RECRUITMENT AND SELECTION PROCESS

Employees are a vital part of every organisation as they are a key to the success of
the organisation. This makes getting employees for the available position very
important and getting the right employees or candidates is done through the right
recruitment and selection process (Hancock, 2002). Recruitment is a process of
creating a pool of applicants, while selection is the process of selecting the right
applicant for the job (Gavrel, 2015). This section discusses the outline the five
stages of recruitment required for the club and discusses the different selection
techniques, while proposing the best-fit technique for the club.

Recruitment

Recruitment is a process of finding and attracting the potential resources for filling
up the vacant positions in an organisation (Marie Ryan and Derous, 2016).
According Edwin B. Flippo “recruitment is a process of searching for prospective
candidates and stimulating them to apply for the jobs in the organisation”. Dalton
E. McFarland stated that “recruitment is the process of extracting potential
employees to the company”. It sources the candidates with the right skills, abilities
and attitude which are required for achieving the objectives of the organisation.
The recruitment process that will be applied for the club will involve five steps
which are creating a recruitment plan, strategy development, talent search,
screening and short-listing, and evaluation and offer of employment (Mangum,
1983). These steps will be discussed in details.
Creating a Recruitment Plan
Recruitment planning is the first step of the recruitment process, where the vacant
positions are analysed and described (Augustine, 2009). This step includes job
specifications, its nature, experience, qualifications and skills required for the job,
grade and pay level, as well as stating the starting date, it also indicates if the
position is permanent or temporary all this details are planned and noted down in
the plan (Wiegand, Jeltsch and Ward, 2003).
The structured recruitment plan will be designed to attract potential candidates
from a pool of candidates (Augustine, 2009). The potential candidates should be
qualified, experienced with a capability to take the responsibilities required to
achieve the objectives of the club.
1
Strategy Development
Once it is know who, how many and what employees is required. The recruitment
strategy is the second step in the recruitment process, where a strategy is prepared
for hiring potential candidates (Fletcher, 1997). After completing the preparation
of the job description and job specifications, this step decides which strategy is to
be adopted for recruiting the potential candidates for the club.
In the preparation for the recruitment strategy the following points will be
considered:
 Make or Buy employees
 Type of recruitment strategy (Realistic Job Preview)
 Geographical area
 Recruitment source
Talent or Candidate Search

This deal with how to attract job seekers to the club, by finding the best sources of
recruitment, identifying the right talent, attracting and motivating them to apply for
the job will help bring in fresh perspective to the club.

Talent searching is the process of recruitment where the resources are sourced
based on the requirement of the job (Nazari, 2014). After the recruitment strategy
is done, the searching of candidates will be initialized. There are to main sources of
attracting candidates these are internal and external sources.

Internal sources

Internal sources of recruitment refer to hiring employees within the club through:

 Promotion
 Transfers
 Former Employees
 Internal Advertisement (Job Posting)
 Employees Referrals

2
  Previous Applicants

External Sources

External sources of recruitment refer to hiring employees outside the organisation

through:

 Direct Recruitment
 Employment Exchanges
 Employment Agencies
 Advertisements
 Professional Association
 Campus Recruitment
 Word of Mouth

Screening and Short-listing

It is an integral part of recruitment that helps in removing unqualified and

irrelevant candidates. The screening process of recruitment will of three steps.

 Reviewing of Resumes and Cover Letters

 Conducting Telephonic, video or physical interview
 Identifying the top candidates

Reviewing of Resumes and Cover Letters

The goal of reviewing the resumes and cover letter of the candidates is to verify the
credibility of the resumes of the candidate and as well as his/her credentials.
During the screening the following point are priorities to ensure better screening of
the potential candidates.

1) Reason for change of job

2) Longevity with each organisation
3) Log gaps in employment
4) Job-hopping
5) Lack of career progression

3
Conducting Interview

The aim of conducting an interview is to get to meet and know the candidate it can
be telephonic, video or physic. This process has two main goals

1. To verify the candidates, whether they are available and active.

2. Also to get a quick insight about the candidate’s attitude, ability, and
communication skills.

Identifying the Top Candidates

This is done to ensure that the best candidates are shortlisted for the job position.
This process has the following outcomes:

1. Shortlisting 5 to 10 resumes for review by the hiring managers

2. Providing insights and recommendation to the hiring manager
3. Help the hiring manger to take a decision in hiring the right candidate

Evaluation and Offer of Employment

Once we have screened through all potential candidates and shortlisted the top
candidates, it is important to evaluate the credibility of the choosing candidate, and
then we will have to offer the position to the most deserving one(s) who will be
evaluated for credibility prior to the offer (Hampson et al., 2015).

