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Project Topic:

EFFECTIVENESS OF INTERVIEW FOR RECRUITMENT AND SELECTION IN AN ORGANISATION

Project Information:

 Format: MS WORD ::   Chapters: 1 - 5 ::   Pages: 63 ::   Attributes: Questionnaire, Data Analysis  ::   35 people found this useful

Project Department:

BUSINESS ADMINISTRATION UNDERGRADUATE PROJECT TOPICS, RESEARCH WORKS AND MATERIALS

Project Body:

1.1 Background
Of Study

 

Recruitment and Selection is
a vital process for every successful organization because having the right
staff improves and sustains organizational performance. The impact of an
organization’s selection system influence bottom-line business outcomes, such as
productivity and financial performance a dream for any organization. In the
operations of any organization, recruitment and selection is the major function
of the human resource department and recruitment process is the first step
towards creating the competitive strength of organizations.

Recruitment process involves
a systematic procedure from sourcing the candidates to arranging and conducting
the interviews and requires many resources and time. Accordingly, Recruitment
and selection are conceived as the processes by which organizations solicit,
contact and interest potential appointees, and then establish whether it would
be appropriate to appoint any of them, Sisson (2004). Recruitment and selection
are the two phases of the employment process but there is a difference between
the two. The recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization while
selection involves the series of steps by which the candidates are screened for
choosing the most suitable persons for vacant posts.

Similarly, the basic purpose
of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organization, by attracting more and more
employees to apply in the organization whereas the basic purpose of selection
process is to choose the right candidate to till the various positions in the
organization. The recruitment process is immediately followed by the selection
process, which is the final interviews and the decision making, conveying the
decision and the appointment formalities. Recruiting is seen as a “positive
process of generating a pool of candidates by reaching the “right” audience,
suitable to fill the vacancy” (Leopold, 2002), On the other hand, he stated
that once these candidates are identified, the process of selecting appropriate
employees for employment can begin. This means collecting, measuring, and
evaluating information about candidates” qualifications for specified
positions. Selection therefore, is a process that involves the series of steps
by which the candidates are screened for choosing the most suitable persons for
vacant posts.

Recruitment of candidates is
the function preceding the selection, which helps create a pool of prospective
employees for the organization so that management can select the right
candidate for the right job from this pool. The main objective of the
recruitment process is to expedite the selection process. Therefore,
organizations use these practices to increase the likelihood of hiring
individuals who have the right skills and abilities to be successful in the
target job, and better recruitment and selection strategies result in improved
organizational outcomes.

The more effectively
organizations recruit and select candidates, the more likely they are to hire
and retain satisfied employees. In addition, the effectiveness of an
organization’s selection system can influence bottom-line business outcomes,
such as productivity and financial performance.

Hence, investing in the
development of a comprehensive and valid selection system is money well spent.
Recruitment and Selection are vital processes for a successful organization,
having the right staff can “improve and sustain organizational performance”
(Petts. 2007).

1.2 Statement
Of The Problem

 

In recent years, there has
been increase in the rate of business failure, closure and at best low
productivity and in most cases; it was due to low level of organizational
performance. To explain the situation, various factors have been looked into
which might include competitive strategy in an organization. Despite the
conflict between the stakeholders and the employee, the personnel havecrucial roles to play in ensuring the
resolution of impending conflicts between the management and the employees for
the achievement of goals and objectives of the organization. Unfortunately,
some organizations may pay more attention on factors like money incentives,
and/or physiological factors without giving much attention to the recruitment
and selection of work force. Finally, several researches have been carried out
on the impact of interview for recruitment and selection in an organisation but
not even a single research has been carried out on the effectiveness of
interview for recruitment and selection in an organisation.

 

1.3 Aims
And Objectives Of Study

 

        The main
aim of the study is to determine the effectiveness of interview for recruitment
and selection in an organisation. Other specific objectives of the study
include:

1.         
to determine the effect of interviews for recruitment and
selection in an organisation.

2.         
to determine the factors affecting recruitment and selection
in an organisation.

3.         
to determine the extent to which interviews for recruitment
and selection affects an organisation.

4.         
to proffer possible solutions to the problems.

1.4 Research Questions

1.         What is the effect of interviews for recruitment and
selection in an organisation?

2.         What are the factors affecting recruitment and selection in
an organisation?

3.         What is the extent to which interviews for recruitment and
selection affects an organisation?

4.         What are the possible solutions to the problems?

1.5 Statement Of Research Hypothesis

H0:    Interviews for recruitment and selection has no significant
effect on an organization.

H1:         Interviews for recruitment and selection has a significant
effect on an organization.

1.6 Significance Of Study

The study on the effectiveness of interviews for recruitment
and selection in an organisation will be of immense benefit to the entire
establishment, companies or firms in the country in the sense that it will
educate them on the importance of interviews. The study will enable human
resource management to be able to make the right or appropriate staff selection
without any pressure or intimidation from any source at all. It will also
enable them to handle wisely the challenges they (human resource management)
faces or encounter from day to day as a result of staff recruitment. Finally,
the study will contribute to the body of existing literature and knowledge to
this field of study and basis for further research.

1.7 Scope Of Study

The topic on the effectiveness of interview for recruitment and selection will cover on the
human resource management and the challenges facing the human resource management
in an organization using some organizations in Lagos State

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