STAFFING THE ORGANIZATION: Recruitment and Recruiting Efforts, Selection Process and its

various factors and Training Model, and Development Program

RECRUITMENT AND RECRUITING EFFORTS

Human resources, including employees, are an organization's greatest strength. To a large

extent, an organization's success depends on the competence of its employees. Without members' positive
and original ideas, organizations can't grow and succeed. In order to realize its objectives, a company
must recruit personnel who possess the requisite knowledge, abilities, and experience.

According to Radhika Kapur (2018), Recruitment is the process of identifying, screening,

shortlisting and hiring of the potential human resources for the purpose of filling up the positions within
the organizations. Moreover, the key principle of staff recruitment and staffing can be considered “we
need a person in the right place at the right time”. The activities of any company depend on qualified
personnel and the constant need for their acquisition (Balan O. et. al, 2020).

The expansion of the business as well as the efficiency of the company is what determine its
competitive edge; all of this is a direct result of the hard work that employees put in. Assessing the quality
of staff selection involves a number of significant duties, the most important of which is to improve the
effectiveness of the company's operations by generating higher results of operations via the prudent use
of multiple criteria evaluation.

According to Shillito B. (2021), there are 7 stages of recruitment that will help you get the most
out of your campaigns:
Step 1: Planning – Identify the vacancy and its requirements
Step 2: Analysis – Who are you looking for?
Step 3: Searching – Candidate attraction
Step 4: Screening – Select which applicants to engage
Step 5: Engagement – Interviewing, connecting, assessing
Step 6: Selection – Make a data-backed hiring decision
Step 7: Onboarding – Welcome new talent to the team

Having a successful recruitment journey is necessary in order to arrive at good hiring decisions.
If you adhere to these seven steps of recruiting, you will be capable of keeping an efficient recruitment
that will not only please your candidates but also your coworkers. You can easily attract and keep the top
talent in your industry by using the appropriate tools and having a well-planned recruitment process.
This will allow you to do so in a way that is also cost-effective.

SELECTION PROCESS AND ITS VARIOUS FACTORS

According to the study of Ahmad Mohammad (2020), entitled A Review of recruitment and
selection process, the selection process is the process that aims to select the best and most suitable donor
for the job. Taking into consideration the conditions necessary in this process and adopting the principle
of justice, equality and equal opportunities for all candidates, and that selection be made on the basis of
merit and merit, and there must be a type of control when selecting employees, as the right person is in
the right place.

It is critical to be able to identify qualified candidates for employment, and a robust selection
procedure serves as the basic pillar of any effective performance management system. to investigate the
selection process in great detail and to present the most effective strategies for developing a system that
will enable employer to find and employ the most capable candidates while also ensuring that they have a
positive experience throughout the whole application phase.

According to Vulpen, E. V. (2019), the selection process in HRM occurs via a series of steps that
candidates move through. There are 7 stages of the selection process:
1. Application
1.1. Channels and tools- where you post and promote your job ads matters too. Simply
posting it on your company’s website is not enough. Requiring applicants to create a profile on
your career’s site, and failing to optimize the site for mobile are practical elements of web design
which could hinder HR’s success in the candidate selection process. Here are the five most
popular sources for jobseekers:
 Online job boards
 Company websites
 Recruitment agencies and sites
 University and college career departments
 Word of mouth
2. Screening & pre-selection
2.1. Resume screening
2.2. Phone screening/chatbot
2.3. Pre-selection or pre-employment assessments
3. Interview
3.1 Types of interview
 Unstructured
 Structured
3.2. Evaluating interviews
 Situation. Have the candidate describe the situation that they were in.
 Task. What goal was the candidate working towards?
 Action. Have the candidate describe in detail what actions they took to make the
best of the situation and complete their task.
 Result. Have the candidate describe the outcome of the action and ask what the
candidate learned.
4. Assessment
5. References and background check
6. Decision
7. Job offer & contract

Therefore, any business that wants to be successful in the long run must prioritize finding and
employing the best possible individuals for open positions. The establishment of a reliable recruitment
and selection procedure contributes to the growth of the organization's competitive edge. As a
consequence of this, it is one of the most important contributions that HR is able to make to the company.

According to Rizzato K. (2017), the results of the selection process used by an organization are
influenced by a number of different elements; below are the seven factors, which you should be aware of.

