Introduction

One of the most important assets in business is the employees that are working in the company and having employees who are best at their work is not an easy task. Different organizations have to go through a phase called recruitment which is an initial process used before employee selection and through this process the best candidates are selected on the basis of their experience and accountability (Ellis and Sorensen, 2008). The department of HR (Human Resource) is accountable for selecting the best and most appropriate candidates. The process of recruitment is always challenging as it is hard to find deserving candidates from the long list of applicants so there are divergent departments that have to take part in the selection process so that correct decision is taken by each department and selects the candidate on the basis of their department. The precision of decision is also necessary when it concerns the internal and external benefits (Pulakos, 2010).

The process of recruitment being used by organizations is a systematic process which is associated with the employees with various processes which would include a system that is life-long, based on the logical practice, evaluation of selection and recruitment in regard to the life-cycle basis along with the analysis of skills at job (French and Rumbles, 2009). The process of recruitment cannot be considered as an activity which is critical but its chief tactic in the organization is designing an activity which will aid in providing a staff with talents and staffs competency which will be sufficient to show their capabilities concerning the existence and growth of the organization (Hassan, 2013). The employees will be handled by the manager who has all the needed skills to train and teach the other employees effectually and will give the correct decision related to the process of selection and recruitment in the firm.

The aim of this research is to analyse the process of recruitment and its impact on the performance of organisation in which United Finance Company SAOG as organization. It will aid in knowing the optimum solutions which are needed and the features which will display the importance of the process of recruitment in United Finance Company SAOG.

1. Rationale

This type of research is very essential as it is related to the process of recruitment and selection which is needed in the companies and is the key component which is used by the department of HR. This topic has great significance as it displays that there must be effectual process of recruitment and selection which should be used in various companies so that the output would be positive for the business growth. Major focus of this study is based on this process and the process of evaluation will also show the concept that will ensure optimistic practises of recruitment which shall aid in the employees' skill development. The process of recruitment is the process which involves the employee’s selection that is skilled and capable enough to work at the firm with goals that is systematic and organization based.

Aims:

The aim of this research is on the topic recruitment and how the United Finance Co. SAOG Company recruits its employees.

Rational Objectives

Below are the objectives of this particular research:

  • To identify the process of recruitment at United Finance Co. SAOG and its impact on organizational growth.
  • To evaluate the challenges which are linked with the process of recruitment at United Finance Co. SAOG.
  • To identify and recommend the factors which will aid in improvement of the recruitment process at United Finance Co. SAOG.

2. Research Questions

  • How businesses set out recruitment process standards?
  • How recruitment impact the growth of United Finance Co. SAOG
  • What are key challenges that business faced in recruitment and selection process.
  • What are methods that United Finance Co. SAOG may adapt to improve effectiveness of recruitment process for sustainable growth?

3. Literature Review

The process of recruitment is used to lure employees and to motivate them for applying for particular jobs and choosing them on the base of their abilities and expertise. The recruitment process is linked with the candidates who deserve it and are perfect for the job in which they have applied (Candice, 2011).

The Human Resource management is the department which is associated with the part of the employee’s selection; they select appropriate and potential candidates which can aid in luring a big group of individuals who can fit in the vacancy of the organization. According to Comale (2009), the process of recruitment can easily attract a large group of candidates and the interviewers who are looking for the correct job as they would naturally apply for the job which is specified to their educational skills. The process of recruitment can easily determine whether the candidate who has applied is suitable for the job or not as their educational skills are also revealed in their recruitment interview (Richardson, 2008).

In organizations there are different methods which are being used for the process of recruitment and the simplest of them can be concluded in these two categories below

  1. Internal Recruitment
  2. External Recruitment

According to Breaugh (2011), the practise known as the internal recruitment is applied when the employees are to be promoted in the firm and the position that is to be filled is to happen internally. For internal recruitment there are various devices which can be applied such as: email flashes, fliers, post cards (posting) and intranet posts, these are some devices which are used to advise the current employees regarding the position they expect to be acquired. According to Dessler and Teicher (2014), shuffling of teams on temporary basis can also help the recruitment process as they can be used for different tasks and see if they can fulfil the requirements in shuffled team as the process of internal recruitment is horizontal and can be applied for the employees' promotion which can be done on a higher level (Devaro, 2010).

