CHAPTER ONE
INTRODUCTION
BACKGROUND OF THE STUDY
The most significant developments in the area of organizations in recently is the increasing attention given to human resource. People are very important to organizational efficiency as they offer services, values and also contribute to progress of the organizational life; and when these humans are controlled judiciously, these human qualities can be of impact and benefits to the organization. As revealed in Djabatey (2012) this scenario lends credence to the increasing attention being paid to the people aspect of organizational wealth. This is so because the process of developing these humans, their ability, and the entire development process of the total organization are the fulcrum of human resource management (Mullins, 1999; Djabatey, 2012). Akin to this development is the contention in National University of Ireland (2006) that the continued growth of the enterprise depends on its ability to recruit and select high quality personnel at all levels. Meanwhile, recruitment is the process of identifying and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right calibre of candidates are identified (Walker, 2009).
The term recruitment can simply mean, “The process of finding and hiring the best qualified candidate for a job, these can be done by advertising for large number of employees or getting a lightly experienced individual for a particular job”. These imply that not just anybody with good grade is qualified for recruitment into the organization. A proper screening has to be made to choose who is rightly qualified for the job; a candidate who is matured, high level of reasoning, with skills and has a good moral attitude and character. These is very essential pro to the fact this is the process in which government or an organization and firms can achieve their sets of aims and objectives. However, even when those that are qualified pick interest and they apply; attention should be taken to select mainly those that have the passion and are enthusiastic in making contributions towards the organizational growth. “Recruitment can be seen as the overall process of attracting, selecting sustainable individuals within a time frame, sufficient numbers and with the right qualifications, developing their interest in an organization.” The process of recruitment can be done yearly or not depending on the organization but mostly it is not done yearly only when need arises. The need can arises as a result of establishment of braches or a vacant position created by those who left the service due to either retirement, sack or voluntary withdrawal from the service or other reasons. During this process applicants are fully informed about the criteria for selection that will lead to producing the effectiveness, as well as the opportunities the organization provides to the employees. Absolute information of the job about to apply helps the individual to give in their best when finally employed because it is when you understand what you are going to do that you can tell how to do it and how best to do it these implies that “the process of recruitment has two basic impacts. Firstly, recruitment focuses on both attraction and retention of the qualified applicant. Secondly, it should create a right image of the organization for those who come in contact with it”. The first impact implies that recruiters should have intention of retaining their qualified candidates and this can be done by firstly, giving them the opportunity to serve. This is very much important because the problem of employing the qualified candidate without encouragment can lead to inability to perform and as such the purpose of recruitment is defeated. Aside this the organization that is recruiting should try as much as possible to display its good image by showing high sense of sincerity when selecting candidates. All applicants should be given equal and fair opportunity irrespective of ethnic background, religious differences and other personal reasons. These will definitely give the applicants the impression that they are making the right choice and will try putting in their best in achieving the stated goals, aims and objectives. One of the reasons why most employees fail in their jobs is the fact that they are treated unjustly. Fairness and equity should serve as one of the guiding criteria for the recruitment of applicants.
Recruitment of personnel into the service is often conducted through series of stages known as the resourcing cycle. The resourcing cycle starts with the identification of a vacancy and ends when the successful employee is performing the job to a suitable standard.