation to McDonalds. Organisation first has to determine the skills which are required for filling a particular vacancy. They then have to locate the places where potential candidates possessing such skills are found in abundance (Ash, Hodge & Connell, 2013).
From the above discussion it is clear that the process of recruitment is of utmost significance to the proper functioning of an organisation. This is because an organisation cannot function without having skilled employees required to carry out its operations. As competition between the industries is increasing at a rapid rate it is of significant importance for the companies to be able to recruit best employees. In order to do so the process of recruitment has to be carried out in a proper manner amidst the challenges surrounding the process. These challenges can be addressed in a proper manner if the company follows the basic rules of recruitment
Bryson, J., James, S., & Keep, E. (2013). Recruitment and selection. Managing human resources. Human Resource Management in transition, 125-149.
Shackleton, V. (2015). Recruitment and Selection. Elements of Applied Psychology, 153.
Board, G. (2017). RECRUITMENT & SELECTION.
Coller, X., Cordero, G., & Echavarren, J. M. (2018). Recruitment and Selection. In Political Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Furnham, A. (2017). Methods in Recruitment and Selection. The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 202.
Holland, P., & Jeske, D. (2017). Changing Role of Social Media at Work: Implications for Recruitment and Selection. In Electronic HRM in the Smart Era (pp. 287-309). Emerald Publishing Limited.
Ash, R., Hodge, P., & Connell, P. (2013). The recruitment and selection of principals who increase student learning. Education, 134(1), 94-100.
Ployhart, R. E., & Weekley, J. A. (2014). Recruitment and selection in global organizations. The Routledge companion to international human resource management, 155-171
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