There are numerous researches on recruitment and selection process of

employees in the
organization. There is mention limited factors of recruitment and selection
process in those research
paper. Proper selection process brings the qualified persons for the organization
so the organization can
easily achieve their target in a specified period of time. The recruitment and
selection process is one of
the most important HRM functions that help to recruit talented
candidates. It also reflects the
requirements and philosophy of the organization as reflected in the caliber of
people chosen for the job.
Recruitment and selection practices are the key factors to the entry point of
human resources to any
organization which also tends to determine the success and sustainability of the
organizations. People
as vital to organizations because they offer perspectives, values and attributes to
organizational life; and
when managed effectively, these human traits can be of considerable benefits to the
organization.

3.0 Recruitment
Many researchers have presented severe and profound knowledge of the
recruitment and
selection process of the organization. Recruitment determines the potential
candidates for actual
organizational vacancies. Recruitment is the process of finding and attracting
qualified people to apply
for job vacancies in the organization. Mainly it is the process of
generating a pool of competent
individuals to apply for employment within an organization. The recruitment process
is the entry point
of collecting manpower of an organization and that organization must be selected
the right individuals
for achieving overall strategic goals.
On the other hand, the organization follows the different recruitment
process practices and
policies for identifying and attracting potential employees. Besides recruitment is
explained as the set of
activities and processes that are used to legally obtain a sufficient number of
qualified people at the right
place, the right time, the right job so that the people and the organization can
select each other in their
own best short and long-term interests.
However, the aim of recruitment is to collect the number of suitable and
qualified candidates
through minimization cost to satisfy the needs of the organization. Besides, the
recruitment includes an
authentic job specification for a vacant position, major duties, and
responsibilities, necessary kills,
experience, educational qualifications, pay structure, job type, any special
conditions etc. are attached
to the job in defining recruitment process. Recruitment process begins with
analyzing the number of
vacancies and publishing an advertisement. The organization attracts the most
appropriate candidates
through identifying, evaluating and using the most appropriate sources of
applicants.
3.1 Process of recruitment
The significant intangible capital of the company is human capital that constitutes
an aggregate
of knowledge, skills, qualifications, and experience of each employee. Besides, the
major three phases
engendering applicants, maintaining applicants’ status, and influencing job choice
judgment. WhereaS here are copious theories on recruitment and fabricated an
organizing framework for the recruitment
process. Furthermore, the most important five key stages of the recruitment
process are recruitment
objectives, strategy development, recruitment activities, and process variables and
recruitment result.
These stages are discussed in below.
below:

Stage-1 (Recruitment Objectives)-This is the first stage of recruitment.

In this section the
organization determine the retention rate, number of applicants, quality of
applicants etc.
Stage-2 (Strategy Development)- The second stage of the recruitment framework
is strategy
development. It includes the formulation of a recruitment strategy which is
influenced by the response
from the first stage. It includes whom to recruit? Where to recruit? When to
recruit? What message to
communicate?
Stage-3(Recruitment activities): Recruitment activities include the
recruitment advertisement
and recruitment message. In order to be actual, recruitment message should be
realism, completeness,
timeliness). On the other hand recruiting many employers is not overly
concerned with post-hire
outcomes.
Stage-4 (Intervening/process variables)-The process variables are applicant
attention,
comprehension, message credibility, interest, an accuracy of expectations and
applicant self-insight.
These variables directly influence the relationship between recruitment
activities and recruitment
outcomes.
Stage 5-(Recruitment results)-This stage relates the review and assessment of the
sources of the
recruitment process. The organization gets invaluable information of
recruitment strategy from this
stage.

3.2 Sources of recruitment

Many employers use a variety of recruitment sources. Other researchers
have argued that
different recruitment sources reach applicant groups that may differ on
characteristics such as
motivation or perceived job mobility. Other researchers said that the
sources of employees can be
classified into two types, internal and external. Besides the recruitment sources
are closely linked to the
organizational activities as the performance of employee turnover, employee
satisfaction, employee
Strategy Development
(Whom to recruit? Where to recruit? Recruitment sources to use? When to
recruit? What message to
communicate?)

Recruitment Objectives
(Retention rate, job performance, psychological contract fulfilled, number of
positions filled, diversity of hires,
number of applicants, quality of applicants diversity of applicants, ratio of
offers to acceptances).

 Job Satisfaction
 Cost of Filling Jobs
 Speed of Filling Jobs

Recruitment Activities
(Recruitment sources, recruiters, recruitment message, realism, completeness,
timeliness)

Intervening /Process variables

(Applicant attention, applicant comprehension, message credibility, applicant
interest, job and organizational
attractiveness, expectancy of job offer accuracy of applicant’s expectations, self-
insight, knowledge, skills, abilities,
needs)

Recruitment Result
(Compare outcomes to Objectives)

Figure 1. A model of the organizational recruitment process (Breaugh and Strake

(2000)

Conceptual framework of recruitment ...

