Nowadays, highly qualified human resources are of paramount importance for contemporary organizations to survive and thrive in highly competitive markets. This means that the selection of employees for a particular job is crucial if a company is to succeed in pursuing its goals (Alfes, Shantz, Truss, & Soane, 2013). Choosing the appropriate people for various positions inside an organization is pivotal because it allows for saving a considerable amount of temporal and monetary resources, for such people permit companies to successfully reach their objectives (Albrecht, Bakker, Gruman, Macey, & Saks, 2015).
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However, in the situations when individuals who are not appropriate for the job are chosen by the HR department, this means that either the company will not be able to attain its goals effectually as long as it employs unskilled, unprofessional workers, or that it will be forced to devote additional resources such as time and money to find new people and train them to do the required job (Jiang et al., 2012).
Importantly, employee selection is a process for finding those workers who are appropriate for the job rather than selecting individuals who are “best.” Because of this, the procedure of preliminary scanning of the candidates for a particular job should be well-designed and clear to permit the human resource specialists to effectually choose the appropriate candidates for that job (Gavino, Wayne, & Erdogan, 2012). Also, such a procedure needs to be thorough and, at the same time, free of excessive elements or details which would hinder the ability of HR professionals to appropriately select suitable candidates (Jiang et al., 2012).
On the whole, the procedures of recruitment and selection are some of the most important activities that the HR department is involved in (Fine, 2012). The effectiveness and overall quality of the HR department are directly related to the degree to which the procedures of recruitment and selection are successful, and, as a result, to the overall success of the company (Jiang et al., 2012). On the other hand, an ineffectual HR department creates the risk that the candidates who will be chosen and hired for various jobs within a firm will not be suitable, thus causing a considerable amount of harm to the enterprise by lowering its overall effectiveness and forcing it to re-iterate the procedures of selection, recruitment, and employee training (Fine, 2012).
Therefore, it is paramount to use effective procedures for candidate effective initial scanning (CEIS) and selection in the recruitment process (Fine, 2012). This paper provides a research proposal aimed at outlining a study that would allow for identifying the potential problems in an employee selection and recruitment process utilized in a chosen organization.
Theoretical and Conceptual Framework
The theoretical framework that will be utilized in the proposed study will include several theoretical assumptions that can be made based on the review of the academic literature. In particular, it will be assumed that organizations make an effort aimed at adopting effectual recruitment strategies that would permit for attracting a large number of motivated candidates for the jobs and then selecting and hiring workers who are suitable for the proposed jobs (Albrecht et al., 2015). It will also be assumed that employers expect their workers to bring as large amounts of benefit and value to their firms as possible (Alfes et al., 2013). Also, it can be considered that the recruitment process has the purpose of obtaining a sufficient amount of the workforce legally.
The conceptual framework of the proposed study will include the basic notions and concepts, as well as their definitions which are necessary for studying the offered topic. In particular, the notion of employee recruitment can be understood as one denoting the activities and practices carried out by a company that is aimed at attracting potential workers for the company, and selecting the appropriate employees out of their ranks (Fine, 2012). Also, the human resource management departments will be understood as departments the primary purpose of which is the selection, recruitment, training and proper guidance of high-quality employees who would be capable of bringing the value for their organization (Gavino et al., 2012).
Objectives and Hypotheses
Objectives of the Study
The main objective of the proposed study will be to discover the correlation that exists between CEIS and the processes of employee selection that exist in particular firms.
More specific objectives of the study will be as follows: (1) Establishing whether the currently existing procedures of hiring employees are identified and well-designed; (2) Discovering the factors which cause the currently existing, establishing techniques and procedures of hiring workers to result in the loss of resources due to the need to practice re-hiring and re-training; (3) Enhancing the general practices of employee recruitment in the organizations by using CEIS.
Hypotheses to Be Tested
The hypotheses which will be tested within the offered study are as follows: (1) The existing processes of recruitment in organizations are not defined clearly; (2) These processes are ineffectual in reducing the costs associated with recruitment; (3) CEIS can ensure that HR specialists interview and hire the “right” candidate for the offered position.
Study Design and Setting
The proposed study will be a qualitative, observational study that will utilize semi-structured interviews/surveys for data collection. The data will be collected over some time in the given setting, and then will be thoroughly analyzed using the qualitative data analysis methods which will be deemed appropriate for the specific questions used in the survey.