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On the other hand the practise of external recruitment is associated with the department of HR and they use the approach in a systematic way and this way is the selection of employee from pool of external employees. For external recruitment the strategy which is applied is related to the newspapers' advertisement, different websites containing sections based on job searches and recommendations which can be used for substituting the present employees. According to Edenborough (2008), the use of the agency which provides temporary employee recruitment for the companies surely makes use of these policies for the purpose of filling the positions and particular skills are used by the firms and other companies incline to apply the consults use along with employee delivering for certain amount.

3.1. The process of Recruitment

There are various policies which can be applied for the employee’s recruitment but everywhere it is not the case and some time there needs to be paid a lot of money to the hiring agencies for the recruitment of employees (Dale, 2009).

Hiring of the employees by the companies need the following processes which are provided below:

  1. The firms should use a specific criterion for the process of selection.
  2. The firm needs to write if they have any vacancy or not (Ferris, Berkson and Harris, 2008).
  3. The organization should accept the candidates.
  4. The department of Human Resource should choose the applicants for interview.
  5. The offer for job and acceptance should be executed.
  6. Choosing of the applicants that are to be interviewed
  7. There should be a system to examine the credentials and positions.
  8. Selection of the applicant on the basis of the best candidate in accordance to the form.
  9. Offering jobs and plan for acceptance should be implemented.
  10. The applicants that were unsuccessful in their try should be informed if they are not selected (McCracken and Sanderson, 2009).

The above provided are the steps which are implemented when the process of recruitment in a company takes place and the chief aim regarding the employees selection process is to fill the blanks and provide candidates that deserve position at the organization. The recruitment process plays an essential role in the firm as it aids in knowing more about the abilities of the employee. Companies design the process of recruitment according to the applicants they want to hire and the hiring is done on the basis of the employees that deserve and have capable abilities. According to McCracken and Sanderson (2004), the process of recruitment needs to be implemented in such a way that correct numbers of skilled applicants are to be selected for the organization and the output of these selected employees would be effectual for the firm.

The recruitment process comprises the choosing of employees with skills for the organizations and also to create various ways through which the consultant’s recruitment can be applied for analysing the scenario while selecting the applicant. According to Wells (2009), the recruitment process chooses the right person for the job and by using the pool of employees and agencies which help in recruiting for running the business firm which decreases the difficulty linked with the process of recruitment.

3.2. Significance of Recruitment Process

The process of recruitment is very significant as it aids the firms to hire the strategic needs and make use of the candidates that deserve. According to Selts (2013), there are various firms that make use of process to attract employees who have the potential and will also be able to work and execute tasks through multi-tasking without any difficulty. The process of recruitment if effectual and there are numerous processes which have been designed especially for the facilitation of employees and they should use the calculating, collectable and positive process of evaluation which will aid in gaining more employees in organizations.

The recruitment is a process which is critical but the most essential thing is that the organizations fully depend on it for the selection of suitable employees for the right job at the firm. The designing of recruitment process is done to gain the best ability in the firm which will aid in developing and having employees that try to make the best use of capacity in industry and give the employees the skills and policies which are stimulating to the environment of work and requires the development in regard to the correct skills at the work place (Nilma, 2009).

The recruitment process aids to take critical and investments of future choices by selecting the greatest talents which will provide advantage of the organization. The process of recruitment has various crucial steps which aid in making sure that the best employees' capacity are chosen in the work environment. According to Yella (2016), the firms should try to apply and use practises which are best and will also involve individuals hiring and the need of these employees having correct skills and capabilities which will cause success in the job choosing target.

The process of recruitment is essential as the current organizations success is based directly on the employees choosing process. In organizations the process of recruitment is very operative and utilizing the systematic approach is needed which aids to know more about the capability of the employee and hiring the applicants on the basis of their abilities.

3.3. Recruitment Process Challenges faced

The most communal issue linked with the process of recruitment is that the HR system of management is very poor and it badly affects the business. There is a great need for the HR practices and policies to be corrected along with proper policies of recruitment which will aid to develop the choosing and strategies linked with the employee recruitment process as it will help in discovering the employee right for the job.

