Proposal: effectiveness of interview for recruitment and selection in an organisation

Thesis Overview

<p> </p><p><b>1.1 Background<br>Of Study</b></p><p><b></b></p><b><p>Recruitment and Selection is<br>a vital process for every successful organization because having the right<br>staff improves and sustains organizational performance. The impact of an<br>organization’s selection system influence bottom-line business outcomes, such as<br>productivity and financial performance a dream for any organization. In the<br>operations of any organization, recruitment and selection is the major function<br>of the human resource department and recruitment process is the first step<br>towards creating the competitive strength of organizations.</p><p>Recruitment process involves<br>a systematic procedure from sourcing the candidates to arranging and conducting<br>the interviews and requires many resources and time. Accordingly, Recruitment<br>and selection are conceived as the processes by which organizations solicit,<br>contact and interest potential appointees, and then establish whether it would<br>be appropriate to appoint any of them, Sisson (2004). Recruitment and selection<br>are the two phases of the employment process but there is a difference between<br>the two. The recruitment is the process of searching the candidates for<br>employment and stimulating them to apply for jobs in the organization while<br>selection involves the series of steps by which the candidates are screened for<br>choosing the most suitable persons for vacant posts.</p><p>Similarly, the basic purpose<br>of recruitments is to create a talent pool of candidates to enable the<br>selection of best candidates for the organization, by attracting more and more<br>employees to apply in the organization whereas the basic purpose of selection<br>process is to choose the right candidate to till the various positions in the<br>organization. The recruitment process is immediately followed by the selection<br>process, which is the final interviews and the decision making, conveying the<br>decision and the appointment formalities. Recruiting is seen as a “positive<br>process of generating a pool of candidates by reaching the “right” audience,<br>suitable to fill the vacancy” (Leopold, 2002), On the other hand, he stated<br>that once these candidates are identified, the process of selecting appropriate<br>employees for employment can begin. This means collecting, measuring, and<br>evaluating information about candidates” qualifications for specified<br>positions. Selection therefore, is a process that involves the series of steps<br>by which the candidates are screened for choosing the most suitable persons for<br>vacant posts.</p><p>Recruitment of candidates is<br>the function preceding the selection, which helps create a pool of prospective<br>employees for the organization so that management can select the right<br>candidate for the right job from this pool. The main objective of the<br>recruitment process is to expedite the selection process. Therefore,<br>organizations use these practices to increase the likelihood of hiring<br>individuals who have the right skills and abilities to be successful in the<br>target job, and better recruitment and selection strategies result in improved<br>organizational outcomes.</p><p>The more effectively<br>organizations recruit and select candidates, the more likely they are to hire<br>and retain satisfied employees. In addition, the effectiveness of an<br>organization’s selection system can influence bottom-line business outcomes,<br>such as productivity and financial performance.</p><p>Hence, investing in the<br>development of a comprehensive and valid selection system is money well spent.<br>Recruitment and Selection are vital processes for a successful organization,<br>having the right staff can “improve and sustain organizational performance”<br>(Petts. 2007).</p><p><b>1.2 Statement<br>Of The Problem</b></p><p><b></b></p><b><p>In recent years, there has<br>been increase in the rate of business failure, closure and at best low<br>productivity and in most cases; it was due to low level of organizational<br>performance. To explain the situation, various factors have been looked into<br>which might include competitive strategy in an organization. Despite the<br>conflict between the stakeholders and the employee, the personnel havecrucial roles to play in ensuring the<br>resolution of impending conflicts between the management and the employees for<br>the achievement of goals and objectives of the organization. Unfortunately,<br>some organizations may pay more attention on factors like money incentives,<br>and/or physiological factors without giving much attention to the recruitment<br>and selection of work force. Finally, several researches have been carried out<br>on the impact of interview for recruitment and selection in an organisation but<br>not even a single research has been carried out on the effectiveness of<br>interview for recruitment and selection in an organisation.<b></b></p><b><p><b></b></p><b><p><b>1.3 Aims<br>And Objectives Of Study</b></p><p><b></b></p><b><p>&nbsp; &nbsp; &nbsp; &nbsp; The main<br>aim of the study is to determine the effectiveness of interview for recruitment<br>and selection in an organisation. Other specific objectives of the study<br>include:</p><p>1. &nbsp; &nbsp; &nbsp; &nbsp; <br>to determine the effect of interviews for recruitment and<br>selection in an organisation.</p><p>2. &nbsp; &nbsp; &nbsp; &nbsp; <br>to determine the factors affecting recruitment and selection<br>in an organisation.</p><p>3. &nbsp; &nbsp; &nbsp; &nbsp; <br>to determine the extent to which interviews for recruitment<br>and selection affects an organisation.</p><p>4. &nbsp; &nbsp; &nbsp; &nbsp; <br>to proffer possible solutions to the problems.</p><p><b>1.4 Research Questions</b></p><p><b></b></p><b><p>1. &nbsp; &nbsp; &nbsp; &nbsp; <br>What is the effect of interviews for recruitment and<br>selection in an organisation?</p><p>2. &nbsp; &nbsp; &nbsp; &nbsp; <br>What are the factors affecting recruitment and selection in<br>an organisation?</p><p>3. &nbsp; &nbsp; &nbsp; &nbsp; <br>What is the extent to which interviews for recruitment and<br>selection affects an organisation?</p><p>4. &nbsp; &nbsp; &nbsp; &nbsp; <br>What are the possible solutions to the problems?</p><p><b>1.5 Statement<br>Of Research Hypothesis</b></p><p><b></b></p><b><p>H0: &nbsp; Interviews for recruitment and selection has no significant<br>effect on an organization.</p><p>H1: &nbsp; &nbsp; &nbsp; &nbsp; Interviews for recruitment and selection has a significant<br>effect on an organization.</p><p><b>1.6 Significance<br>Of Study</b></p><p><b></b></p><b><p>&nbsp; &nbsp; &nbsp; &nbsp; The study on the effectiveness of interviews for recruitment<br>and selection in an organisation will be of immense benefit to the entire<br>establishment, companies or firms in the country in the sense that it will<br>educate them on the importance of interviews. The study will enable human<br>resource management to be able to make the right or appropriate staff selection<br>without any pressure or intimidation from any source at all. It will also<br>enable them to handle wisely the challenges they (human resource management)<br>faces or encounter from day to day as a result of staff recruitment. Finally,<br>the study will contribute to the body of existing literature and knowledge to<br>this field of study and basis for further research.</p><p><b>1.7 Scope<br>Of Study</b></p><p><b></b></p><b><p>The topic on the<br>effectiveness of interview for recruitment and selection will cover on the<br>human resource management and the challenges facing the human resource management<br>in an organization using some organizations in Lagos State</p></b></b></b></b></b></b></b></b></b> <br><p></p>