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Recruitment and Selection Argumentative

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The basic idea behind assignment on the topic of “Recruitment and Selection” is to study how employees are hired. Today organizations are coming up with the new techniques of hiring people. Hence to study how the actual process is carried in the organization.


In Human Resource Management (HRM) as well as in any organization, recruitment and selection plays an important and vital role in achieving the organizational vision, mission, goals and objectives. Organizations today consider human resources as the critical resource of the organization. Recruitment and selection is the staffing function in organizations. The primary goal of staffing is to get the right people for the company to operate as efficiently and effectively as possible. Before recruitment and selection, an organization must analyze the external environment and examine its internal situation to develop human resource plans considering any new requirement and existing vacant positions. Getting the right people interested in applying for a job at a company is the core of recruitment.

Recruiting people who are wrong for the organisation can lead to increased labour turnover, increased costs for the organisation, and lowering of morale in the existing workforce. Such people are likely to be discontented, unlikely to give of their best, and end up leaving voluntarily or involuntarily when their unsuitability becomes evident. They will not offer the flexibility and commitment that many organisations seek. Managers and supervisors will have to spend extra time on further recruitment exercises, when what is needed in the first place is a systematic process to assess the role to be filled, and the type of skills and abilities needed to fill it. Effective recruitment depends on knowing how applicants and organizations view it. It is important for Human Resource Management (HRM) Department to know the need of the applicants and the company. At all stages of recruitment and selection, HRM Department must seek individuals with best match of skills and competencies to the need, the highest standards of personal integrity and a willingness to face challenges and develop themselves in a changing environment. Recruitment and selection process must be conducted in a transparent and consistent with relevant civil right laws. It has to be non-discriminatory manner and participatory to be successful.

When the recruitment and selection is done in a proper manner, the right person for the right position is hired. The organization will be able to thrive without much hassle and trouble. Therefore it is imperative for the organization to set the right recruitment and selection procedures in order to get the right person for the right position.

Every organization no matter what their size is must have a proper recruitment and selection plan or human resource plan. HRM department should assist line managers to develop their human resource plans effectively. Based on the recruitment information from all units, HRM Department must analyze human resource plans of different units and develop a master plan for the organization. To conduct recruitment and selection efficiently, it is better to split the recruitment and selection in month order. Overall without a proper plan, nothing will work out better. Therefore proper human resource plans have to be laid for the best recruitment and selection which will ultimately lead to the success of the organization.

Assignment Methodology

This assignment aims to find out and analyze the hiring process in the organization and its importance for the success of the organization.

The method of approach adopted for the same, would be as follows:

1. Explain what Recruitment and Selection basically is.

2. Present the case studies or interview information on the topic

3. Present information found available from secondary sources like magazines, newspapers, books and Online Research relevant to the topic

Importance and scope

1. This projects will provide a value insight to student on the topic.

2. This project will help to get the practical knowledge in employee hiring in the Organization.

Professional Research on the Topic:

People are integral part of any organization today. No organization can run without its human resources. In today’s highly complex and competitive situation, choice of right person at the right place has far reaching implications for an organization’s functioning. Employee well selected and well placed would not only contribute to the efficient running of the organization but offer significant potential for future replacement. This hiring is an important function. The process of hiring begins with human resource planning (HRP) which helps to determine the number and type of people on organization needs.

Job analysis and job design enables to specify the task and duties of hobs and qualification expected from prospective job HRP, job analysis, hob design helps to identify the kind of people required in an organization and hence hiring. It should be noted that hiring is an ongoing process and not confined to formative stages of an organization. Employees leave the organization in search of greener pastures, some retire and some die in the saddle. More importantly an enterprises grows, diversifies, take over the other units all necessitating hiring of new men and women. In fact the hiring function stops only when the organization ceases to exist. Hiring involves two board activities:-

i) Recruitment
ii) Selection

To define recruitment we can define it formally as it is a process of finding and attracting capable applicants for employment. The process begins when new recruit are sought and ends when their application are submitted. The result is a pool of applicants from which new employees are selected. Theoretically, recruitment process is said to end with receipt of application in practice the activity extends to the screening applicants as to eliminate those who are not qualified for job.


