The Impact of Recruitment and Selection Process for the Expatriates to the Organization’s Performance

The Impact of Recruitment and Selection Process for the Expatriates to the Organization’s Performance

Muhammad Anandito Volta

Management, Faculty of Economics, Universitas Islam Indonesia

muhd.volta17@gmail.com

ABSTRACT

The organization or company can achieve the goals easily if they have qualified resources to support them. The resources needed by the company are contained by tangible resources and intangible resources. Human resources owned by the company can be either tangible assets or intangible assets. The number of employees are included to the tangible assets, but the KSA (knowledge, Skill, and Abilities) owned by human resources within the company or organization are included to the intangible and valuable assets if they can manage and control them effectively and efficiently.

The writer aim to investigate and identify the effect of the recruitment and Selection process  are designed by the organization or companies can affect the performance of the employees and affect to the performance of organizationor company.

The recruitment and selection process can be the first gate for the employee to involve within the business of the organizations. Therefore, the human resource manager can consider the importance and effect of the well-managed recruitment and selection process in the organizations. This stage can influence big condition for the organization’s performance.

Keywords: Recruitment, Selection, Performance, Human Resources, Knowledge, Skill, and Abilities.

INTRODUCTION

Recruitment and Selection is one of the vital function in Human Resources Management. The employee can involve in the organization or the company once they have accepted and passed the recruitment and selection process held by Human Resource Division in it. Many steps were designed to gain the qualified workers to be recruited. Recruiting qualified employees or workers becomes a big challenge for Human Resource Manager in organizations or companies. Having great qualified human resources can be the amazing competitive advantages for the organizations or the companies among the competitors, besides the competitive advantages, the performance of the organizations can be influenced by having qualified human resources.

Employees for companies can be defined as assets or investments owned by the company. Therefore, a company must be careful in choosing employees. One the company has qualified employees or workers within, they will support the company to perform great performance in order to achieve the missions and goals.  This is where the role of recruitment and selection as a first step to selecting candidates for employees in the company.

The reason why recruitment and selection affect employees owned by the company is because recruitment is the process of collecting and finding prospective workers in the company by notifying the public that the company requires the prospective workforce to be placed in a certain position in accordance with the criteria set by the company.

Main purpose of the recruitment and selection process held by the organizations or the companies is to seek and find  the employees or workers which fit to the specifications needed by the organization, as a result of having qualified workers can develop the organization’s performance in order to achieve the goals.

LITERATURE REVIEW

The definition of recruitment and selection will be discussed and reviewed in this part.

Recruitment

 According to Dowling et al. (2013, p. 124) Recruitment is defined as searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs.

Ekwoaba (2015) quoted the view of the recruitment from Hannagan (1995)who sees recruitment as the first process of filling vacancies. He goes further to say that the process involves the examination of the requirements for filling the vacancy (particularly in relation to job and person specifications); consideration of the sources of suitable candidates, drafting job advertisements and selecting media suitable to carry them; assessing appropriate salary levels for employees; and arranging interviews and other aspects of selection.

For Ofori and Aryeetey (2011) as cited in Ekwoaba (2015) recruitment is the process of generating a pool of competent individuals to apply for employment within an organization.

According to Weihrich and Koontz (1994) cited in Mustapha (2103), recruitment involves attracting of candidates to fill the positions in an organizational structure. Before recruiting begins, the position's requirements which should relate to the task must be clearly identified.

As explained by Opatha (2010) cited in Ekwoaba (2015) recruitment is the process of finding and attracting suitably qualified people to apply for job vacancies in the organization.

As cited in Ekwoaba (2015) the general purpose of recruitment according to Gamage (2014) is to provide the organization with a pool of potentially qualified job candidates.The quality of human resource in an organization highly depends on the quality of applicants attracted because organization is going to select employees from those who were attracted.

 In the same vein, as cited in Ekwoaba (2015), Henry and Temtime (2009) construed recruitment as the entry point of manpower into an organization and the path an organization must follow from there on in order to make sure that they have attracted the right individuals for their culture and vibes so that the overall strategic goals are achieved .

Selection

According to Dowling et al. (2013, p. 124) Selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular jobs.

Ekwoaba (2015) quoted Ophata (2010) in the view of the definition of selection is the process of making the choice of the most suitable applicant from the pool of applicants recruited to fill the relevant job vacancy.

Ofori & Aryeetey (2011) as cited in Ekwoaba (2015) gave the view selection as the process by which specific instruments are engaged to choose from the pool of individuals most suitable for the job available.

In the view of Ejiofor (1989) as cited in Mustapha (2103) , selection is the process of choosing from the pool of potential employees available those jobs in terms of qualified job and organisation requirements.

Performance

As mentioned (Mathis & Jackson 2009) cited in Thao et al.(n.d.) Performance is associated with quantity of output, quality of output, timeliness of output, presence or attendance on the job, efficiency of the work completed [and] effectiveness of work completed.

Carlson et al. (2006) cited in Thao et al.(n.d.) proposed five human resource management practices that affect performance which are setting competitive compensation level, training and development, performance appraisal, recruitment package, and maintaining morale.

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