Human resources management, in essence, involves the art of effectively managing and retaining employees within an organisation. However, the Human Resources (HR) department often relegates to the background due to being perceived as a non-profit department. This relegation, unfortunately, leads to a lack of necessary support from business owners. One prominent area where this lack of support is evident is in the allocation of financial resources aimed at employee health and wellness initiatives. Additionally, recruitment efforts often suffer from inadequate support. This article explores how recruitment is undermined and the consequential outcomes of this neglect.
Definition
Recruitment is a critical aspect of human resource management, defined as the organised process of hiring talent. It encompasses both internal and external methods. Internal recruitment involves filling vacancies with talent from within the organisation, where the vacancy is exclusively advertised internally and open only to existing employees. Conversely, external recruitment involves acquiring talent from outside the organisation. Typically, internal recruitment precedes external recruitment, but if the required resource is not found internally, external recruitment becomes necessary. The recruitment process consists of several stages, including advertising, application submission, screening and shortlisting, interviews, and additional assessments such as psychometric tests and personality checks.
Insufficient support
Some of the stages of the recruitment process require support external to the HR department. Recruitment requires financial support to undergo the advertising (externally on print media or job boards) and further assessment stages. The advertising stage ensures that the right candidates are reached, thus prompting them to apply for the vacancy. Further assessments, on the other hand, are meant to unearth certain qualities or traits that are invisible to the naked eye, significantly increasing the quality of the recruitment process. Usually, organisations do not see the value in investing in these; rather, it is a waste of money. The interview stage, on the contrary, requires support in a different form, i.e., physical support. By physical support, we mean personnel who would make part of the interview panel. Most of the time, supervisors – senior level managers are requested to take part in interviews, and these requests are at times denied, or a less suitable staff member may be recommended. The reason behind this is that such a request is usually linked to unnecessary time wasting. From all of this, it is evident recruitment lacks support due to limited knowledge. Now, how does this affect the overall process and, eventually, the organisation at large?
The hurdle
Human resources are one of the main drivers in every organisation, they ensure strategies are implemented and goals are attained. In order for this to happen, the right candidates must be identified and hired hence the term hurdle. To successfully jump this “hurdle” all the recruitment stages must be successfully completed. Unfortunately, with the insufficient support normally faced by HR departments and depicted above, the recruitment process can be unsuccessful. Unsuccessful in the sense that there may be a mismatch between the hired candidate and the job post, either because the organisation settled for less or certain bad qualities were not identified during the interview stage as further assessments were not included. Having the wrong human resources can lead to the downfall of the organisation due to its failure to perform. It is therefore important to ensure by all means that this “hurdle” is successful and awarded the necessary support.
Contacts
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