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Posted: January 31st, 2025
One approach of the staffing of organizational roles is to recruit a pool of people who are likely to have the qualification required and to select from among them those who will be most likely to perform well in the jobs. It is often desirable to subject candidates to various tests or to observe them systematically in order to make it more likely that the candidates with the best qualification are picked. The process of recruiting candidates and of selecting from among of them, those likely to be of the great use to the organization, because effective recruitment and selection procedure can bring enormous benefits to the organization.
Effective recruitment and selection procedure will enable to bring the advantages to organization such as obtain optimum uses of skills of employees, Easy to train, Retain competent employees, Brining new ideas to the organization, provide valuable information about competitor strategies, and so on. And at the same time ineffective recruitment and selection procedure can cause for damages to the organization such as wastage of time and cost, could bring resentment among internal candidates, directly effect to performance of the organization through poor individual performances, higher cost for training employees and so on.
About the Organization http://upload.wikimedia.org/wikipedia/commons/thumb/9/9d/J_Sainsbury_HQ_1.jpg/220px-J_Sainsbury_HQ_1.jpg
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J Sainsbury HQ in Holborn CircusJ. Sainsbury plc is the mother company of Sainsbury’s Supermarkets Ltd, and it is commonly known as Sainsbury’s. It is the third largest chain of supermarkets in the United Kingdom with a share of the UK supermarket sector of 16.3%.
The group’s head office is in the Sainsbury’s Store Support Centre in Holborn Circus, City of London. Sainsbury’s was founded in 1869 by John James Sainsbury and his wife Mary Ann. In 1995, Tesco overtook Sainsbury’s to become the market leader, and Asda became the second largest in 2003, downgrading Sainsbury’s into third place.
Sainsbury’s at present functions 872 hypermarkets, supermarkets and convenience stores. This can divide into 537 supermarkets and 335 convenience stores. It also operates Sainsbury’s Bank, which put up for sale financial services, and is a joint venture with HBOS; Sainsbury’s online internet shopping services; and has a property portfolio worth £8.6 billion (as of March 2007).
It can be argued that selection and engineering approach rest on certain assumptions about people which are communicated to new employees of the organization through the practice of recruitment, selection and job placement. Some of these assumption reject certain emotional and social needs which can employees brings with him, leaving him in the situation of having to find satisfaction either in informational organization or if this is impossible, outside the organization, the consequence is that he becomes either alienated from the organization or passively resistant to it. This is not to say that selection methods of organization should therefore be abolished and replaced by other methods which may be less efficient. The organizations should recognize the consequences of their own approaches and practices, and decide whether to use them partly on the basis of their willingness to accept these consequences.
So ineffective recruitment and selection procedure, will long last with the unsuccessful performance of the organization and as well as unsuccessful personal achievements of the employee too. That is the main reason for selecting this research area for the study as it is very critical area in the organizational environment, because employees are the only live resource of the organization. All the other resources like material will depreciate with the usage but only the human resource which not depreciated with the usage but it will result to enhance the performance with the experience. So the very first decision on that resource and the method of that selection will be decided at the process of recruitment and selection procedure.
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The effect of recruitment and selection procedure on an organization can study in many ways as taking number of organizations and study their recruitment and selection procedures. And also it can be done by taking one particular organization and study the evaluation of the recruitment and selection procedure over a time and changes in the effect of that.
In this research considering with the time limitation and the magnitude to study the selection was done by taking only one organization i.e. Sainsbury retail sector organization and study the recruitment and selection procedure of it. And at the same time effect of recruitment and selection procedure on the organization may vary in different areas as to the profit, training cost and so on. In this research the study will limit to the two areas of effect on organizational performance and for the increase of the market share.
Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.
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Flippo’s definition on recruitment is that “It is a procedure of penetrating for potential workers and motivating and cheering them to apply for occupations in an association.”
Source: http://www.articlesbase .com/ college- and- university – article /class -notes -human-resource- management- 872443.html#ixzz18kcjdSFL
The magnitude of an organization’s recruiting effort depends on the HR planning process and recruitment of specific jobs that are to be filled. If the forecasted human resource requirements exceed the net human resources requirement organization must actively recruit employees.
Selection is a process that identifies and employs the best qualified individuals for suitable posting. It is vital to select quality personnel for an organization as human resource could contribute to the success or failure of an organization.”
Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.
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“The foremost purpose of a selection procedure is that to decide that a candidate has the requirement for a particular job, and afterward to decide the candidate who is mainly possible to execute better in with the purpose of occupation. The whole procedure of selection starts with a preliminary programming dialogue and ended with a concluding employment choice.”
Source: http:// www. articlesbase. com /college -and- university- articles/ class- notes- human-resource -management- 872443.html#ixzz18kfl6DW3
Accordingly we can understand that it involves in decision making on both employee and applicant. Organizations make an offer while applicant evaluates and decides to accept or not. Decision making becomes one sided when job market is tight.
E.g. Several candidates for one job post – organization decides on best applicant.
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The process of recruitment will depend on the source of recruitment. However there are four main steps in involved in recruitment as follows.
Internal Sources – This refers to an organization policy in finding employees from within the organization to fill vacant positions. In this regard organization should have a good idea of its employee’s strengths and weaknesses. Performance evaluation could serve as a guideline to identify employees with potential for promotion. Tools that can be used for internal recruitments are skill inventory, recommendations by managers, Performance appraisals.
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Main advantages of this method are effect for high employee morale, availability of data and easier for selection, low cost/time consumed, easy to train, optimum use of skills/expertise and able to retain competent employees. Main disadvantage of this method are lack of new ideas, basis of promotions, may effect to other employees.
