e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
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Volume:05/Issue:04/April-2023 Impact Factor- 7.868 [Link]
IMPACT OF RECRUITMENT & SELECTION ON ORGANIZATIONAL
EFFECTIVENESS
Dr. Gaurav Gupta*1, Nisha Praveen*2
*1Guide, Master Of Business Administration, School Of Business, Galgotias University, India.
*2Student, Master Of Business Administration, School Of Business, Galgotias University, India.
ABSTRACT
The purpose of this study was to assess the impact of recruitment and selection on organizational performance.
It was to find out the recruitment and selection policy or practice, the impact of recruitment and selection
process, the challenges associated with the recruitment and selection practice and ways to help improve
human resource planning and development.
The study obtained information from twenty five (25) respondents from staff of Organizations, through the use
of questionnaire. The results indicated that, advertising of job vacancies to general public, use of employment
agent(s) and campus are mostly the mode for recruiting potential employees, it was also realized that the
method used in the recruiting and selection process was very effective and moreover helped improve
employee performance, the study revealed that the selecting and recruitment process are also characterized
with lots of challenges, Among the recommendations made were that potential employees should all be treated
fairly in the recruitment and selection process, more so employees must be appraised constantly to ensure that
they improve upon their performance.
I. INTRODUCTION
Recruitment and Selection is a vital process for every successful organization because having the right staff
improves and sustains organizational performance. The impact of an organization’s selection system influence
bottom-line business outcomes, such as productivity and financial performance a dream for any organization.
In the operations of any organization, recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the competitive strength of
organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging
and conducting the interviews and requires many resources and time. Accordingly, Recruitment and selection
are conceived as the processes by which organizations solicit, contact and interest potential appointees, and
then establish whether it would be appropriate to appoint any of them, Sisson (1994).
Recruitment and selection are the two phases of the employment process but there is a difference between the
two. The recruitment is the process of searching the candidates for employment and stimulating them to apply
for jobs in the organization while selection involves the series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts.
Similarly, the basic purpose of recruitments is to create a talent pool of candidates to enable the selection of
best candidates for the organization, by attracting more and more employees to apply in the organization
whereas the basic purpose of selection process is to choose the right candidate to till the various positions in
the organization. The recruitment process is immediately followed by the selection process, which is the final
interviews and the decision making, conveying the decision and the appointment formalities.
Recruiting is seen as a “positive process of generating a pool of candidates by reaching the „right‟ audience,
suitable to till the vacancy” (Leopold, 2002), On the other hand, he stated that once these candidates are
identified, the process of selecting appropriate employees for employment can begin.
This means collecting, measuring, and evaluating information about candidates‟ qualifications for specified
positions. Employment can begin. This means collecting, measuring, and evaluating information about
candidate’s qualifications for specified positions.
Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective
employees for the organization so that management can select the right candidate for the right job from this
pool. The main objective of the recruitment process is to expedite the selection process. Therefore,
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[6186]
e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:04/April-2023 Impact Factor- 7.868 [Link]
organizations use these practices to increase the likelihood of hiring individuals who have the right skills and
abilities to be successful in the target job, and better recruitment and selection strategies result in improved
organizational outcomes.
Statement of the Problem
In recent years, there has been increase in the rate of business failure, closure and at best low productivity and
in m t cases; it was due to low level of organizational performance. To explain the situation, various factors have
been looked into including competitive strategy in an organization. Despite the conflict between the
stakeholders and the employee, the personnel crucial roles to play in ensuring the resolution of impending
conflicts between the management and the employees for the achievement of goals and objectives of the
organization.
Unfortunately, some organizations pay more attention on factors like money incentives, and/or physiological
factors without giving much attention to the recruitment and selection of work force.
Impact of Organizational Culture in Recruitment and Selection
Organizational culture is the pattern of values, norms, beliefs, attitudes and assumptions that may not have
been articulated but shape the ways people in organizations behave and do things. Values refer to what is
believed to be important about how people and organizations behave. Norms are the unwritten rules of
behavior.(Armstrong 2011).
Organizational culture is concerned with the subjective aspect of what goes on in organizations.