Also recruitment is a costly process; hence we will also have to evaluate the
performance of the recruitment process. This costs incurred in the recruitment
process will be evaluated and controlled effectively. These include the following:

 Salaries to the recruiters

 Advertisement cost and other cost incurred in recruitment methods, i.e.,
agency fees.
 Administrative expenses and recruitment overheads.
 Overtime and outstanding costs, while the vacancies remain unfilled.
 Cost incurred in recruiting suitable candidates for final selection process.
 Time spent by the management and the professionals in preparing job
description, job specifications, and conducting interviews.

4
 Selection

The recruitment process had already prepared a comprehensive job description and
specification, as well as made shortlist a sufficient number of applicants from
whom the suitable candidates can be chosen (Boateng, 2021). The process of
selection will take 9 simple steps which are represented with the diagram below

Evaluation

This process will involve:

 Written Examination
o Technical test

5
 o Intelligence test
 Preliminary Interview
o Stand up interview
 Tests
o Aptitude tests
o Emotional tests
o Personality test
o Multidimensional test

The club will only make use of the written examination and test which the type
will depend on the role the candidate is applying for.

Interview

This will be a discussion that we will have with the candidate it will entail.

1. Explaining the key responsibilities and tasks that the job entails.
2. Explaining the expectations from the role.
3. Sell the role and the organisation.
4. Ask about his expectations from the job
5. Ask about what the salary he would expect.

These discussions will be held in selection process selected for the club.

Final Interview

This interview will be done to get complete and accurate information, record
observations and impressions, refer to comments of earlier to further get to know
the candidate.

This will also involve de-selling the job which a part of the Realistic Job Preview
(RJP) by explaining the challenges and difficulties of the job, ranging from hours,
shifts, pressure etc... Then probe as to why the candidate still wants to go for it.

Medical and Reference Check

6
This involves performing medical check on the candidates or reviewing medical
documents provided by the candidates to ensure they are medically fit for the job.
It also involves checking or verifying the references the candidates has provided.

Selection and Offer

This involves selecting the best candidate and making an offer of the salary and
benefits the candidate will receive once employed.

Induction

This is the process in which the candidate with has just being employed received
and welcomed when they join the club, this also involves giving basic information
and training they need to settle quickly and start work. This will include
information about products, services, vision and mission of the club.

Deployment

This involves the assignment of the newly employed to their appropriate

department, assigning goal sheets and deliverables communicated if needed and
task assignment by the supervisor or department head.

Retention

With the high rate of turnover by new employees at the club a good retention plan
will be made part of the selection process, this will involve series of activities
aimed at retaining productive employees in the club, ranging good basic pay,
training and development opportunities etc. this will be done using a Total Reward
Strategy (TRS) as this goes beyond monetary benefits.

7
 REFERENCES

Augustine, A. (2009). The recruitment plan. ASHE-ERIC Higher Education

Report, 19(7), pp.71–97.

Boateng, D.D. (2021). Effect of Bias on Selection and Recruitment. Academia

Letters.

Fletcher, F. (1997). Aboriginal and Torres Strait Islander Recruitment and Career
Development Strategy for the Library and Information Sector. Australian Journal
of Career Development, 6(2), pp.9–10.

Gavrel, F. (2015). Participation, Recruitment Selection, and the Minimum Wage.

The Scandinavian Journal of Economics, 117(4), pp.1281–1305.

Hampson, L., Williamson, P., Wilby, M. and Jaki, T. (2015). Recruitment

progression rules for internal pilot studies monitoring recruitment. Trials, 16(S2).

Hancock, C. (2002). Effective Recruitment and Selection. Legal Information

Management, 2(02).

Mangum, S.L. (1983). Recruitment and Job Search: The Recruitment Tactics of
Employers. IEEE Engineering Management Review, 11(3), pp.73–78.

Marie Ryan, A. and Derous, E. (2016). Highlighting Tensions in Recruitment and

Selection Research and Practice. International Journal of Selection and
Assessment, 24(1), pp.54–62.

Nazari, K. (2014). Talent Management and Recruitment Strategies. Mediterranean

Journal of Social Sciences.

Wiegand, K., Jeltsch, F. and Ward, D. (2003). Minimum recruitment frequency in

plants with episodic recruitment. Oecologia, 141(2), pp.363–372.