THE IMPACT OF RECRUITMENT AND EMPLOYEE RETENTION

 

According to Rafii (2015) on recruitment, there is a relationship between recruitment and employee performance. According To Patimah ( 2015) good recruitment program has a positive impact on increasing productivity, work quality, and performance. Retention of good employees will result in improved employee performance (Susilo, 2013). Rafii (2015) States that the link between employee retention and performance is extremely complex. If a bad employee is retained by the company, it will influence other employees to leave or increase turnover, and if employees get what they want, the company's performance will improve   (Sumarni, 2011) .                              

Recruitment and Employee Retention

The majority of employee retention is influenced by recruitment. Good recruitment increases employee retention (Janjua, 2014). Employee recruitment practices and policies have an impact on employee retention, according to this study Maina (2014)  the overall employment package has the greatest impact on recruitment and retention; it includes salary, job security, company environment, and Allowances (Maina, 2014).

Benefits of Employee Retention

ü  Cost Reduction 

ü  Moral Improvement

ü  Retain experienced Employee

ü  Recruitment and training efficacy

ü  Increased Productivity

ü  Better customer experience

ü  Better Culture

              Figure 1:               Benefits of Employee Retention 

                                                             (Source - Reserchleap.com )

Video 1 - Employee Recruitment and Retention

                                                 (Source: Youtube.com )

References

Janjua, B. H. &. G. A., 2014. The Impact of Human Resource Practices on Employee Commitment and Employee Retention in Telecom Sector of. IOSR Journal.

Maina, B. W. (. E. o. H. R. M. P. o. E., 2014. Effect of Human Resource Management Practices on Employees Retention in Institutions of Higher Learning in Kenya: A Case Study of. The Strategic of Business & Change Journal of Management, 1.

Pambagio, N. S. U. H. N. &. G. E. (. I. o. P., 2013. Influence of Process Influence of Process Selection Process and Competence of Employee on Employee Performance (Studies on the Employees Division of Administration and Finance. PG Kebon Agung Malang). Journal of Business Administration.

Patimah, S., 2015. The Influence of Recruitment and Selection on The Performance of. State Elementary School Principals Bandar Lampung. Scientific Journals, pp. Peuradeun - International Multidisciplinary Journal, 3(1), 165–190. .

Rafii, M. &. A. S. (. T. I. o. E. R. a. P., 2015. The Influence of Employee Recruitment and Placement on Employee Performance on PT. Bank Riaukepri Pekanbaru. Online Journal.

Rafii, M. &. A. S. (. T. I. o. E. R. a. P., 2015. The Influence of Employee Recruitment and Placement on Employee Performance on PT. Bank Riaukepri Pekanbaru. Online Journal.

Situngkir, S. A., 2013. The Influence of Financial Compensation, Labour Relations and Working Physical Environment on Employee Performance in Regional. E-Journal of Management, University of Udayana, .

Sumarni, M. (. T. I. o. E. R. o. T. I. a., 2011. The Influence of Employee Retention on Turnover Intention and Employee Performance.. AKMENIKA UPY, 8, 20–47.

Susilo, A., 2013. The Influence of Employee Retention and Customer Satisfaction to Performance.. Studia Journal of Accounting and Business, 1(3), 247–262..

 

USE OF PSYCHOMETRIC TESTS IN THE PROCESS OF RECRUITMENT

The majority of the time, some subjective elements were included in the recruitment and selection process. Hiring qualified employees are critical for the organization. It is critical for the organization’s success to generate interest and communicate opportunities for hiring the right candidates. Employees play a critical role in the organization. Human resource management can lead to a company’s success. We can reduce the impact on subjective elements if the process is conducted professionally (Anwar, 2015). If the process is to collect a pool of candidates, the selection is the process of selecting the best candidate. (D'Silva, 2020).

Recruitment is a broader category that includes sub-functions such as attraction, selection training, and retention of appropriate candidates (Jakson, 2010) . Several tests based on the job description are used to assess candidates' mental aptitude during the screening process to identify eligible candidates for further stages. Various tests have been used depending on the context. Psychometrics is one approach to screening that uses specially designed tests (Merwe, 2002) . It is a branch of psychology that studies the theory and practice of measuring knowledge, attitudes, abilities, personality traits, and skills.

