The Impact of Contemporary HR Practices: Selective Hiring : Hiring The Right People
Introduction
It can be challenging to hire someone. It takes time to review resumes, conduct interviews, and check references. Hence, when you do eventually discover the proper fit, you want the investment to be worthwhile; you do not want your recruit to leave the company after only a few months on the job. This article will show you how to choose the applicant who will fit your company the best and how to conduct an efficient recruiting process.
Recruitment
Organizations have a number of options when HR planning indicates the need for more workers. Although hiring more people may be the initial step in a more extensive recruitment and selection process, it's not always the ideal way to find more labor. An organization may want to take into account alternatives to recruiting, including outsourcing or contingent labor, rather than hiring regular staff. The most straightforward option would be part-time work or overtime by current employees if the change in work volume is just temporary. Hiring new personnel should only take place after careful study and only when the firm foresee a long-term need for additional labor because the expenses of recruitment and selection can be startling. The cost to replace management, technical, and supervisory staff is estimated to range from 50 to several hundred percent of employee pay. The organization's overall growth prospects and an accurate projection of future labor requirements must be taken into account in careful HR planning. Planning for recruitment doesn't start until all other options have been thought of and ruled out.
- Ability
- Trainability
- Commitment
Selective hiring and organizational performance
The terms "selective hiring" and "recruitment" are interchangeable. To attract potential job candidates with the necessary abilities so they can apply for vacancies that have been advertised, recruitment is the process. The process of choosing the most qualified individuals from a pool of applications is known as selection, on the other hand. The goal of selective hiring is to place the appropriate individuals in the right positions, with the proper skills, traits, and ability to mesh with the organization's culture and climate. Profits result from selective recruiting, which also raises worker productivity, improves organizational performance, and lowers turnover. Selective hiring results in increased revenue. Quality product output and an improvement in organizational performance are the results of successful recruiting.
In a study conducted in India, Naveen and Raju (2014) discovered that good hiring and hiring processes improved organizational results. In their Nigerian study, Jolaosho et al. (2018) found that the hiring and selection processes have an impact on employees' overall performance. Mustapha, Ilesanmi, and Aremu (2013) found that there was a substantial and significant correlation between hiring and selection practices and organizational performance in another study on Nigerian banks. The results of the study showed that the use of a poor recruitment and selection approach resulted in poor organizational performance since the wrong employees were chosen.
Conclusion
Selective hiring has a substantial impact on organizational performance, it has been proven. The results also demonstrated that the relationship between normative and affective commitments and organizational performance was modulated.
Recommendations
As recruiting has a substantial impact on organizational success, it should be done on the basis of merit and not on factors like tribalism, nepotism, or other factors. It is important to work to strengthen organizational commitment since it moderates the link between selective hiring and organizational success.
References
Jolaosho S.O, Shodiya O.A., Olajide, A.R. &Akintan,I. O. (2018). The Effect of Recruitment and Selection Process on Job Performance in Telecommunication Industry in Nigeria: An Assessment of MTN Customer Service Centre Abeokuta. International Journal of Management and Economics, 4(02), pp-1639-1651
Makhamara, F.H., Waiganjo, E.W. &Kwasira,J. (2016).Influence of strategic recruitment and selection on employee performance in the health sector in Kenya. Strategic Journal of Business and Change Management, 3 (21), pp 347-361.
Mustapha, A. M., Ilesanmi, O.A. &Aremu, M. (2013). The Impacts of well Planned Recruitmentand Selection Process on Corporate Performance in Nigerian Banking Industry (A Case Study of First Bank Plc 2004-2011). International Journal of Academic Research in Business and Social Sciences, 3 (9).
Naveen, S., & Raju, N.M. (2008). A Study on Recruitment and Selection Process with Reference to Three Industries, Cement Industry, Electronics Industry, Sugar Industry in Krishna Dt Ap, India. IOSR Journal of Business and Management (IOSR-JBM), 15(5); pp. 60-67.
Ombui, K., Elegwa, M. and Gichuhi, A.W. (2014). The Influence of recruitment and selection on the performance of employees in research institutes in Kenya. IJSR, 3(5). 132-138.
Omolo, J.W & Otengah, W.A. (2015) Effect of Recruitment and Selection of Employees on the Performance of Small and Medium Enterprises in Kisumu Municipality, Kenya. European Journal of Business and Management 7(3). ISSN 2222-1905
Omolo, J. W., Oginda, M. N., & Oso, W. Y. (2012). Effect of Recruitment and Selection of Employees on the Performance of Small and Medium Enterprises in Kisumu Municipality, Kenya. International Journal of Human Resource Studies, 2(3).
Vulpen, E.van (2022) 7 human resource best practices (a mini-guide to HRM), AIHR. Available at: https://www.aihr.com/blog/human-resource-best-practices/#Selfmanagedteams (Accessed: April 11, 2023).
Hi Janaka, your blog post provides a good overview of the importance of selective hiring in organizational performance. I think it would also be important to note the value of ensuring that candidates who have successfully been hired fit into the organisation thus ensuring retention. Various companies adopt strategies to succeed in this aspect, for example, as per Bauer (2010) IBM had an “assimilation Process” to onboard new employees, which consists of three steps: affirming, beginning, and connecting.
ReplyDeleteAffirming occurs prior to a new employee’s start date and includes welcoming the
new employee, preparing a workstation, and assigning a coach.
