This paper intends to critically argue on the fact whether providing priority on the applicants’ perspective can be appropriate for evaluating the effectiveness of selection and recruitment process. Based on the discussion, it has been found that that there is a gap between the theoretical benchmark and the applied recruitment and selection practice. Therefore, the study suggests KSAO application, communicating insight process and a consistent processing during a specific selection process so that positive applicant reaction towards the selection process can be expected.
The recruitment and selection procedure helps organisations resolving manpower requirements. Successful organisations nowadays have a tendency to monitor applicants’ perspective in order to evaluate the fairness concerning the recruitment and selection process. There has been an ongoing argument on whether the applicants’ perspective towards the recruitment and selection process is the ultimatum to judge a fair recruitment and selection procedure. By considering several scholarly articles along with some real life evidences, the paper would assess the problem statement.
Findings from the past studies:
Recruitment and selection remains a top priority HR function as far as any business organisation is concerned. According to Anderson, Salgado and Hülsheger (2010), recruitment and selection process determines the quality of the candidates who are introduced within the workforce, depending on which, the workforce productivity is positively or negatively influenced. The majority of the contemporary brands have even altered the recruitment and selection process to a strategic recruitment and selection process. The Global Recruitment report produced by ICIMS highlighted that Resource Coordination around strategic objectives have become a priority agenda among the contemporary business organisations. The report has also presented that people and process have been the new priority agenda for strategic recruitment process along with the pre-existing parameters including budget, tools and (Lewis, 2010).
Kaplan and Norton (2011) highlighted some interesting facts about the applicant behaviour while undergoing the recruitment procedure. The findings suggested that one of the major motives during recruitment is to develop an interest among the candidates regarding the employer. However, the ultimate decision making remains to the candidates only and the process is likely to be influenced by a set of verbal and non verbal factors. A bigger brand is likely to attract more candidates compared to a brand with relatively less financial firepower or manpower (McCarthy, Hrabluik and Jelley, 2009). The study of Ryan and Huth (2008) highlighted similar findings as the author concluded that assured financial prospect and steady career development are the two major parameters that are likely to influence the applicants most.
When it comes to the selection process, the major goal remains to be selecting the applicants with the best job-fit index. However, the process of selecting the appropriate candidates remains a challenge for the HR personnel. Although researchers have developed several proven models for selection system, assuring a flawless selection process remains to be a myth. Considering the words of Verbeeten (2008), a selection process is likely to impact the applicant behaviour either positively or negatively. The applicant behaviour is supposed to be positively influenced with a positive result from the selection process. On the contrary, rejected candidates are likely to develop a negative perception regarding the brand.