1. The recruitment campaign

Involvement in a recruiting drive may either increase the number of qualified applicants or
decrease the number.
 2. The geographic location of candidates
If you recruit from a narrow area, you may limit candidate diversity and miss out on exceptional
talent.
3. The literacy skills of the candidates
Applicant skill and locality vary. This impacts suitability. Native English speakers may
outperform Knowledge and skills necessary applicants in literacy.
4. The number of candidates applying for a position
More applicants increase the talent pool. This increases the odds of finding qualified individuals.
5. The correct use of assessment
Assessing the right target audience is essential. Despite their skills, individuals may be rejected if
their assessment is unsuitable.
6. Attractiveness of the position
Roles vary in appeal. The better the role, the better the candidates. This includes rewards, duties,
and company culture.
7. The selection process itself
Selection influences candidate quality. If you evaluate candidates early and provide them
comments, you're more likely to locate the best one.

TRAINING MODEL AND DEVELOPMENT PROGRAM

Departments like marketing and sales, human resources, production, finance, etc. rely on training to
function, making it a critical sub-system of the firm. Knowledge, abilities, and values are the end results
of a transformative process called training (KSAs).

According to Leader, K. C. (2021), there are Top 5 Organizational Training and Development
Models:

1) Centralized Training Model- This model helps to make sure that business strategy, specific projects,
metrics, delivery, and monitoring are more in line with each other. It gives everyone in the organization
the same learning experience and standards, so they don't have to rely on different departments that may
have different ideas.

2) Functional Model- The Functional Model emphasizes training goals. The model links everyone and
everything needed for a training endeavor. Customized training and development programs are offered
here.

3) Matrix Model - Trainers report to a training manager and an expert manager in the Matrix Model.
This maintains uniformity in training demands for a certain organization function.

4) University Model- It mixes internal and external stakeholder training based on the company's needs.
This strategy allows an organization to train on its culture, values, best practices, policies, and processes.

5) Business-Embedded Model- This methodology ensures training content, design, delivery, and
measurements match the organization's vision and goal. To correspond with contemporary business and
organizational needs. The Business-Embedded Model integrates specific competencies to meet strategic
and daily goals while satisfying internal and external stakeholders. The model views trainees and
managers as customers.

Organizations need to be able to make sure that everyone is on the same page for any training
and development program to work. Once your training plan meets the needs of your organization, you'll
start to see the benefits of having a motivated, well-trained staff whose values are in line with the goals of
the company.

Based from my understanding about training model and development program with the use of the
concepts among the related studies and articles I found, Training and development programs for
employees are one way that companies can help their employees learn new skills. Organizations plan
training to help employees get the job-related knowledge and skills they need to do their jobs every day.
This learning can come in the form of job-related skills and knowledge or just general information.
Development is the process of people voluntarily gaining new knowledge and skills that can help them
solve problems in their current jobs or in jobs they will have in the future. The future is more important to
development.

REFERENCES

Kapur, Radhika, (2018). Recruitment and Selection, from

https://www.researchgate.net/publication/323829919_Recruitment_and_Selection

Oleksandr Balan, Hennadii Moskalyk, Khrystyna Peredalo, Olena Hurman, Illia Samarchenko, Frol
Revin, Using the Pattern Method for the Comprehensive Organization of Recruitment and
Selection of Personnel, International Journal of Advanced Research in Engineering and
Technology (IJARET), 11(4), 2020, pp. 290-300.
http://www.iaeme.com/IJARET/issues.asp?JType=IJARET&VType=11&IType=4

Shillito, B. (2021, December 9). The 7 steps of recruitment you need to follow - Talos ATS. Talos360.
Retrieved February 4, 2023, from https://talos360.co.uk/resources/ats/7-steps-of-recruitment-
process/

Vulpen, E. V. (2019, September 9). The Selection Process: A 7-Step Practical Guide. AIHR. Retrieved
February 4, 2023, from https://www.aihr.com/blog/selection-process-practical-guide/

Rizzato, K. (2017, May 18). 7 Factors Affecting your Selection Process - Saville Assessment. Saville
Assessment. Retrieved February 4, 2023, from
https://www.savilleassessment.com.au/blog/factors-affecting-selection-process/

PhD, Thought Leader, K. C. (2021, October 21). Organizational Training and Development Models That
Can Help Your Team Thrive. Viral Solutions. Retrieved February 5, 2023, from
https://viralsolutions.net/organizational-models-for-training-and-development-centralized-
functional-customer-matrix-university-and-business-embedded/

Definition of Training and Development Programs - Gartner Human Resources Glossary. (n.d.). Gartner.
Retrieved February 5, 2023, from https://www.gartner.com/en/human-resources/glossary/training-
and-development-programs