Beginning occurs during the employee’s first 30 days. new employees are met in person, introduced to the team and have access to an intranet onboarding platform, known as “Your IBM.”
Connecting occurs during the employee’s first year on the job and consists of three
phases. After two months, an “ask coach” checks in to make sure things are on track.
At this stage, networking is a priority, so the employee is encouraged to find interest
communities within the company
All the best, Nithila
References
Bauer, T.N (2010) ‘Onboarding New Employees: Maximizing Success’ SHRM Foundation, https://www.shrm.org/hr-today/trends-and-forecasting/special-reports-and-expert-views/documents/onboarding-new-employees.pdf. (Accessed: 10 April 2023).
Dear Nithila!! Thank you for the value addition for this article.
DeleteHi Janaka, Completely agree that selective hiring is a crucial component of contemporary HR practices that can have a significant impact on organizational success (Cascio, 2018). By hiring the right people who possess the necessary skills, experience, and cultural fit, companies can create a high-performing workforce that is aligned with the organization's goals and values. Selective hiring also helps reduce turnover, improve employee engagement, and enhance the employer brand, which can ultimately lead to improved business outcomes (Bock, 2015). As such, organizations should invest in effective selection processes that leverage data-driven insights and behavioral assessments to identify the best-fit candidates, and foster a culture of continuous learning and development to support employee growth and career progression.
ReplyDeleteThank you for going through my article and adding more value with other author's approaches.
DeleteHi Janaka, Different thought & good article. How can organizations strategically implement selective hiring practices to ensure they are hiring the right people, and what potential benefits can this approach bring to the overall success and performance of the organization?
ReplyDeleteHi Hadil!! Selective hiring practices, which involve carefully evaluating candidates based on skills, qualifications, and cultural fit, can have significant benefits for organizations. These benefits include improved employee retention, enhanced performance, positive organizational culture, and reduced risks associated with hiring mistakes. Implementing selective hiring practices strategically can contribute to the overall success and performance of the organization.
DeleteSelective hiring, which involves hiring the right people with the necessary skills, knowledge, and attitudes, can have a significant impact on contemporary HR practices. Here are some of the ways in which selective hiring can impact an organization
ReplyDeleteDear Charith, Thank you suggestion.
DeleteWell penned article.
ReplyDeleteSelective Hiring also known as a "hiring for fit" approach focuses on identifying and hiring the most suitable candidates for a job based on a range of criteria, including skills, qualifications, experience, and cultural fit. Despite having advantages, there are also possibilities where qualified candidates from diverse backgrounds may be overlooked, and the company may miss out on the benefits of having a diverse workforce. A study by McKinsey & Company found that companies in the top quartile for gender diversity were 15% more likely to have above-average financial returns than companies in the bottom quartile. What do you think?
Dear Kabilashini!! I agree with what (Hunt et al., 2015) written in McKinsey & Company "Companies with higher gender diversity had a 15% higher likelihood of posting financial returns above the national sector median. Financial returns above the national sector median were 35% more likely for businesses in the top quartile of racial/ethnic diversity".
DeleteThank you for writing a blog post on employee and organizational performance. One suggestion I have is to explore the role of mentorship and coaching in training and development programs. Mentorship and coaching can be effective ways to provide newly recruited employees with personalized guidance and support as they develop their skills and capabilities.
ReplyDeleteHi Prasadi. A mentor's job is to support your personal development and help you become the best version of yourself. This might entail assisting you in achieving your professional or personal objectives, exposing you to fresh perspectives, pressing your limiting beliefs, imparting priceless life lessons, and much more. Thank you for the suggestion.
DeleteHi Janaka! Your post gives a good overview of selective hiring and how it affects organizational performance. You also provide a number of studies that support up your claims. Yet I believe, you could add more instances of various industries that have successfully used selective hiring and how it has enhanced their performance to make your article even more informative. You might also look at the possible drawbacks and problems of selective hiring and how to avoid them. Overall, great job!
ReplyDeleteDear Hashmath!! This article is an overview about how selective hiring impact for organizational performances plus how it helps for candidates while selecting them for what they're capable of.
DeleteAgain a very good topic has been chosen Janaka. The most important investment for every company is its workforce. When it comes to human resource hiring, even the most cutting-edge technologies cannot succeed if mistakes are made. It is one of the most important choices for every company. Recruiters should consider both quality and quantity when selecting staff. The proper matching of abilities to the job description is necessary for selecting high-caliber candidates. In actuality, cultural fit is a crucial factor in addition to talent. Companies have started using the selective hiring process to discover the best fit. Selective hiring refers to the process of finding and choosing the best candidates with the necessary traits and those who can easily fit into the organizational culture. (Yadav, K. 2021)
ReplyDeleteDear Piumi! Yes I agree what you commented on this and Thank you for the (Yadav, K. 2021) quote which gives more value to this article.
DeleteGood topic Janaka , there will always be challenges to find the right person for a specific role and be able to retain them. People are looking for jobs that need more experience than they already have in greater numbers. Should HR executives demand experience or provide more training?
ReplyDeleteHey Chris! In Modern world now it's easy to find the right pick with the usage of technology. Yes proper training for head hunt and experience is required for HRM for selective hiring.
DeleteYour blog offers insightful information on how the hiring and selection process affects organisational effectiveness. I value the way you covered several hiring possibilities.
ReplyDeleteThis is a useful guide for organizations looking to hire the right candidate and improve their performance through selective recruiting.
Dear Nadeer! Thank you once again for your inspirational comments for my article.
Delete