Research Paper on Strategic Recruitment: Securing Organizational Success Through Ideal Worker Selection

Introduction

Strategic selection in an organization is more of a visionary move. It aims to see that the future of organizations and its operations are secured through having the ideal workers (Harky, 2018). Recruitment and selection are quite different, but they have a significant role in organizational success. While recruitment seeks to attract a pool of qualified applicants where the ideal candidates for a job can be selected, strategic recruitment works to see that the recruitment activities in the organization are linked to the strategic business and objective (Ashraf, 2017). Through an understanding of how organizations operate, the essence of a strategic recruitment and selection process in selection is explored. An analysis is also done on the strategic analysis process in organizations and the current practices.

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Candidate Fit

Candidate fit focuses on the idealness of several candidates to the job advertised. In strategic selection, candidate fit brings about core competencies from the selected candidates helping settle on the best (Ashraf, 2017). Recruitment as a process calls for organizational competition, taking the best workers from the available pool. In extreme cases, the workers are picked from your competitors. Traditionally, employers would look into the personal qualifications; this has changed over time to include experience, flexibility and knowledge diversity (Al-Kassem, 2017). For instance, in a service industry, the selection of workers may highly focus on people who are customer-focused and have experience on the same despite educational background.

Selection Criteria Focus

The selection criteria focus acts as a guideline on what to look out for in selection of ideal candidate. With the criteria focus, it is possible to brings about a candidate with better experience (Kamran et al., 2015). The relation created between the employee and the company does not start on the job application, it begins with the previous encounter that that business may have had with the company or industry. Through recruitment marketing, it is possible to personalize the content and information that the people receive (Kamran et al., 2015). Through the stages of recruitment, stronger employee branding is possible, bringing about long-term organizational sustainability. People do not see an organization like a company; they appeal to brands. Seeking commonality and adherence to a sense of mission will bring to light what they share with the organization, thus making it possible to brand the employees (Vardarlier et al., 2014).

Validity and Reliability

Strategic recruitment and selection help in gaining validity and reliability in the process. Organizations with a significant human resource need seek to recruit the best as a way of gaining an edge over others and also ensuring the validity of the process (Kamran et al., 2015). Since recruitment relies more on the organization's reputation, it will be easy to attract the best retaining the dominant position continuously. Generation of profits is a long-term sustainability practice of most organizations. Other sustainability practices entail the getting the right people and ensuring planet welfare (Kamran et al., 2015). For an organization to optimize the generation of profits, a balance has to be struck between people and the available duties. More duties may require a higher number of workers. As a forward-thinking organization, an internal workforce that can complete most tasks is ideal for long term sustainability (Harky, 2018). Moreover, recruitment gives room for the ageing workforce, ensuring an operational organization.

Alignment of the job with the vision of the organization is an essential step in the strategic recruitment and selection process. Organizations often have their visions, missions and long-term goals that are continuously improved (Vardarlier et al., 2014). The recruitment and selection process are thus essential as it gives the organization enough time to settle on the employee who will help attain the goals. Several organizations do not see the need to create a detailed job analysis (Vardarlier et al., 2014). However, the impact of the same has long term implications on performance and effectiveness.

Test and Interviews

Recruitment through test and interviews in a well-operating organization helps lower the hiring cost (Vardarlier et al., 2014). Test and interviews acts as a filter of the best candidates selected helping settle on the best. Since it is more of advertising the organization, the recurrent need to hire is done away with since the organization gets the best pick in the first try. Recruitment, test and interviews help to track the effectiveness of various platforms and thus use the most productive. Better quality of candidates is an organizational goal. Better performing candidates are well nurtured and continuously improve. With a well-organized plan, it becomes possible to bring corporate diversity, a beneficial long-term goal (Kamran et al., 2015). Well planned recruitment plan is ideal as it strengthens the idea base in the organization. A master plan will reveal the different facets of the organization and proactive of the personas that are being sought.

The strategic selection process in selection goes beyond the face outlook. It means the success or failure of an organization in the future. Most organizations are seeking to attract and retain the best pool of workers as a way of gaining competitive advantage. Even though selection processes are quite dynamic, and organizations need to keep updating their trends. In a nutshell, the process should ensure maximization of profits, growth and competitive advantage.

References

Al-Kassem, Amer Hani. "Recruitment and Selection Practices in Business Process Outsourcing Industry." Archives of Business Research 5, no. 3, (2017). https://doi.org/10.14738/abr.53.2180.

Ashraf, Junaid. "Examining the Public Sector Recruitment and Selection, in Relation to Job Analysis in Pakistan." Cogent Social Sciences 3, no. 1 (2017). https://doi.org/10.1080/23311886.2017.1309134.

Harky, Yashar Fadhil Mohammed. "The Significance of Recruitment and Selection on Organizational Performance: The Case of Private Owned Organizations in Erbil, North of Iraq." International Journal of Contemporary Research and Review 9, no. 02, (August 2018). https://doi.org/10.15520/ijcrr/2018/9/02/422.

Kamran, Asif, Jawad Dawood, and Saad Bin Hilal. "Analysis of the Recruitment and Selection Process." Advances in Intelligent Systems and Computing Proceedings of the Ninth International Conference on Management Science and Engineering Management, 2015, 1357-75. https://doi.org/10.1007/978-3-662-47241-5_114.

Vardarlier, Pelin, YalcinVural, and SemraBirgun. "Modelling of the Strategic Recruitment Process by Axiomatic Design Principles." Procedia - Social and Behavioral Sciences 150 (2014): 374-83. https://doi.org/10.1016/j.sbspro.2014.09.031.