ABSTRACT
A sound recruitment programme logically follows a well drawn-up manpower plan. In fact, the quality of the present manpower plan as indeed of every present decision of the organization depends upon the quality of recruitment policies and practices. This paper examines recruitment and selection process. It identifies a typical source by separating recruitment into internal and external and discussed the advantages of each method. The analytical tools used in this study were regression analysis and analysis of variance (ANOVA) to determine the relationship between a well planned recruitment and selection process on corporate performance. Findings revealed that there is a significant relationship between recruitment and selection based on merit and organizational performance; that effective recruitment and selection is a key to organizational commitment; that a well planned recruitment and selection contributes to organizational performance.
The paper concludes by drawing the danger portends by poor recruitment and selection as poor recruitment could lead to selection of poor applicants.
Keywords: Recruitment, Selection, Psychological Test, Motivation, Education
INTRODUCTION
The position of a country’s economy determines the rate of employment of personnel and hence upon recruitment and selection. Uncertain economic may cause people to remain in their present jobs and particularly discourage them from moving elsewhere especially when they do not know what is obtainable and what is not. In this case, growth in industries may be hampered as it is difficult to obtain the experience persons required. But in a stable economy, the forces of the interaction of demand and supply will generally encourage the movement of labour and employment of new personnel that can contribute positively to the organization’s aims and objectives.
The process of acquiring and selecting personnel is the primary concern of this paper. Recruitment and selection begins with clear statement of objectives based on the types of knowledge, skills, abilities and other characteristics that an organization needs (Casio 2002).
The process of searching for a new employee is customarily initiated by a manager who decides that he needs to add to his staff or to replace someone who is leaving the organization. Commonly he makes a written request to the personnel department stating that he wishes to hire someone to fill a vacancy. The position to be filled is defined in terms of its job description and its job specification. The hiring activity should be integrated with the human resource plan of the company. These plans should forecast department that are expected to grow and those that may decline. There should be a skill inventory so that present employees can be matched with job openings to provide for transfers and promotions.
It almost goes without saying that the caliber of the work force of an organization largely determines its strength and its success as an enterprise. The employment manager must have a good understanding of the labour market and how it functions, sources of personnel, recruitment methods and selection procedures.
Whatever method used depends on the organization, but there are basic processes which most organizations go through.
The objectives of this paper therefore are;
i.To examine recruitment and selection process
ii.To identify a typical source by separating recruitment into internal and external
iii.To discuss the advantages and disadvantages of each method
iv.To determine whether a well planned recruitment and selection process has impact on corporate performance.
v.To highlight the danger potends by poor recruitment and selection processes.
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