International Journal of Business and Social Research (IJBSR)

21
wishes and the commitment of the organization. Basically, there are two types
of sources of recruit.
These are given below-

A. Internal Sources of recruitment- Internal sources mean hiring people

from within the
organization to fill a position. An organization can hire internal candidate
through job posting or rehiring
former employees, through succession planning, through internet, advertising,
employment agencies,
temp agencies and other alternative staffing methods.
Promotions: It is another internal source of recruitment. It means to change
position with higher
prestige, responsibilities, compensation and others facilities. Basically the
higher position may be filled
up through giving promotions of the qualified employees.
Transfers: Transfer means to shift of an employee from present jobs to
other similar jobs.
Basically here is no change rank, responsibility, prestige, and other types of
facilities.
Job posting: In this case the organization communicates with public for vacant
position that it
wishes to fill. Also it is an encouraging system of applicants to apply in vacant
position.
Job bidding: It is a competition process among the applicants for a job position
that is posted by
an employer. It is the main source for internal recruitment. Here the organization
gives the chance to
apply for the job opening.
Former Employees: Former employee is another source of internal recruitment where
the retired
employee may be willing to come back to work in the organization.
Employee Referrals: The organizations or companies use this method to find out the
talented
employee through recommend their existing employee.
B. External sources-It is the attraction process of applicants from
outside a particular
organization to fill vacant positions. According to Bardwell and Brown
the external sources of
recruitment are following-
Advertisement: It is the most common method or source of external
recruitment. The
organizations or companies publish their advertisement through electronic print
media and others social
network
E-Recruitment: E-recruitment also known as online recruitment. Through this
system the
organizations can easily hire their respected personnel for work.
Employment Agencies: Employment agencies sometimes referred to as labor brokers.
Employers
can reduce the range of possible problems from these sources by giving a
precise definition of the
position to be filled.
Labor Offices: Labor offices are the sources of certain types of workers. Unions
also can work to
an employer’s advantage through accommodating staffing programs, as they do in
the building and
printing industries.
Sources of
Recruitment
Internal Sources-
oPromotion
oTransfer
oInternal Notification
oRecalls

External Sources-
Advertisement
E-recruitment
Employee referrals
Labor offices
Employment agencies
Campus interviews
Job fairs and walk in interviews

Figure 2. Sources of recruitment (Source: Prashant

(2009).

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International Journal of Business and Social Research (IJBSR)

22
Campus Recruitment: Sometimes the organization finds out their qualified
employees from
colleges, universities, and other institutes through different tests. It is the
major source of recruitment
for many respected corporations.
Walk-ins, Write-ins and Talk-ins: Other sources of recruitment are Walk-ins, Write-
ins and Talk-ins.
It is the direct application process to respected organization without prior
appointment. Here direct
applications are effective in in filling entry-level and unskilled vacancies.
Some organizations compile
pools potential employees from the direct applications for skilled positions.
Radio and Television: It is very effective to reach individuals who are
not actively seeking
employment. However, these ads are expensive.

3.3.1 Selection
Selection is the process of making the choice of the most suitable applicant
from the pool of
applicants who are recruited to fill the relevant job vacancy. On the other hand
selection is a procedure
in which particular instruments are utilized to select the best people from the
pool of individuals that are
suitable for the jobs. Moreover the selection is the systematic process of deciding
on a specific individual
to fill an available position. On the other hand selection is the process of
selecting the most suitable
applicants from among the alternative candidates. The objective of the selection
process is to match the
applicant’s ability, knowledge, skills and experience with job requirements in a
fair and legal manner.
Selection is the process of choosing the best qualified candidates from
among alternative group of
qualified candidates for a particular position in an organization. Whereas
the recruitment process is
aligned to encourage individuals to seek employment with the organization, the
selection process is to
identify and employ the best-qualified and suitable individuals for specific
positions.

3.3.2 Selection process

Selection process is the hiring procedure of prospective employees among
alternatives
employees for doing a particular job. He also said that in the hiring procedure
varying methods are used
to discover significant information about an applicant, which can be compared with
the job specification.
All managers of the organization need to understand about necessary skills and
abilities which need to
perform a particular job. Interviews, reference checks, tests, applications
and résumés can help to
identify differences among candidates. The managers can take selection decision
through strengths and
weaknesses of the applicants. Similarly like recruitment have also divided
selection process into six
different phases. These phases are mentioned in the following-

Preliminary Interview: It is also called the screening interview. The

purpose of preliminary
interviews is basically to eliminate unqualified applications based on information
supplied in application
forms.
Offer Employment
Preliminary Interview