Organizational Culture can have a significant influence on people’s behavior. The culture of an organization
refers to the European Scientific Journal June 2015 edition vol.11, No.16 ISSN: 1857 – 7881 (Print) e - ISSN
1857- 7431 164 unique configuration of norms, values, beliefs and ways of behaving that characterize the
manner in which groups and individuals combine to get things done (Eldridge and Crombie 1974). Culture is
the commonly held beliefs, attitudes and values that exist in an organization. Put more simply, “culture is the
way we do things around here”. The study reveals the recruitment and selection process followed in the
organization.
⮚ Whether employees are satisfied with the recruitment process?
⮚ Is the organization is providing ethical process for recruiting employees?
Objectives of the Study
The objectives of this study are to:
1. Examine the recruitment and selection policy.
2. Analyze the recruitment and selection process.
3. Assess the impact of recruitment and selection on the organizational performance.
Research Questions
1. Is there any form of recruitment and selection policy in the organization?
2. What are the various selection processes in the organization?
3. Is there any effect of recruitment and selection on organization performance?
Statement of Hypotheses
The research hypotheses are:
H0: Recruitment and selection have no significant impact on organizational performance.
H1; Recruitment and selection have significant impact on organizational performance.
H0: Recruitment and selection does not significantly enhance getting competent staff.
H1; Recruitment and selection significantly enhance getting competent staff
II. LITERATURE REVIEW
THE CONCEPT OF RECRUITMENT AND SELECTION
According to Costello (2006) recruitment is described as the set of activities and processes used to legally
obtain a sufficient number of qualified people at the right place and time so that the people and the
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e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:04/April-2023 Impact Factor- 7.868 [Link]
organization can select each other in their own best short and long term interests. In other words, the
recruitment process provides the organization with a pool of potentially qualified job candidates from which
judicious selection can be made to fill vacancies. Successful recruitment begins with proper employment
planning and forecasting. In this phase of the staffing process, an organization formulates plans to fill or
eliminate future job openings based on an analysis of future needs, the talent available within and outside of the
organization, and the current and anticipated resources that can be expanded to attract and retain such talent.
Also related to the success of a recruitment process are the strategies an organization is prepared to employ in
order to identify and select the best candidates for its developing pool of human resources, Organizations
seeking recruits for base-level entry positions often require minimum qualifications and experiences. At the
middle levels, senior administrative, technical and junior executive positions are often filled internally. The
push for scarce, high-quality talent, often recruited from external sources, has usually been at the senior
executive levels. Most organizations utilize both mechanisms to effect recruitment to all levels. Jovanovic
(2004) said recruitment is a process of attracting a pool of high quality applicants so as to select the best among
them. For this reason, top performing companies devoted considerable resources and energy to creating high
quality selection systems.
Recruitment and selection process are important practices for human resource management, and are crucial in
affecting organizational success Jovanovic (2004).
Due to the fact that organizations are always fortified by information technology to be more competitive, it is
natural to also consider utilizing this technology to re-organize the traditional recruitment and selection
process through proper decision techniques, with that both the effectiveness and the efficiency of the processes
can be increased and the quality of the recruitment and selection decision improved.
Additionally, recruitment is a positive process i.e. encouraging more and more employees to apply whereas
selection is a negative process as it involves rejection of the unsuitable candidates. Recruitment also, is
concerned with tapping the sources of human resources whereas selection is concerned with selecting the most
suitable candidate through various interviews and tests, and finally, there is no contract of recruitment
established in recruitment whereas selection results in a contract of service between the employer and the
selected employee.
Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective
employees for the organization so that the management can select the right candidate for the right job from this
pool. The recruitment process is immediately followed by the selection process i.e. the final interviews and the
decision making, conveying the decision and the appointment formalities, Wanous,J. P (1992).
Recruitment is the process of identifying and attracting a group of potential candidates from within and outside
the organization to evaluate for employment. Once these candidates are identified, the process of selecting
appropriate employees for employment can begin. This means collecting, measuring, and evaluating
information about candidates‟ qualifications for specified positions. Organizations use these practices to
increase the likelihood of hiring individuals who have the right skills and abilities to be successful in the target
job, Leopold (2002).
The Relationship between Recruitment and Selection, and Organizational Performance.
The effective recruitment and selection of employees is a fundamental HRM activity, one that if managed well
can have a significant impact on organizational performance as well as lead to a more positive organizational
image, recruitment and Selection are vital processes for a successful organization, having the right staff can
improve and sustain organizational performance
Also, effective recruitment and selection is central and crucial to the successful functioning of the organization
as it depends on finding people with the necessary skills, expertise and qualifications to deliver the
organizations strategic objectives and the ability to make a positive contribution to the values and aims of the
organization, Sisson (1994).