Finding the best people for various positions within an organization is a challenge for all businesses today. Due to the current labor market, multiple candidates have been identified who meet the requirements for the required position. According to Chiavenato ( 2007 ) , personnel selection is a step after recruitment in the integration of human resources. Personnel recruitment and selection should be viewed as two stages in the same process: the first phase is the entry of candidates into the organization. The second phase, selection, entails activities such as choosing, deciding, selecting, classifying, filtering, and restricting, and is the phase in which all selection techniques are used. Castaño ( 2011) applied a variety of evaluation methods and techniques to human resources.

According to Wayne (2010), many companies have added specific tests to their hiring processes. These tests assess potential employees' skills, personality skills, and motivation. It will support managers to make better hiring decisions because this method can predict an individual's job performance. (Bryon, 2011).

It has been determined over the years that personnel selection is essentially a comparison of two variables.

           1.        Recruitment of vacant position

2.      The characteristics of the candidates presented in a profile

According to (Pascale, 2013) a psychometric test for personnel selection consists of a series of standardized questions.

Types of psychometric tests

Ø  WAIS Test

Ø  Raven's progressive matrix test

Ø  Terman Merrill Test

Ø  Moss test

Ø  Personality tests

Ø  Eysenck Personality Test

Ø  Work sample test

Ø  Situational awareness questioner

Ø  IQ test

 Work sample test

Psychometric tests will be developed to evaluate an applicant's suitability for the position in question. Employers use the information gathered from the psychometric test to identify hidden aspects of candidates that are difficult to observe during a face-to-face interview or through formal selection tools (Bryon, 2011). 

Video1: Types of Psychometric Tests: Used in Recruitment

 

                                                             Source - Youtube.com

 

References

Anwar, G. &. S. I. (. J. s. a., 2015. Job satisfaction and employee turnover intention: A case study of private hospital. A case study of private hospital in Erbil. International Journal of Social Sciences & Educational Studies, 2(1), 73..

Bryon, M., 2011. How to pass Graduate Psychometric tests. 04th ed. Kogan Page, London..

Bryon, M. t. p. G. P. t. e. K. P. L., 2011. How to pass Graduate Psychometric tests. 04th ed. Kogan Page, London..

Castaño, M. L. G. &. P. J., 2011. Technical guide and good practices in recruitment and selection of personnel. Madrid: Official College of Psychologists of Madrid.

Chiavenato, I., 2007. Human Resource Management (Eighth ed.). Mexico: McGrawHill. .

Cohen, R. J. &. S. M. E., 2009. Psychological Testing and Assessment: An Introduction to Tests and Measuremen. McGraw-Hill..

D'Silva, C. .., 2020. A Study On Increase in E-Recruitment and Selection Process.. International Journal of Research in Engineering, Science and Management, 3(8), 205-213..

Jakson, C. R. K. &. S. K. J., 2010. Human Resource Management:. The Key Concepts,, p. Taylor & Francis.

Merwe, 2002. Psychometric testing and Human Resource Management. SA Journal of Industrial Psychology, 28.

Pascale, 2013. Sélectionner les candidats au moyen de tests psychométriques: Qu’enseignent la doctrine et la jurisprudence québécoises?. Canadian Psychology/Psychologie canadienne, 54(4), 269. .

 

THE PROCESS OF THE RECRUITMENT SELECTION

 

According to Stonner (2000), the selection process is a mutual process in which the organization decides whether or not to make a job offer and it is up to the candidate to decide whether or not to accept it. In the view of Flippo  (1984) selection of qualified and potential employees from a pool of candidates matches the company’s requirements. Mondy (2010) states that the process of selecting individuals best suited for a specific position in an organization from a pool of applicants. According to the above statements, the company always tries to select candidates who meet the company's requirements. When the Home Lands Company selects candidates for the sales department, they look at the candidates' qualifications as well as their previous company's experience.