Employment test
Employment interview
References check
Physical check
Figure 3. Selection process (Erasmus et al., 2000)

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International Journal of Business and Social Research (IJBSR)

23
Selection Tests: Selection tests are also called employment tests. Different types
of tests may be
administered, depending on the job and the organization. Through this
test the organization can
determine the applicant’s knowledge, abilities, skills, behavior etc.
Relevance of Tests: Basically the organization use the testing process for
attracting the higher
level of applicants. However the personnel selection procedures is helpful in
selecting good employees.
In his analysis, test utility studies showed the value of selection for increasing
productivity.
Personality tests: There are five dimensions of effective personality test
like extroversion,
emotional stability, agreeableness, conscientiousness, and openness to
experience. Actually the
personality test is used by the organization to assess the personality of worker
and his relationship with
employer.
Aptitude Test: An aptitude test is a systematic means of testing a job
candidate's abilities to
perform specific tasks and react to a range of different situations.
An aptitude test helps determine a person’s potential to learn in a given area.
Interest tests: These tests are used to measure an individual’s activity
preferences. Separately
these tests are very essential for the better carrier for the employees.
Graphology test: Employers usually consult graphologists to supplement their usual
personnel
recruitment procedures. Graphology tests are designed to ensure accuracy of
information given in the
application.
Making the decision: It is necessary to inform all the applicants about the outcome
and possible,
whether successful or unsuccessful. Keep in touch if the decision is delayed. Offer
of the employment
should be made in writing to aware candidate about legal regulations.
Induction: After finally selection the applicants the employer arranged the well-
planned induction
program. Medical examinations and documentation are other points to be considered
during effective,
fair and efficient recruitment and selection process.

4.0 Conceptual framework of recruitment and selection

Promotions
Advertisement
Employment agencies
E-recruitment
Employee referrals
Campus Recruitment
Walk-ins
Job bidding
Antecedents Variables

Independent
Variables
Organizational Performance
Internal Notification
Recalls
Transfers
P
E
R
F
O
R
M
A
N
C
E
S
E
L
E
C
T
I
O
N
R
E
C
R
U
I
T
M
E
N
T

Dependent
Variables
Figure 4. Conceptual framework of recruitment and selection
process

Karim et al., IJBSR (2021), 11(02): 18-25

International Journal of Business and Social Research (IJBSR)

24
4.1 Explanation of conceptual framework
The recruitment and selection processes are not equally exclusive, but occur
in a structure.
Basically at first recruitment then selection, where recruitment process is end and
selection process is
start. The best assets of the organization are employees. So every
employer needs to undertake
recruitment by creating a pool of applicants, which mainly leads to the selection
of qualified people to
work in the organization. In this model different variables are considered as
independent, dependent and
outcome. According framework of this study here antecedents variables are
considered as sources of
recruitment. Basically there are two types of recruitment sources internal and
external. The internal and
external sources are transfer, promotion, and extension of services,
advertisement, and employment
agencies, employee referrals, e-recruitment, labor office, campus recruitment,
walks-ins, radio television,
job bidding. Here recruitment is considered as independent variable because the
recruitment process is
depends on antecedents’ variables (internal and external
sources).Recruitment is depends on
antecedents variables whereas the selection is dependent variable which is responds
to the independent
variables. Selection is follow the recruitment which includes initial screening,
interview, employment
test, reference check, medical examination, job offer. After completing the
proper recruitment and
selection procedures then it leads to achieve organizational performance that is
outcome variable of this
model. The objective of this model is to establish relationship between
recruitment, selection and
organizational performance.

5. Methodology of the study

This review paper and it is qualitative in nature. The data is collected from
previous publishes
articles of recruitment and selection process. On the basis of the previous
adopted variables here is
constructed a conceptual framework of recruitment and selection process of the
organizations. The main
objective is to show the framework of consisting different variables of recruitment
and selection process.

6. Conclusion
Recruitment and section is the essential function of Human Resource
Management. The
organizational performance depends on qualified employees of the
organization. Recruitment and
selection is the best practice for hiring talented candidates of the organization.
It helps to regulate the
purpose of the organizations. Basically the recruitment and selection process is
guided by organization’s
strategies, missions and objectives. The focus of recruitment and selection is to
match the capabilities of
prospective candidates against the demands and rewards inherent in a given job.
That’s why the quality
selection systems of the top organizations give considerable resources and energy.
The overall aim of
the recruitment and selection process should be to obtain at minimum cost the
number and quality of
employees required to satisfy the human resource needs of the organization.The
process of recruitment
and selection and Human Resource Management are directly related to the planning of
human resources.
Due to the importance and knowledge gained about the recruitment process,
organizations disclose the
importance of recruitment and selection in their success. The success of human
resources departments
is measured on their recruitment and performance of competent employees.

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