Theories related to Selection & Recruitment.

Both recruitment and selection are considered as basic processes in human resource management which has a big impact on the successfulness of the organization. It is not just a process for filling up vacancies available within the organization but also to find the right candidate who is more compatible with organizational culture and values also must fulfill the expectations that the management or the higher authorities expect from that particular position. In order to optimize these processes different theories has been developed.

-          Person-Organization fit theory model.

-          Social exchange theory.

-          Realistic job preview theory model.

-          Human capital theory.

-          Multiple sequence theory.

 

Person-Organization fit theory model.

The main focus in this theory is to focus on the compatibility of the candidate’s personality, individual values with goals and expectations of the organization. This theory depicts that the candidate who are compatible with organizational culture and expectations will have higher job satisfaction and more committed towards the job.

Social exchange theory.

This theory depicts the mutual relationship between employees and organization. It shows that individuals who embrace fairness and positive treatment are more likely to give their best for the organization in terms of commitment and performance.

Realistic job preview theory model.

 This theory model empathizes on providing a realistic view about the job and organization by showing both negative and positive aspects of the job role and the organization which may help to attract employees who has a clear idea about what they are getting into and also will reduce the job dissatisfactions due to unmet expectations.

Human capital theory.

This theory depicts that the recruitment process must focus on recognizing and hiring candidates with valuable skills, job knowledge and sensibility. This theory also emphasizes the fact where the employees are considered as their most valuable assets.

Multiple sequence theory.

This theory shows that certain selections and recruitment are not done in a linear process, In order to get the best outcome of the process, certain stages have to be revisited during the process.

(Sarraf, 2023) 



References

Sarraf, R., 2023. Hire Quotient. [Online]
Available at: www.hirequotient.com
[Accessed November 2023].

Comments

  1. MAHESH KULARATHNADecember 2, 2023 at 10:08 PM

    A strong HR selection process is crucial for a company's success, as it ensures the hiring of competent, loyal employees who contribute significantly to the company's success. (L Pertersen 28th May 2019) Recruitment is the process of choosing the right person for the right position and at the right time. Also we can say Recruitment is a process of identifying, attracting, interviewing, selecting, hiring and onboarding employees to the organizations. These theories provide a structured approach to a complex process that impacts an organization's success. By applying these models, organizations can make more informed decisions, leading to improved employee engagement, reduced turnover, and enhanced overall performance.

    ReplyDelete
    Replies
    1. Charith PereraDecember 16, 2023 at 6:51 AM

      Agreed, A well running selection and recruitment process is crucial for an organization , which will lead to better outcomes like , competitive advantage , less staff turnover , more loyal and efficient workforce.

      Delete
  2. TharangaDecember 16, 2023 at 3:10 AM

    The dynamic business environment of today has led to an evolution of recruitment and selection methods that take into account workforce expectations, diversity, and technology.
    Technology Integration: Video interviews, AI-driven applicant tracking systems, and online platforms have simplified and improved the accessibility and efficiency of the hiring process.
    Diversity and Inclusion: The significance of establishing a diverse and inclusive workplace has been demonstrated by models such as the Person-Organization Fit and Social Exchange Theory. Employers are actively looking for applicants with a variety of backgrounds in order to foster innovation and creativity.
    Considerations for Remote Work: In the context of remote work, the Realistic Job Preview Model becomes more important. When applicants might not be able to visit the office, it becomes even more important to communicate clearly about job expectations and work schedules. (hirequotient, 2023)

    ReplyDelete
    Replies
    1. Charith PereraDecember 16, 2023 at 7:00 AM

      Recruitment and selection theory models demonstrates a methodical approach towards a process that creates a considerable impact towards the organization. Understanding and applying these models will results in making, more precise decisions. (Hirequotient 2023)

      Delete
  3. Piyumi Wickramasinghe December 19, 2023 at 9:08 AM

    The ultimate goal of recruitment is to generate qualified pool of applicants matching with job
    requirements (El-Kot & Leat,2008).
    Through past studies it shows that both recruitment and selection is affecting for retention of employees. Models based on recruitment and selection theory offer an organized method for handling a difficult process that affects an organizations performance. Organizations may make better decisions, which will increase employee engagement, lower attrition, and improve overall performance, by understanding and using these models.

    ReplyDelete
    Replies
    1. Charith PereraDecember 19, 2023 at 9:27 AM

      Agreed , The way organization manages their recruitments and selection , Will impact on the performance , efficiency and also retaining within the organization, If the employees getting the impression that the organization is doing recruitments to ease up their work which will make them more satisfied and contribute to work more effectively.

      Delete

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