Furthermore, Henry (2009) stated selection is an extremely important aspect of the organization. In order to maintain organizational efficiency, the right people must be hired. The selection process is essentially the type of procedure in which an organization tries to choose the most suited applicant from a vast pool of candidates. Because recruitment is an expensive process, companies make every effort to hire the appropriate individuals right from the start. According to Gamage (2014), in order to improve the firm's efficiency and productivity, the company needs to select the right candidates for the right role.

 

The Process of Selection

Because recruitment is an expensive process, it is generally observed that organizations do their best to select the right kind of people from the start of the process so that at the end of the process, that organization can show that it was worth their time and money in choosing the suitable candidate for a better type of job.

Collection of Application

The primary hiring procedure begins with the collection of the candidate's application. Applications can be used to obtain incorrect data. We should not assume that all of the information on the paper is correct. The application must be evaluated based on the information provided.

Preliminary Interviews

Interviewing is probably one of the most commonly used approaches in the selection of candidates (Sims, 2002) . The HR manager and the sales managers of the Home Lands company will conduct preliminary interviews with selected candidates in the board room. The interview panel will evaluate the physical appearance of the candidates and their speeches. To make the process easier, several companies conduct preliminary interviews to weed out unqualified candidates.

References

The purpose of the reference check is to gather information about applicants' past behavior and to double-check the accuracy of information provided on the application. According to Cole ( 2005), most public sector organizations obtain references before calling short-listed candidates for interviews, After the candidates have completed the interviews, the private sector obtains references.

Line Manager Approvals

In general, after completing the various types of interviews, the candidate should be chosen for the final round of interviews conducted by the supervisors of various types of organizations (Broyles, n.d.)). It has been observed that in most cases, supervisors are the people who have knowledge and access to the various types of jobs and are aware of the competencies required. As a result, such interpersonal sessions aid in making better decisions and investigating all theoretical and practical aspects of the job.

 Psychological Tests:

The testing process is the next step in the selection process. The majority of large corporations employ detailed selection testing procedures (Sims, 2002). The nature of such information can range from a simple type of physical examination to a highly evaluative type in testing the various types of physical qualities of a candidate in performing a specific type of job.

Employee recruitment and selection, to a large extent, determines an organization's performance, and it is absolutely essential.

 

Video 1: The recruitment and selection Induction

                                                                Source -   (Wales, 2015) youtube.com

References

Broyles, L. M., n.d. Overcoming barriers to the recruitment of nurses as participants in health care research.. pp. 21(12), 1705-1718..

Cole, G., 2005. Personnel and Human Resource Management Book Power..

Flippo, E. 1. P. M., 1984. Personnel Management.. Sixth Edition, New York, McGraw-Hill Book Company..

Gamage, A. S. (., 2014. Recruitment and selection practices in manufacturing SMEs in Japan: An analysis of the link with business performance. Ruhuna Journal of Management and Finance.

Henry, O. &. T. Z., 2009. Recruitment and selection practices in SMEs. advances in Management, 3(2), 52-58.

Mondy, R., 2010. Human Resource Management.. 11th Edition. Upper Saddle River, New Jersey:, Issue Prentice Hall..

Sims, R. R., 2002. Organizational Success through Effective Human Resources. USA..

Sims, R. R. 2., 2002. Organizational Success through Effective Human Resources. USA..

Stonner, F. &. G. (., 2000. Management.. 6th Edition, India Prentice Hall..

Wales, B., 2015. The recruitment process - YouTube. 

THE RECRUITMENT AND SELECTION PRACTICE IN THE REAL ESTATE INDUSTRY

 

The recruitment process can be defined as attracting individuals on a regular basis with the required number of candidates who meet the required qualifications (Walker, 2009). Companies are following different processes to fulfill the requirements. (Akuamouh, 2016) stated that some of the processes are Screening applications and resumes, interviewing, and references and the working history. Different hiring processes are used by organizations to find the right person for the job (Walker, 2009). f you're dealing with a recruitment process in a professional way, We can reduce the impact of subjective elements (Djabatey, 2012) . The majority of those involved in this process has elements of biased judgment. However, treating candidates professionally will leave a positive impression on the organization (Opatha, 2010).

