Humanresource continues to remain the most precious resource of any organization. Inthis study, attention turns to the processes of recruitment and selection. The researchers explore these two topicstogether because they are integrally related not only with each other but alsowith other human resources management functions. Recruitment is equallyimportant to study because effectiveness of the selection directly depends onthe how large and qualitative is the pool of applications. An organization canbe more selective when a relatively large supply of qualified applicants isavailable.Oneof a positive aspect of this research is that it addresses recruitment andselection simultaneously that will help to have better picture as was done by manyresearchers in the past.
In most of the literature the recruitment andselection are being treated separately while as recruitment and selection areinterrelated & interdependent that has influence to each other (Rynes &Barber, 1990). If the recruitment process will not be effective to bring enoughpool or applications the right selection becomes very difficult for anyspecific job (Carless, 2007).Therecruitment and selection practices are important for new and establishedbusinesses alike. Without the right staff, chosen using the right methods, noneof the other functions will operate successfully. Therefore, it is the best wayto achieve success in the business world.
Recruiting and having the right personon board is vital for the success of any organization. It can also impact onthe likelihood that a candidate will accept a job offer and on their subsequentcommitment to remaining with the organization. The effective recruitment andselection of employees is a fundamental human resources management activity, onethat if managed well can have a significant impact on organizationalperformance as well as lead to a more positive organizational image (Pilbeam,Corbridge 2006, In: Evans et al. 2007).Accordingto Edwin B.
Flippo, recruitment is the process of searching the candidates foremployment and stimulating them to apply for jobs in the organization. It is setof activities takes place in an organization to attract job applicantspossessing the appropriate characteristics to help the organization reach itsobjectives. It involves seeking and attracting a pool of people from wheresuitable qualified candidates can be chosen for vacancy and evaluating them forfuture employment. The basic purpose is to collect a group of potentiallyqualified people. Once candidates are identified, an organization can begin theselection process. This includes collecting, measuring, and evaluatinginformation about candidates’ qualifications for specified positions.
Organizationsuse these processes to increase the likelihood of hiring individuals whopossess the right skills and abilities to be successful at their jobs and selectingthe right employees at the right time and at the right post. Thesuccess of recruitment is dependent on many factors, including theattractiveness of the organization, the community in which the organization islocated, the work climate and culture of the organization, managerial andsupervisory attitudes and behavior, workload, and other job related considerations(Albaugh,. J 2003). People consider a number of factors related to theattractiveness of the position and the organization, as well as factorsspecific to the individual.Applicantsconsider their own competitiveness in the job market and whether alternativepositions that provide better opportunities are available.
They are alsosensitive to the attitudes and behaviors of the recruiter, or whoever is their firstcontact with the organization. First impressions are very potent because theissue of “fitting in” with the organization is often decided at this stage, andearly negative first impressions may be difficult to reverse. HRs go through asimilar process when making selection decisions, determining if the applicantwill fit into the organizational culture and ways of working. Applicants aremore likely to accept positions in organizations that share their values andstyle. Organizations engage in a “signaling” process, in which they send outmessages about their values in an attempt to attract candidates with similarbeliefs (Barber 1998). Organizations must promote themselves as good places towork by appealing to a variety of potential employee needs and interests.Thisstudy is highly significant as the main focus of this study is to investigatethe fairness of effectiveness of recruitment and selection practices in thehospitals.
Therefore,this research is needed specially to conduct a thorough analysis of the variousaspects of the recruitment and selection to understand how effectively theseprimary practices are taking place in the hospitals which impart education andskills to the future generation. This research paper will focus more on toprobe about the effective recruitment & selection practices that is thebase to bring the right blood into the organizational mainstream, so thatorganizations can deliver the best for the development of the employees becausein case of non effectiveness of recruitment and selection these employees hasto suffer.