0n the other hand, better recruitment and selection strategies result in improved organizational outcomes. The
more effectively organizations recruit and select candidates, the more likely they are to hire and retain satisfied
employees. In addition, the effectiveness of an organizations selection system can influence bottom-line
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e-ISSN: 2582-5208
International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:04/April-2023 Impact Factor- 7.868 [Link]
business outcomes, such as productivity and financial performance. Hence, investing in the development of a
comprehensive and valid selection system is money well spent Hall and Torrington (l998).
Recruitment, as a human resource management function, is one of the activities that impact most critically on
the performance of an organization. Recruitment and selection also has an important role to play in ensuring
worker performance and positive organizational outcomes. It is often claimed that selection of workers occurs
not just to replace departing employees or add to a workforce but rather aims to put in place workers who can
perform at a high level and demonstrate commitment.
Recruitment and selection play a pivotally important role in shaping an organizations effectiveness and
performance, if work organizations are able to acquire workers who already possess relevant knowledge, skills
and aptitudes and are also able to make an accurate prediction regarding their future abilities, recruiting and
selecting staff in an effective manner can both avoid undesirable costs for example those associated with high
staff turnover, poor performance and dissatisfied customers and engender a mutually beneficial employment
relationship characterized, wherever possible, by high commitment on both sides. Pilbeam and Corbridge,
(2006) provide a useful overview of potential positive and negative aspects noting that: The recruitment and
selection of employees is fundamental to the functioning of an organization, and there are compelling reasons
for getting it right. Inappropriate selection decisions reduce organizational effectiveness, invalidate reward and
development strategies, are frequently unfair on the individual-recruit and can be distressing for managers
who have to deal with unsuitable employees.‟ Recruiting and selection is very important for the survival of
every organization but that does not end there, new recruits need to be developed and appraised from time to
time in order for them to be abreast with new trends and challenges. When employees are developed it help
increase their performance and help sustain the growth of organizations.
III. RESEARCH METHODOLOGY
RESEARCH DESIGN
The research is based on the impact of recruitment and selection on organizational performance. The design
was a descriptive study which used quantitative tool. The study was based on the use of questionnaire. These
approaches were used because they were satisfactory tools for collecting data for the sample population to
investigate the research topic.
STUDY OF POPULATION:
Organization Lagos State was selected for the study of which Spicejet airlines ltd. was used in carrying out the
research. The population of the study consisted of 40 employees from the various departments of the
organization and this included human resource department, marketing and so forth.
SAMPLE OF THE STUDY:
A sample size of 25 was chosen from the selected branch for the study. To ensure that the sample was
represented enough to draw conclusion.
DATA COLLECTION INSTRUEMENTS:
The researcher used questionnaire. The researcher prepared the questionnaire to be responded by the sampled
employees of the organization. The questions were designed to make the purpose of the study successful after
the results have been ascertained. This instrument gave expected information about the recruitment and
selection procedures or practices.
SOURCE OF DATA
Both primary and secondary source of data were used in conducting the research
Primary Sources
In getting primary data there are several approaches available to gathering data. In order to collect reliable and
valid information, the researcher contacted employees of the Human resource department and employees of
other department of Organization.
The method used in collecting the primary data was questionnaire.
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QUESTIONNAIRE:
The purpose of using questionnaire was to identify and assess the impact of recruitment and selection on
Organization performance. A set of questionnaire was prepared with open - ended questions.
SECONDARY SOURCES:
The study also made use of secondary data in collecting information. The sources of the secondary data include
books, internet search, articles, and journals among others.
This helped to identify how others have defined and measured key concepts, and to discover how this research
project is related to other studies.
Test of Validity and Reliability of Instruments.
Validity is the ability of measuring instrument to measure what is supposed to be measured. To know the
validity of the instrument to be used, the following tests were considered.
I. Content Validity: this is designed to ensure that the content of a measuring instrument adequately covers all
relevant areas.
ii. Construct Validity: This measures the extent to which a particular test reflect hypothetical construct
presumed to underline the performance and also the extent to which a test reflects the theories underlying the
construct.
