Picture an HR recruiter going through hundreds of resumes. Their job is to find candidates with the right mix of skills and experience and identify the best talent who will contribute to the company's success - making sure each new hire is a perfect fit for the company's needs and culture.
It is a fact that an organisation's personnel directly affect its performance. Effective recruitment and selection are more than just filling vacancies. They are about finding the right people who will contribute to the organisation’s goals and culture.
Recruitment and selection are more than just filling vacancies. They are about finding the right people who will contribute to the organisation’s goals and culture. According to a report by Glassdoor, organisations that invest in a strong candidate experience improve their quality of hires by 70%. Another study by the Brandon Hall Group found that companies with a strong recruitment process had improved financial performance by 3x.
These facts underscore the importance of effective recruitment and selection. It’s not just about finding employees; it’s about investing in the organisation’s most valuable asset - its people.
Objectives of Recruitment
Like in a cityscape, each building, each structure, contributes to the skyline’s beauty and functionality. Similarly, in an organisation, each role contributes to the overall success and growth. This is where the recruitment process comes into play. It’s like the blueprint of a city, guiding the construction of each building.
Recruitment is about attracting potential candidates who have the skills and mindset that align with the organisation’s culture and goals. How to have this happen? Let’s get into some fundamental objectives of recruitment:
- Identifying the vacancy: This involves analysing the needs of the organisation and specifying the job requirements. It includes assessing current and future team needs based on strategic goals and anticipated growth. This step entails creating or updating job descriptions to accurately reflect the roles and responsibilities of the position.
- Attracting a pool of candidates: The aim is to attract a diverse group of candidates who have the necessary skills and qualifications. By creating compelling job descriptions and utilising various recruitment channels, you reach a wide audience. The goal is not just to find individuals who can perform the job, but to identify those who can bring unique perspectives and contribute to the organisation's culture and long-term success.
- Creating a talent pool: This helps the organisation in the future when similar vacancies arise. Your talent pool will have a group of people who have the specific skills, qualifications, or characteristics that make them a potential future candidate. Maintaining a talent pool allows organisations to proactively identify and engage with potential candidates, rather than relying solely on traditional recruiting methods when jobs come up.
- Increasing organizational effectiveness: By recruiting the right people, organisations can improve their performance and productivity. For eg: A Digital Marketing Company - The Links Guy, enhanced the quality of hires with a stringent shortlisting process using WeCP’s platform. They used our platform to evaluate candidates by upholding the highest standards of work and performance in their existing team. This led to a notable enhancement in the work quality of the entire team. Their recruitment process became more streamlined, saving valuable time and resources.
→ Related: 10 Best Ways to Improve Your Recruitment Process
Objectives of Selection
Imagine a sculptor, chiseling away at a block of marble to reveal a masterpiece within. This is akin to the selection process, where the HR team sifts through the candidate pool to find the perfect fit for the role.
Selection is about choosing the most suitable candidate from the pool created during the recruitment process. Key things to keep in mind as a recruiter?
- Matching the right person to the right job: This involves assessing the candidates and matching their skills and abilities to the job requirements. The quickest and most efficient way to do this is by using a comprehensive skill assessment platform that is accurate and filters only the best - like WeCP. Our skill assessment platform is an AI-led service that is designed to match the right person for the job for any of your requirements.
- Ensuring a good organizational fit: The selected candidate should not only be competent but also align with the organization’s culture and values. A prospective employee adds to a company’s culture in the form of experiences, innovative ideas, or new perspectives.
- Predicting job performance: The selection process should be able to predict the candidate’s future performance. By analysing candidate’s behaviour, body language and performance during various round of selection, you should be able to understand if they will have a positive impact after you hire them.
- Reducing turnover: By selecting the right candidate, organisations can reduce employee turnover and increase job satisfaction. This not only saves on future recruitment and training costs but also contributes to a more stable and productive work environment. Moreover, employees who are well-matched to their roles are more likely to engage deeply with their work.