The general purpose of recruitment is to provide a pool of potentially qualified job candidates. Specifically, the purposes are to:
1. Determine the present and future requirement of the organization in conjunction with its personnel planning and job analysis activities; 2. Increase the job pool of job candidates at minimum cost;

3. Help increase the success rate of the selection process by reducing the number visibly under qualified or job application; 4. Help reduce the probability that job applicants, once recruited selected, will leave the organization only after a short period of time; 5. Meet the organizations legal and social obligation regarding the composition of its workforce; 6. Being identifying and preparing potential job applicants who will be appropriate candidates; 7. Increase organization individual effectiveness in the short term and long term; 8. Evaluate the effectiveness of various recruiting technique and sources for all types of job applicants.


There are a number of factors that affect recruitment. These are broadly classified into two categories:
1. Internal factors
2. External factors


1. Present employees: Promotions and transfer from among the present employees can be good sources of recruitment. 2. Former employees: Former employees are another source of applicant for vacancies to be filled up in the organization. 3. Employee referrals: The existing employees refer to the family members, friends and relatives to the company potential candidates for the vacancies to be filled up in the organization. 4. Previous applicant: This is considered as internal source in the sense that applications from the potential candidates are already lying with organization. Sometimes the organization contacts though mail or messengers these applicants to fill up the vacancies particularly for unskilled or semiskilled jobs.


External sources of recruitment lie outside the organization. These outnumber internal sources. The main ones are listed as follows:

1. Employment exchanges: The main functions of these employment exchanges with the branches in most cities are registration of job seeker and tier placement in the notified vacancies.

2. Employment agencies: The main function of these agencies is to invite application and short-list the suitable candidates for the organization.

3. Advertisement: This method of recruitment can be used for jobs like clerical, technical, and managerial. The higher the position in the organization, the more specialized the skills or the shorter the supply of that resources in the labour market, the more widely dispersed the advertisement are likely to be

4. Professional Associations : Very often, recruitment for certain professional and technical positions is made through professionals association also called ‘Headhunters’

5. Campus Recruitment: This is another source of recruitment. Though campus recruitment is a common phenomenon particularly in the American organizations, it has made rather recently.

6. Deputation : Another source of recruitment is deputation I.e., sending an employees to another organization for the short duration of two to three years. This method of recruitment is practice in a pretty manner, in the Government department and public sector organization does not have to incurred the initial cast of induction and training.

7. Raiding or Poaching: This is another sources of recruitment whereby the rival firm by offering terms and conditions, try to attract qualified employees to join the organization.


As stated earlier, recruitment is the process of location, identifying, and attracting capable applications for jobs available in an organization. Accordingly, the recruitment process comprises the following five steps: • Recruitment planning;

• Strategy Development;

• Searching;

• Screening;

Now, a question arises; which particular method is to be used to recruit employee in the organization? The answer to it is that it will depend on the policy of the particular firm, the position of the labor supply, the government regulations in this regard and agreements with labor organizations. Notwithstanding, the best recruitment method is to look first within the organization.


Though there has so far not been evolved any formula such that makes recruitment programme necessitates having certain attributes such as:

A well – defined recruitment policy.

A proper organizational structure.

A well – laid down procedure for locating potential jobseekers.

A suitable method and technique for tapping and utilizing these candidates

A continuous assessment of effectiveness of recruitment programme and incorporation of suitable modifications from time to improve the effectiveness of the programme.An ethically sound fool-proof telling an applicant all about the job and its position, the firm to enable the candidate to judiciously decide whether or not to apply and join the firm, if selected.



Selection is the process of picking individuals (out of the pool of job applicants) with requisite qualifications and competence to fill jobs in the organization. A formal definition of Selection is:-

“ It is the process of differentiating between applicants in order to identify (and here) those with a greater likelihood of success in a job.’’