The Setting for the Study
The setting for the proposed study will be several HR departments of the Telecommunications Regulatory Authority (TRA) that issue open job positions over six months. It should be pointed out that TRA (head office in the UAE) offered sixteen open job positions during the year 2016.
It is a matter of paramount importance to select appropriate research instruments for a study to enable it to accurately describe the situation which is being researched and draw the appropriate conclusions to provide answers to the research questions which were asked. The proposed study will utilize a survey that will be comprised of 8 different questions. The list of questions provided in the survey will include the following ones:
- How many employees work in the Human Resource Department in the organization?
- How many of them participate in the process of employee recruitment?
- What channels can candidates utilize to apply for the existing vacancies, and how many such channels are there?
- Is there a practice of documenting the process of evaluation of the skills and the level of professionalism of applicants before the job interviews?
- Which methods does the organization use to make connections between the requirements for an open position and the resumes supplied by the candidates?
- Which criteria for choosing or refusing a resume does the organization apply?
- How many resumes did the HR department receive in 2014, 2015, and 2016, and how many candidates were interviewed?
Sampling Design and Sample Size
The sampling design for the proposed study will be convenience sampling; the departments of Telecommunications Regulatory Authority which will be accessible to the researcher will be selected. As for the sample size, the number of TRA departments which will be selected will be three. On the whole, the three departments offered eighteen different job positions to find employees to fill these positions.
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Ethical Issues About the Proposed Study, and the Ways to Address Them
Generally speaking, an ethical issue which often arises when considering which candidate to choose for an existing job position in an organization pertains to the rather popular desire of the workers of the human resource department to select the “best” employee for the given position. However, it should be noted that a considerably more effective approach is aimed at finding workers who are “appropriate” candidates for the positions, the “right” people for the job. Doing so will permit not discrediting the people who are suitable for the job based on a subjective assessment.
Some other ethical problems which may arise are related to the potential personal bias towards the candidates for the job, as well as the cultural preferences and preliminary judgments that may affect the selection process. To ensure that the preliminary scanning is reliable and objective, it is pivotal to make sure that the team of researches is comprised of individuals who have different cultural backgrounds, and possess different perspectives.
Also, there exists a problem of bias when it comes to the internal selection of candidates. Therefore, it is recommended to deal with new candidates, which permits for restraining from various preferences and opinions in the process of recruitment.
Proposed Chapters of the Final Report
It is offered to create a final report that will be comprised of the following chapters: 1) Introduction; 2) Objectives of the study (general and specific); 3) Research questions; 4) Literature review; 5) Methodology: (Sample; Research instruments; Data collection); 6) Method and type of research: (Data analysis; Results); 7) Conclusion; 8) Limitations and recommendations; 9) References; 10) Appendices.
Problems and Limitations
One of the main problems with the proposed study is that it is impossible to establish whether the studied organization has a well-trained and skillful team of HR professionals who are capable of conducting preliminary scanning and performing high-quality interviews. It is pivotal to assess the process of employee selection over some time to be able to determine if the needs of the organization were met by the hired employees, which will also require additional temporal resources, thus creating a limitation, missing the chance to obtain more reliable results. Finally, the study will use a small sample given the need to cover the HR departments and sections within TRA within a limited time.
Proposed Time Frame of the Research
This project is expected to take a whole semester because it will be required to design the survey, engage in the long process of data collection, then analyze the gathered data and create an appropriate report of the results of the study.
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), 7-35. Web.
Alfes, K., Shantz, A. D., Truss, C., & Soane, E. C. (2013). The link between perceived human resource management practices, engagement and employee behaviour: A moderated mediation model. The International Journal of Human Resource Management, 24(2), 330-351. Web.
Fine, S. (2012). Estimating the economic impact of personnel selection tools on counterproductive work behaviors. Economics and Business Letters, 1(4), 1-9. Web.
Gavino, M. C., Wayne, S. J., & Erdogan, B. (2012). Discretionary and transactional human resource practices and employee outcomes: The role of perceived organizational support. Human Resource Management, 51(5), 665-686. Web.
Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human Resource Management Review, 22(2), 73-85. Web.