The evaluation shows that right amount of employees are present with proper skills. The vigorous and detailed process of recruitment has shown that the task of recruiting the employees is very hard as a system is needed which will help in improvising the candidate’s quality. The process of recruiting is a chief challenge as effectual policies are to be applied which would know the proper approaches and apply them in a systematic way aiding in the employee’s growth. The encounter of challenges is good only if the right applicant with developed skills is present for the recruitment (Yella, 2016).

4.0. Methodology

This research comprises of both the phases of data collection which are primary and secondary data and was gathered by conducting a survey on United Finance Co. SAOG with the help of interviews and giving questionnaires (Khan, 2011). This survey will also include interviews on the personal level and the basis of this research will be on the data collected for the analysing process.

The other data known as the secondary data will be gathered by using different books such as: approaches used for research, journals, magazines, websites etc. as they are related to the strategy to be analysed and will aid in attaining information for the segment of literature (Dey, 2002). In the analysis part the qualitative and quantitative analysis are mostly adopted by investigator. In regard to the present dissertation, the use of qualitative analysis will be used. Along with this, the descriptive analysis will be used while in the quantitative analysis the statistical analysis will be applied (Crowther and Lancaster, 2012). In addition to this, it can be said that qualitative aspects will allow to have understanding of subject so that goals and objectives can be accomplished in desired manner. In this regard, in-depth analysis will also be referred effectively so that key aspects related to recruitment and selection process can be evaluated in appropriate manner (Pring, 2014).

Along with this, the questionnaire is being taken into account for effective data collection. In this, questionnaire is being selected because it allows to take responses in appropriate manner. It is also less time consuming as compared to interview so the use of questionnaire is significant for the accomplishment of the study. We have also chosen the Harvard reference style because it provides a justification of statements which are considered with references. It also helps in understanding that from where the content is being accessed to accomplish the research.

Analysis of Data

In this research the philosophy which is made use of is the data’s interpretation which will be applied to as the direct communication in the appropriate sample for the chosen study. The collection of data was done by gathering interviews as it will be analysed by the researcher regarding the details of United Finance Co. SAOG and all the questions which were inquired about will be collected for data collected methods and will be used to uncover the strategies and processes being used for the management forces diversification. In addition to this, it can be said that quantitative analysis will be presented by having improved focus on graphs, tables and percentage. Simple statistical aspect are being considered as critical aspect in the qualitative analysis. Statistical reform will provide quantitative support to the thematic approach of analysis. In addition to this, it can be said that the descriptive information will be presented in accurate manner. In this, tables presented will be properly explained so that final outcome can be understand in appropriate manner. General statics will be presented in the data analysis section with a use of thematic approach. In this, different tables will be evaluated to present a statics.

Sample collection

For the purpose of analysis the collected sample will involve about 100 respondents which will include 50 working employees and 50 working managers. The selection of sample will be done randomly and the there is a need of confidentiality regarding the applicants personal information so that it won’t be revealed.

5.0. Limitations

The limitations that occurred in this research was due to some restrictions by United finance Co. SAOG which limits the analysing and data collecting process regarding recruitment. The managerial interview collection was hard as they were not available at that time but still the data was collected.

References

  • Candice, J., 2011. Recruitment Process Outsourcing. Sage
  • Comale, R., 2009. Effective recruitment & selection practices. Roughtledge.
  • Dale, M., 2009. A manager's guide to recruitment & selection. Roughtledge.
  • Dessler and Teicher., 2014. Recruitment & selection. Sage
  • Devaro, J., 2010. Internal hiring or external recruitment?
  • Edenborough, R., 2008. Assessment methods in recruitment, selection, and performance. Sage.
  • Ellis. M, and Sorensen, A., 2008. .Assessing Employee Engagement: The Key to Improving Productivity.Perspectives. The Segal Group, Inc.
  • Ferris, G., Berkson, H. and Harris, M., 2008.The recruitment interview process. Human Resource Management Review.
  • French, R. and Rumbles, S. (2009). Recruitment and Selection Availableat
  • Hassan, I., 2013. Customer Service and Organizational Growth.
  • McCracken, M. and Sanderson, M., 2009. Trade union recruitment: strategic options. Sage.

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