The Validity of the questionnaire will be based on the content and construct validity to ensure that the
information which is requesting from the respondent covers all relevant areas and the objectives of the
research.
In order to establish the validity of the instrument, SPSS (Statistical Package for social Science) is used
concurrently on the information gathered from the questionnaire and comparison made thereafter to
determine the quality and accuracy of the instrument.
Reliability has to do with the consistency of the instrument. A measurement is regarded as reliable if it shows
the same results time after time.
In order to measure tl1e consistency of the information collated from the questionnaire a test-re-test reliability
is carried out. The structured questionnaire were first distributed and after a month time interval, the same
questionnaire were distributed to the same group of people and it found out that information contained in the
first set of questionnaire did not vary considerably with the information contained in the second set of
questionnaire.
To have a valid and reliable data, the researcher ensured that the questionnaire were well formulated which
allows error minimization. The instrument is of interest to the researcher as a result of its capability of
conveying adequate and thorough information used for the study. The questionnaire also helps to obtain the
actual instruments needed in the research of this work.
ADMINISTRATION OF INSTRUEMENTS:
Forty (40) copies of the questionnaire were distributed to respondents at work place. After some time, the
researcher went back and collected the answered questionnaire.
Only twenty five (25) questionnaire were received in response. This means that the analysis of data is based on
the percentage of response. The purpose of this was to help the respondents to understand the purpose of the
research, and to do away with suspicions, partialities and also to be able to provide their independent opinions
on the questionnaire items given them.
IV. METHOD OF DATA ANALYSIS
The collected data were statistically analyzed, using the Statistical Package for Social Sciences software (SPSS).
Representations like tables and graphs were used to ensure easy and quick interpretation of data. Responses
were expressed in percentages. Data from the completed questionnaire were checked for consistency. The
items were grouped based on the responses given by the respondents and were coded for easy usage of the
Statistical Package for Social Sciences (SPSS). This method was used because it is the best instrument to
identify, compare, describe and to reach a conclusion, also Chi - square was used to interpret the hypotheses.
The Chi-square is a nonparametric test. It is used to test the difference between a set of observed frequencies of
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International Research Journal of Modernization in Engineering Technology and Science
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a sample and a corresponding set of expected frequencies. The decision rules will be to accept H1 and reject H0
if the calculated value is greater than the tabulated value. The reverse will however be the case, that is; reject
H1 and accept H0, if the tabulated value is greater than the calculated value.
V. RESULT AND DISCUSSION
Influence of Recruitment and Selection on organizational performance
The research revealed that the practice on recruiting and selection was based on several units; the first is the
internal recruitment and invitations from applicants from the general public. The first is analysis of the various
departments to find out if there are vacancies to be filled. The various departments search within its staff to
find competent members to fill job vacancies. When that fails employee referrals are used where employees are
allowed to recommend potential employees for the various departments.
The second stage is where the source for employees through agencies that helps in recruiting people for the
organization. The other is through the general advertisement in the dailies where the general public can all
apply for the positions available. Shortlisted applicants are then invited for an interview and subsequent
selection. Some of the methods used in recruiting and selection of employees are through employee’s referrals,
employment agencies, professional associations and through adverts in the various dailies. The research also
revealed that the bank had structured ways of selecting new employees. The first is that potential employees
must have the necessary or right educational background before they qualify for an interview which is the next
stage O11C€ a potential employee is shortlisted. Training and orientation is the next stage if an individual is
selected or recruited.
VI. CONCLUSION
The focus of recruitment and selection is to match the capabilities of prospective candidates against the
demands and rewards inherent in a given job. For this reason, top performing companies devote considerable
resources and energy to creating high quality selection systems. Recruitment and selection process are
important practices for human resource management, and are crucial in affecting organizational success.
The quality of new recruits depends upon an organization’s recruitment practices, and that the relative
effectiveness of the selection phase is inherently dependent upon the calibre of candidates attracted. From the
analysis, recruitment and selection is of prime importance to Organization in order to get the best of
employees. Recruitment and selection of employees to a greater extent determines the performance of an
institution and it is of great importance if institutions want to achieve their goals.
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International Research Journal of Modernization in Engineering Technology and Science
( Peer-Reviewed, Open Access, Fully Refereed International Journal )
Volume:05/Issue:04/April-2023 Impact Factor- 7.868 [Link]
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