Recruitment and selection are the two crucial in the HR process and are often used interchangeably. There I, however, a fine distinction between the two steps. While recruitment refers to the process of identifying and encouraging prospective employees to apply for jobs, selection is concerned with picking the right candidates from the pool of applicants. Recruitment is said to be positive in its approach as it seeks to attract as many candidates as possible. Selection, on the other hand, is negative in its application in as it seeks to eliminate as many unqualified applicants as possible in order to identify the right candidates.


The role of selection in an organization’s effectiveness is crucial for at least, two reasons; first, work performance depends on individuals. The best way to improve performance is to hire people who have the competence and the willingness to work. Arguing from the employee’s viewpoint, poor or inappropriate choice can be demoralizing to the individual concerned (who finds himself or herself in the wrong job) and de-motivating to the rest of the workforce. Effective selection, therefore, assumes greater relevance. Second, cost incurred in recruiting and hiring personnel speaks about volumes of the selection. Costs of wrong selection are greater.



Until recently, the basic hiring process was performed in a rather unplanned manner in many organizations. In some companies, each department screened and hired its own employees. Many managers insisted upon selecting their own people because they were sure no one else could choose employee for them as efficiently as they themselves could. Not any more. Selection is now centralized and is handled by the human resources department.

Ideally, a selection process involves mutual decision-making. The organization decides whether or not to make a job offer and how attractive the offer should be. The candidate decides whether or not organization and the fob offer fit his or her needs and goal. In reality, the selection process is highly one-side. When the job market is extremely right, several candidates will be applying for a position, and the organization will use a series of screening devices to hire the candidates it feels is most suitable. When there is a shortage of qualified workers, or when the candidate is a highly qualified executive or professional who is being sought after by several organizations, the organizations will have to sweeten its offer and come to a quicker decision.


In recent years, HR specialists have found out new methods of selection. These approaches are deemed to the alternatives to the traditional methods of selection.

Two intersecting alternatives are participative selection and employee leasing. Participative selection that subordinates participates in the selection of their co-workers and supervisors. The idea is that such participation will improve quality, increase support for the selected supervisors and co-workers, and improve employee morale. In employee leasing, the client company leases employees from a third part, not on a temporary basis, but rather ate leased as full-time, long-term help. An interesting feature of this method is that the client company need not perform such personnel activities as hiring, compensation or record keeping. The advantages of employee leasing are significant. The client is relived from many administrative burdens, as well as the need to employ specialized personnel employees. Further, employees not recruited by one client are sent to another client company for employment.

Data Finding, Analysis and Interpretations:

Case Studies:



The recruitment and selection procedure followed by LARSEN & TOUBRO is as follows (Some steps may be interchanged in order, depending on the situation): 1. A Need Assessment is carried out as to how many people are / will be required and at what level(s). These would normally include Management Trainees or other recruits at middle or senior levels. This stage is referred to as manpower planning (MPP). 2. A Talent Acquisition Request form (TAR) is filled in case of any openings, based on which the Job Profile and other details are laid out. This is filled by the H.R head of the respective operating division which has to be approved by the business head. 3. On the basis of the nature of job and present employee inventory, skills, the HR Department decides whether to go for Internal Recruitment or External Recruitment. 4. In case of Internal Recruitment, a Job Posting is made on the notice boards of the company for the employees to make applications. 5. Also they have an internal employee scheme known as AMANTRAN wherein the employee working in the company recommends an outsider for the required post. 6. The company also goes for PCO i.e.

POLICY FOR CAREER OFFER wherein an employee from one department can apply for another position in another department with the consent of the local HR consultant. 7. In case of External Recruitment, the sources for applicants would include consultants, media such as newspapers, online applications through L&T website and third party recruitment which include APEX consultants, RSS money and associates etc. 8. After receiving applications, they are first short listed on the basis of their Resumes. 9. Depending on the post, the candidates may be required to go through different Tests.

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