How Recruitment impact Organization Performance?

 

An effective recruiting strategy will have an impact on an organization's personnel performance, retention, and attrition rate. A company's execution and organizational performance are heavily influenced by its talent (Pahos & Galanaki, 2018).

Recruitment is one of the most important human resource activities for any successful organization. Employee quality has a huge impact on a company's performance. Recruitment comprises locating suitable applicants for a variety of positions, whereas selection entails evaluating candidates to determine their suitability for certain duties. The human resources department of every organization is primarily in charge of hiring (Samwel, et al., 2016). This job is critical to the development and maintenance of a company's culture and strengths. Recruiting is one of the organizational processes that organizations use to discover qualified people, persuade them, and determine whether they are a suitable match for the company.

The effectiveness of these critical HR practices determines whether they have a positive or negative impact on organizational performance. One of the beneficial outcomes is the proper administration of recruitment activities, which can have a considerable impact on organizational performance and image. The better a company hires and selects qualified candidates, the more likely it will have increased productivity and favorable bottom-line results, such as improved financial performance (Selase, 2018). A negative effect is a process that can lead to unpleasant results such as low productivity, disgruntled employees, and poor financial performance. Poor screening procedures, ineffective recruitment techniques, and canvassing are just a few of the causes that might lead to the hiring of unfit individuals (Cross & Daniel, 2019).

Modern recruiting methods have made it difficult for developing countries to compete. As the number of qualified applicants grows, the organization faces employee concerns. Qualified employees are in high demand in knowledge-based jobs. Despite an increase in college graduates, the work market remains fiercely competitive. the factors that influence recruiting practices and labor market organization performance judgments, posing issues for enterprises. Finding skilled, knowledgeable, and experienced volunteers becomes even more critical and necessary as a result. According to this assertion, organizational growth will alter and be influenced by human resource strategy performance. The most effective service begins with a highly effective recruitment and selection procedure. According to research on the impacts of recruitment and selection criteria on organizational performance, they have a significant impact (Selase, 2018).

Organizations have recently resorted to unconventional means of recruiting, such as social network recruiting, or hiring via online social networking sites such as Facebook or LinkedIn (Pahos & Galanaki, 2018). Different recruiting tactics target different types of potential employees, which has varying implications on pre-hire outcomes (such as applicant quality and quantity) and post-hire outcomes (e.g., employee performance and retention).

Employee recommendations, friend/relative referrals, internal announcements, and rehires are commonly classified as inside or informal sources because persons hired through these channels are more likely to be familiar with the organization. It also helps to incorporate and integrate the numerous links, such as the application system on the company's official website, unsolicited applications, outsourcing recruiting, and delegating final decision-making to the primary recruitment process. It maintains an automated, live database of prospects, making personnel management easier and hiring procedures more successful (Selase, 2018).

For an example, In Blue Lanka tours in Sri Lanka, Recruitment plays an important role in an organization's overall resourcing strategy in order to identify and secure the employees required for it to survive and prosper in the short to medium term. In actuality, the fundamental purpose of recruitment is to attract as many applications as possible to the company in order to create a pool of qualified candidates from which to select the best candidates for the post. Otherwise, it will affect the organization performance.

Also provides a personalized, automated, and interactive interface between the company's recruitment department, the online application system, and the job candidate. Despite its importance, recruitment typically goes unnoticed by many people, who rarely realize its value or assess how it affects the top and bottom lines of the firm. The hiring process necessitates a large investment of time, money, and other resources on the part of the firm. The employee's effectiveness and ability to stay with the organization are two crucial elements that origination is searching for (Cross & Daniel, 2019).

When organizations properly recruit and choose applicants, they are more likely to hire and retain happy staff. Furthermore, the effectiveness of a company's selection process can influence critical business measures such as productivity and financial performance (Selase, 2018).

As a result, before an application can be denied, it must go through several levels of screening. Recruitment aims to seek long-term direction in mobilizing a high-performing workforce, with the purpose of realizing the organization's current goals while also building capacity for the future. The recruitment function should be aligned with the organization's strategic goals in order to connect those goals to specific objectives (Samwel, et al., 2016).

References

Cross, O. & Daniel, C. . O., 2019. IMPACT OF E-RECRUITMENT ON ORGANISATIONAL PERFORMANCE. International Journal of Economics, Business and Management Research , 3(3).

Pahos, N. & Galanaki, E., 2018. Staffing Practices and Employee Performance: The Role of Age. SSRN Electronic Journal.

Samwel, J. O., Omari, S. & Szumbah, M., 2016. The influence of employees' recruitment on performance outcomes of family owned business in Tanzania case of Nyamagana and Ilemela Districts. African Journal of Business Management, 2(3).

Selase, A. E., 2018. The Impact of Recruitment and Selection Criteria on Organizational Performance. GN Bank, Greater Accra Region of Ghana as the Mirror.. Journal of Public Administration and Governance, 8(3).