External Sources – Organizations are provided a whole range of candidates for selection when recruited from external sources. External recruiting is primarily done in organizations which grow rapidly and have a demand for technical, skilled or managerial employees.
Main advantages of this method are result to bring new ideas to the organization, provide valuable information about competitor strategies, able to select candidates with divers, skills, expertise and experience, Lower cost of training, if trained employees are recruited and so on. And at the same time there are disadvantages like it will be a expensive process, orientation process take time, could bring in resentment among internal candidates, lack of reliable information may lead to making a wrong choice through a mistake.
Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.
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Job advertising – Placing advertisements in newspapers, journals, trade and professional magazines, This is a crucial part of the recruitment process. This should be done on the basis of job description and job analysis.
Campus Recruitment – Under this method a team of people sent to campus for initial interviews and after the interview promising candidates are invited for future interviews. This method is generally coordinated by the campus.
Employment Agencies – Companies will provide their recruitment details to their agencies and entire process will be done by them. They assist both employer and candidates.
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Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.
Other types of methods recruitment can be identified as follows. The probable employing processes can be separated into 3 types:
a. Direct – In this type, firms’ appointment colleges and scientific schools, e.g. the TATA Group, Accentor, IBM, Siemens and some of other firms keep continuous connection by means of establishments to employ students for accountable arrangements.
b. Indirect – This engages promotion in paper, radio, television, magazines etc. publicity can be very efficient if its medium is appropriately selected.
c. Third sector involvement methods – This comprise make use of business or personal service agencies, assignment administrator of schools, employment firms etc. associates and relations of at hand workers are also a fine foundation from which workforce may be drained as division of the “playmate transfer” programs
Source: http:// www. articlesbase. com / college -and- university-articles/ class -notes -human -resource -management -872443.html#ixzz18l5Itk6l
Preliminary Interview – The selection process often begins with the preliminary interview. The purpose of initial screening of applicants is to eliminate those who obviously do not meet the requirement.
Selection Test – A selection test is usually used to assess an application’s qualifications and potentials. It is often used when recruiting management trainees, secretaries etc.
Comprehensive Interview – This is used to find more about applicant. Clarification and elaboration of information obtained at previous interviews. Usually conduct by the manager under whom the vacancy exists.
Medical examinations and personal reference checks – A pre-appointment medical examination is a requirement in certain organizations, candidates have to proof fit for employment. Personal references and checks is a way of gaining an additional insight to the information provided by the applicant and also to verify the accuracy of the information provided.
After obtaining and evaluating the information about the finalists in the job selecting process, the manager’s next step is to make the actual hiring decision. The person who usually makes the final decision is the manager who is responsible for the performance of new employees.
Source: Suriyarachchi R.S. (2007) Employee Recruitment and Selection. Lecture tutorials. Institute of Personnel Management Sri Lanka.
Therefore, there is a put main concern for firms to have staffing and assortment deliberately incorporated with business strategies. The most known obstruction in be short of staffing and assortment deliberately putting together with commerce usually rotate around issues of deprived preparation and manage, consequential in impractical timelines, unrevealed troubles, deprived harmonization and a be short of of supervising and organizing. Attaining strategic incorporation of staffing and assortment with industry plan is a pleasing achievement that needed for decision of these common obstacles. (Ashok C., Bansal T., Rupal C. 2010).
Muhammad A. K. (2010) says that Recruitment and selection first and foremost aims at attracting maximum amount of highly talented applicants and selecting the best to achieve competitiveness. The process involves intensive efforts by management to make sure implementation continuing success through organizational strategy. Cisco (2006) argued that without excellent induction, the implementation of organizational strategy may fluctuate. Effective selection system based on contemporary and need-based tests is essential to affect desirable selection. Considerable resources are needed to ensure the effectiveness of these selection tests. Pfeffer (1995) argued that greatest resource should be devoted to develop top- quality selection system.
Recruitment and selection strategies stream down eventually from the organization’s task and planned. Community science professionals dispute that from side to side the incorporation with industry policy, staffing and assortment assist to realize planned goals and improve organizational performance (Becker & Gerhard 1996, Yondt, 1996, Lewis 2003).
The first section of the research study deals with the literature review on several aspects, firstly it finds out various articles, definitions, different studies to exactly define what is recruitment and selection. Then the literature review finds out theories & concepts of recruitment and selection procedure. And also it is intended to finding out what are the recruitment and selection methods which are using in the business environment too.
After clarify above two from the literature, above broad review of literature has been carried out to identify recruitment and selection procedure, the second section of the study deals with the selected case study organization, in that firstly its studies whether there is a affect of the recruitment and selection procedure can effect to increase performance and market share. To continue with that questioners survey was conducted among the factory workers and the direct interview method was conducted with the line managers and as well as with the HR Manager, apart from that organizational secondary information such as performance reports, annual reports were studied for further analysis.
The main aim of this particular step is to make recommendations based on the analysis and findings. So in the recommendation stage the main consideration was given to make suggestions to overcome from constrains of present recruitment and selection procedure and methods to improve to attract and retain competent employees.
Having consideration on that this research is basically based on finding out how the Recruitment and Selection procedure of the Sainsbury can help to increase its performance and market share in the retail sector. Sainsbury is the third largest chain of supermarkets in the United Kingdom with a share of the UK supermarket sector of 16.3%.
Accordingly this proposal report is focused on providing background to the study including research objectives, research problem, and scope and limitation of the research, methodology of study. Apart from that it is considered about the literature review of the study which focuses on three main areas as define what is recruitment and selection, Theories, concepts and methods of recruitment and selection, effect of recruitment and selection procedure for organizational performance.
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