 

Recruitment

Recruitment according to (Weihrich, 1994) implies attracting candidates to fill positions in an organizational structure. (Opatha, 2010) emphasis on the process of finding qualified and suitable people for the vacancies in the organization. It is a set of activities used by a company to attract job candidates with the necessary skills and attitudes. The recruitment process generates a qualified group of people to suit organizational job vacancies. The first step in the recruitment process is to locate company personnel with the goal of gathering positive and qualified candidates to apply for the job (Armstrong, 2009). In the view of (Henry, 2009) recruitment is a procedure for allowing talented individuals to join an organization after receiving training. As a result of the evidence presented above, we can conclude that various types of recruitment and selection methods are considered by various types of organizations.

The recruitment process at Home Lands Skylines is handled by the HR department, which assigns a team to collect the information of the qualified candidates.

Video 1:The process of the recruitment

                                                            Source : (Net.com 2018)

 

Types of Recruitments

An Advertisement

(Russo, 2000) observed that organizations can advertise job openings in a variety of ways, including electronic and print media, to attract the best candidates. The Home Lands Company primarily advertises job openings on paper and online through top job sites.

Through Agencies

Using a recruitment agency to hire employees based on contract responsibilities is one of the most effective ways to hire capable employees (Florea, 2014). The Homelands company's HR department recruits the sales team through local agencies to find the best candidates. These companies carry out preparatory activities that are compatible with the organization.

Employee referral

This is one of the common techniques used by the organization. Employees of the company can recommend potential friends and candidates from outside the company (Maloney, 2001). Employees are chosen using this method based on a referral from a current employee of the organization.

Educational and Training Establishments:

The organization's human resources department will visit educational institutes and universities to hire top students who will be in their final year of study and will be able to fill the vacant position. This method is one of the cheapest ways to hire fresher for the organization (Hart, 2005). Home Lands company recruits 10% of the total recruitment from the universities in Sri Lanka and the leading education institutes such as NIBM , SLIM.

E-Recruitment:

Employers are recruited through web-based techniques or an online platform Cappelli (Flippo, 1984).  During the Covid 19 Pandemic situation, mostly real estate companies used to hire employees via Zoom meetings or Teams.

 Internal Advertisements (Job Posting)

Internal Advertisements refer to the process of posting/advertising jobs within an organization. This career placement is an open invitation to all employees within the organization to apply for open positions. It provides equal opportunities to all employees within the organization. As a result, recruitment will take place within the organization, which saves a significant amount of money. In Homelands company, the open advertisement is always posted within the company to move to a different position.

 

References

Akuamouh, 2016. The Impact of Effective Recruitment and Selection Practice on. Global Journals Inc. (USA), Volume 2249-4588 & Print ISSN: 0975-5853.

Armstrong, M., 2009. Armstrong’s Handbook of human resource Management practice. 11th edition, Issue Longon: Kogan Page..

Djabatey, E. N., 2012. Recruitment and selection practices of organizations. A case study of HFC Bank (GH) Ltd. Unpublished thesis submitted to the Institute of Distance.

Flippo, E., 1984. Personnel Management..

Florea, N. V., 2014. Using recruitment agencies to obtain the best candidates.. Land Forces Academy Review,, Issue .v 19(1), 80-89..

Hart, C. 2., 2005. Doing Your Masters Dissertation.. 1st edn. London: Sage..

Henry, O. &. T. Z., 2009. Recruitment and selection practices in SMEs. Empirical evidence from a developing country perspective., Issue Advances in Management, 3(2), 52-58..

Maloney, T. R., 2001. Employee recruitment and selection: how to hire the right people. USA: Cornell University..

Opatha, H., 2010. Human resource.

Opatha, H., 2010. Human resource management. Colombo:. Author published..

Russo, G. R. P. N. P. &. G. C., 2000. Recruitment channel use and applicant arrival. pp. 25(4), 673-697..

Selase, A. E. (. T. i. o. r. a. s. c. o. o. p. G. B. G. A. R. o. G. a. t. M. J. o. P. A. a. G. 8. 2.-2., n.d.

Walker, J., 2009. Human Resource Planning.. New York: McGraw-Hill Book Co., P95..

Weihrich, H. a. K. H., 1994. Global Perspective.. McGraw Hill Int. Editions Management Organisation, Issue Tenth Edition, New York.