Section 1. Inter-relatedness of organizational functions
- The functioning of the company and its successes critically depend on recruitment and selection. For instance, the ability to provide high-quality products is affected by the quality and education levels of specialists who are working at the moment. In other words, for a restaurant, the quality of dishes and the whole menu are in direct correlation with the chef and his/her skills.
- At the same time, the elements of an organization impact the selection and recruitment as managers have to hire specialists who can help to solve existing problems and contribute to improved outcomes. For instance, if a company experiences problems with its online platform, it might contribute to the reduction of online sales. It means that IT specialists should be hired to fix the problem and ensure that no such incidents will appear again.
Section 2. Internal Factors
The current workforce profile is a critical factor that impacts recruitment and the company’s perspective. It means that planning the further expansion or the functioning of the firm, managers should possess a high level of awareness of the existing pool of specialists to guarantee that there are no employees with the same skills, competencies, and experiences who perform the same job. For this reason, the current workforce profile is vital when making decisions or looking for new specialists as they should fill in the existing gaps.
As for the turnover, t is the rate at which employees leave the company or are replaced. For this reason, the current turnover is vital for plans and new projects. In other words, it is crucial to consider the fact that in a certain period of time, an organization will face a deficit of specialists, and it should be ready to overcome this difficulty by hiring new ones. The correct analysis and understanding of the turnover rate help to plan the growth of the company.
Section 3. External Factors
As for the external factors, they are also critical determinants of recruitment and selection. For example, the existing technologies and the degree of digitalization peculiar to a certain market precondition the use of technologies within a company and how they can be employed to attain the best possible outcome. It means that hiring personnel, it is vital to guarantee that they possess the skills needed to work with new equipment.
As for the legislation, companies should also consider the existing regulations regarding the workforce. For instance, many employers are tempted to hire immigrants because they are usually paid less; however, this practice can result in the emergence of some problems with the existing legal environment because of the quotas or peculiarities of taxation. That is why hiring foreign specialists, it is critically important to observe relevant laws and limits introduced by the government.
Section 4. Inputs, Outputs, and Throughputs
- Input: employees
- Throughput: additional training
- Output: improved functioning
For recruitment and HR management, it is vital to ensure that all applicants can perform tasks that are important for the company. For this reason, employees or new applicants should be provided with additional training to guarantee that the improved functioning as output is achieved.
Section 5. Feedback
As for the feedback, it is vital to collect data about both internal and external environments to ensure that recruitment practices are effective. For the internal one, the positive climate within the company and its ability to cope with challenges will be a sign of success. As for the external one, the increased level of clients’ satisfaction will also indicate that employed recruitment practices are sufficient and help the company to evolve.
As for the measurement, there are several factors that should be addressed. First, the decreased turnover rate will mean that practical approaches are used. Second, improved results of the organization will also help to prove the effectiveness of methods. Finally, the level of employees’ commitment and satisfaction will also help to conclude about the existing selection approach.