👉 Read More: What is Candidate Selection?
15 Key Objectives of Recruitment and Selection
These are key objectives of Recruitment and Selection that you can keep in mind for your hiring process:
- Identifying the vacancy: Determine the need for a new role based on the organisation’s strategic goals.
- Job analysis: Understand the job requirements and the skills, knowledge, and abilities needed.
- Attracting a pool of candidates: Use various strategies to attract qualified individuals.
- Creating a talent pool: Develop a database of potential candidates for future opportunities.
- Increasing organisational effectiveness: Improve performance and productivity by recruiting the right people.
- Promoting employer brand: Enhance the organisation’s reputation as a desirable place to work.
- Ensuring legal compliance: Follow laws and regulations related to employment and discrimination.
- Matching the right person to the right job: Assess candidates and match their skills and abilities to the job requirements.
- Ensuring a good organisational fit: The selected candidate should align with the organisation’s culture and values.
- Predicting job performance: The selection process should be able to predict the candidate’s future performance.
- Reducing turnover: Select the right candidate to increase job satisfaction and reduce employee turnover.
- Promoting diversity and inclusion: Select a diverse workforce to foster innovation and creativity.
- Improving quality of hire: Select candidates who will perform well and add value to the organisation.
- Ensuring legal compliance: Follow laws and regulations related to employment and discrimination.
- Improving retention: Select candidates who are likely to stay and grow with the organisation.
Why is it Essential to Have a Recruitment and Selection Process?
Just as a cityscape relies on a well-planned blueprint to ensure each building contributes to its beauty and functionality, an organisation depends on effective recruitment to attract potential candidates who align with its culture and goals.
AND just the same way, selection processes are akin to a sculptor chiseling away at a block of marble to reveal the masterpiece within. It’s about choosing the most suitable candidate from the pool created during the recruitment process, ensuring the right person is playing the right instrument in our symphony of success.
If you’re looking for some inspiration to bring an unconventional approach to your hiring process, then check out how these 20 Global brands implemented a unique hiring strategy to achieve top talent.
Enhancing Organisational Performance
Just as a city thrives when each building serves its purpose, an organisation flourishes when each role is filled by a suitable candidate. A study by the Boston Consulting Group found that companies that excelled in recruiting experienced 3.5 times more revenue growth than their less-capable peers.
Reducing Turnover and Increasing Retention
The right musician playing the right instrument leads to a harmonious symphony. Similarly, the right employee in the right role leads to increased job satisfaction and reduced turnover. According to a report by the Society for Human Resource Management, the average cost of hiring a new employee is $4,129, and the average time to fill a position is 42 days.
Promoting Diversity and Inclusion
Just as a diverse cityscape is more vibrant, a diverse workforce brings a variety of perspectives, ideas, and experiences, fostering innovation and creativity. Companies in the top quartile for racial and ethnic diversity are 35% more likely to have financial returns above their respective national industry medians, according to a report by McKinsey.
Building Employer Brand
Effective recruitment and selection processes not only attract potential candidates but also enhance the organisation’s reputation as a desirable place to work. A LinkedIn survey found that 75% of job seekers consider an employer’s brand before applying for a job.
Conclusion
We’ve explored the 15 key objectives of recruitment and selection, from identifying vacancies and attracting a pool of candidates, to predicting job performance and improving retention.
But how can organisations ensure they hit the right notes? This is where WeCP (We Create Problems) comes into play. WeCP is a platform designed to streamline the recruitment and selection process.
Its features directly address the objectives of the recruitment and selection process:
Skill Assessment: WeCP’s skill assessment feature ensures a good organisational fit and predicts job performance.
Candidate Experience: WeCP’s user-friendly interface enhances the candidate experience, promoting the organisation’s employer brand.
Analytics: WeCP’s analytics feature provides insights into the recruitment and selection process, helping to improve quality of hire and retention.
Streamline all of these processes with the power of AI. Try WeCP AI Co-pilot to know more.
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