Selecting and recruiting good employees for an organization is indeed one of the most crucial and critical aspects of running an organization as the decisions so taken to this respect can either take the organization to the heights of success, or a mistake or wrong decision in the same can altogether destroy the organization. In this respect, it must be borne in mind that each individual has a valuable contribution, irrespective of position or status of the employee in the respective organization. In the correct age of information and the equally competitive business environment, it would be somewhat of a futile exercise to select and recruit an employee simply upon the selector's gut feeling, the handsome appearance, or even the fast talking candidate trying to show that he or she knows everything needed for the respective position for which she or he is applying for. Hence, the importance given to the various checks and measures for selecting and recruiting good employees, and where possible the adoption of scientific processes, even though all the checks, measures, and precautions taken for selection and recruitment may prove to be wrong and may even possibly damage the company's reputation. Then there is the important, yet equally crucial element of rising number of candidates for each job or vacancy, compared to the number of job openings, and the difference seems to be rising every year with graduates and post-graduates entering the job market not by the hundreds, but by the thousands. This then calls for selection and recruitment measures that are truly beneficial for the organization, even though the best of techniques can prove an employer's hiring decision as being wrong (Sirbasku, 2002).
Although there are a number of other factors as well for making a good decision I both the selection and recruitment of good employees, some of the salient aspects, which should be considered and taken into account , are briefly mentioned in the following part of the paper.
Skilled manpower is the integral part of an organization and main factor of survival. Effective human performance is only possible when right persons are selected for the right type of jobs and when they are given job related training; they are developed to their fullest capacity. But wrong selection will hamper efficient operation of the organization, which may ultimately bring total disaster to the organization although the person is otherwise qualified and skilled enough for other job. On the other hand organization cannot retain overqualified persons without increasing scope of work and other facilities. The study will cover review of the operational strategies and personnel procedures followed by Oxfam-GB, Bangladesh. The organization will have better perception with respect to the strengths and weakness of its recruitment and selection procedure.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. 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 main objective of the recruitment process is to expedite the selection process.
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Although there are a number of other factors as well for making a good decision I both the selection and recruitment of good employees, some of the salient aspects, which should be considered and taken into account , are briefly mentioned in the following part of the paper.
Skilled manpower is the integral part of an organization and main factor of survival. Effective human performance is only possible when right persons are selected for the right type of jobs and when they are given job related training; they are developed to their fullest capacity. But wrong selection will hamper efficient operation of the organization, which may ultimately bring total disaster to the organization although the person is otherwise qualified and skilled enough for other job. On the other hand organization cannot retain overqualified persons without increasing scope of work and other facilities. The study will cover review of the operational strategies and personnel procedures followed by Oxfam-GB, Bangladesh. The organization will have better perception with respect to the strengths and weakness of its recruitment and selection procedure.
According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organisation”. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are:
A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected.
It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. 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 main objective of the recruitment process is to expedite the selection process.
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