Introduction of Recruitment and Selection in the Telecommunication Industry

Introduction of Recruitment and Selection in the Telecommunication Industry




 

Introduction

 

Recruitment and selection, general seen as a human resource management function, plays a great role in impacting critically on the performance of an organization in terms of achieving its ultimate goal (Costello, 2006). Djabatey (2012) argues that the recruitment and selection procedure is a vital function of the Human Resource Division of every organization. Richard (2012) states that even when unemployment rates are high, companies often have trouble finding people with the skills the organization needs. 

 

According to the above states we could understand that recruitment and selection has a major role in an organization and need to operate in very careful manner to find right people for right positions for organizations profitability.

 

Recruitment and selection

 

 Recruitment and selection is one of the basic functions of Human Resource Management. There is a clear distinction between recruitment and selection. Walker et.al , (2009) explained that recruitment is the process of attracting a large pool of qualified people for employment. This involves planning for human resource to job design, job description, job analysis, creating awareness among others. Selection on the other hand is the process through which organizations make decisions about who will or will not be allowed to join the organization.

 

According to Armstrong, (2009) Recruitment is the process of finding and engaging the people the organization needs. Selection is that part of the recruitment process concerned with deciding which applicants or candidates should be appointed to jobs. Bratton & Gold, (2007) also state that Recruitment is the process whereby an organization generates a pool of qualified, skilled and knowledgeable persons applying to an organization for employment and Selection is also the process whereby Human Resource management uses techniques to choose qualified and capable employees from a large pool of applicants.  Recruiting is defined as “activities or practices that define the characteristics of applicants to whom selection procedures are ultimately applied” and selection is “select desired employees from the pool of recruited applicants” (Richard, 2012).

 


Strategic approach to recruiting

 

Robert (1997) strategic approach to recruiting has become more important as competitive pressures have shifted in many industries. HR planning efforts are made to align strategies with organization strategies. Therefore it is important that recruiting, as a key HR activity, be viewed strategically. Also, recruiting efforts should reflect the organizational culture, regardless of organizational size. The following decisions about recruiting must be made.

➢ How many people does the organization need?

➢ What labor markets will be tapped?

➢ Should the organization have its own staff or use other sources such as flexible staffing?

➢ To what extent should recruiting be focused internally vs. externally?

➢ What special skills and experience are really necessary?

➢ What legal considerations affect recruiting? 

➢ How can diversity and affirmative action concerns be addressed when recruiting?

➢ How will the organization spread its message of openings?

➢ How effective are the recruiting efforts?

   With relate to Sri Lanka Telecommunication industry in which I work the recruitment is subject two aspects. First they try to promote internal employees for the vacant positions and if it can’t be fulfilled by the existing employees they are searching external recruitments. As per the external sources following employment categories are implementing. Those are recruiting permanent employees; contract based employees and outsourced employees.

Recruiting permanent employees

 

As per the company recruitment guideline each category of vacancies has different educational and professional qualifications to meet. Vacancies are advertised in newspapers and the corporate web site. Written exams, structured interviews and practical test are conducting accordingly.

 

Contract Based Employees

 

Recruiting employees with fixed term contract and after the contract period the company will terminate the employment or make them permanent.

  

Outsourced Employees

 

This is very popular now in Sri Lankan context. Recruiting employees using outsourced agencies, such as agency supply workers on rate per day or per week basis. Outsourced workers do not provide employee benefits as permanent employees.  

 

Based on the above, recruitment and selection of best talent for an organization is primary source to make competitive edge in the current market.  

 



References​

 

Armstrong, M., and Taylor, S., (2014) Armstrong’s handbook of human resource management practice. (13th Ed) London.

 

Bratton, J. & Gold, J. (2007). Strategic human resource management. London: Palgrave Macmillan.

 

Costello, D. (2006). Leveraging the Employee Life Cycle, CRM Magazine, 10 (12),

48-48, Retrieved February 23, 2009, from Academic Search Premier Database.

 

Djabatey, E. N. (2012). Recruitment and selection practice of organization: a case study of HFC Bank (GH) Ltd. Unpublished thesis submitted to the Institute of Distance Learning, Kwame.

 

Nkrumah University of Science and Technology. Ghana: Kwame Nkrumah University of Science and Technology

 

Richard L,(2012) “new era of management” (10th Ed).

 

Robert L. (1997) “Human resource management” (08th Ed).

 

Walker, H. J., Feild, H. S., Giles, W. F., Armenakis, A. A., & Bernerth, J. B. (2009). Journal of Applied Psychology, 94(5), 1354-1364.


Comments

  1. Pernalla VincentMay 3, 2021 at 8:15 AM

    Agree with you Sachith. Adding to your view B Renuka Devi & P. Vijaya Banu (2014) has said a process where organizations try to develop a pool of qualifies applicants for the further human resource needs even if specific necessity does not arise can be called as recruitment. Further they emphasize that having the right person in the right place at the right time is crucial to organizational performance and this process is called recruitment.

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 6:42 AM

      Thank you Pernalla for your value addition to the article, In order to make an organization successful and well-performed, there should be a proper way of recruiting and retaining the right person, in the right place, at the right time, and doing the right job. Shall it be successfully done, then it is an Effective recruitment. This contributes to the performance and competitiveness of the organization in various ways (Nahayo, 2019).

      Delete
  2. Oshadee WanasingheMay 14, 2021 at 4:44 AM

    You have made a valid point when it comes to strategic approach to recruiting. Vacancies may created due to various reasons such as transfer, promotion, retirement, termination, permanent disability or Death. Even when an organization is moving towards expansion or diversification, new job opportunities will be created (Siddiqui, 2016). The ability to acquire and retain highly talented personnel is an important aspect for the success of an organization, since the level of performance of an organization is directly affected by the ability of its workforce. Therefore, the employer should have the ability to recruit and select the employees in the best and accurate manner (Abdi, 2018).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 6:43 AM

      Thank You Oshadee for your value addition. Recruitment and selection practices are the fulcrum in which all HRM functions operate. Without the right staff, selected using the right methods, none of the other functions will operate successfully. Therefore, it is crucial that HR professionals, frontline, middle and senior managers, and HR consultants to continuously analyze and refine their recruitment and selection systems and competencies to ensure their effectiveness in providing the organizations with the best employees concerning their qualifications, competencies, and work behaviors(Compton, 2014).

      Delete
  3. Rajasingham SathaharanMay 15, 2021 at 8:17 AM

    Hi Sachith,

    While agreeing on the strategic importance of recruitment and selection, inappropriate selection is detrimental to organizational effectiveness, invalidates rewards and development strategies. Also, it is unfair on the individual who was recruited and distressing for manages who have to deal with unsuitable employees. Also recruitment and selection, although connected, they have to be treated separately for effective selection decisions and reduce perception bias (French & Rumbles, 2010).

    Reference

    French, R. & Rumbles, S. (2010). Recruitment and Selection. Leading, Managing and Developing People, 3rd edition

    ReplyDelete
  4. ERANDA ELLEPOLAMay 15, 2021 at 10:48 PM

    Agreed with you, and adding to that, my self also engaging to telecommunication sector my feeling is Human resocer management need to think about more widely about recruitment process.
    The recruitment of human resources in the organization is considered a key element of human resource management as the main method of ensuring labor organization. The main purpose of the recruitment is to attract a sufficient number of candidates that meet the job requirements, the employer can select the best person for a particular job (Muscalu,E 2015)

    ReplyDelete

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