Weaknesses of Recruitment & Selection Process in Apparel Industry Sri Lanka

 

Introduction

When describing the apparel industry it encompasses companies that design and sell clothing, footwear and accessories, from basic products, for example, underwear, to a luxury items. Further, it can describe the production of clothes, which was considered to be an art in the prehistoric period, which has undergone several technological changes. The technological innovations have helped apparel manufacturers brand merchandisers and retailers to shift towards a new global reality where customer choice and service are not just the priorities but have the potential to create a difference between success and failure in a highly competitive market. In Sri Lanka, this industry contributes a lot to the national economy and 15% of the workforce is employed in this industry in Sri Lanka.

In today this industry become a very competitive industry, not like earlier countries like Bangladesh, Vietnam also operates this industry well in their countries. So, Sri Lanka also has to face this competitive market. In this industry, human resource is very important factors and recruitment and selection are also very important factor in human resource. Because this is the beginning part of the human resource management process of an organization.

According to the many scholars and my own experience can identify some issues relating to the process of recruitment and selection of employees in this industry.

Recruitment And selection

Recruitment is the best activity that generates the relationship between employer and employee. (SpriggHR, 2020) Selection is the process of recruiting qualified personal and matching vacant positions. (Business Jargons, 2016) Unlike process will reject the unsuitable candidates. This is time-consuming and costly. On the other hand, this will help to select the right candidate for the organization.

When describing different approaches of recruitment and selection process of the organization it will divide internal approaches and external approaches. Different organizations use different approaches and processes based on their targets and hopes.

When considering these processes and approaches generally in the apparel industry Sri Lanka can identify some weaknesses of these processes and approaches those can be identified as below,

1.       Not Creating an accurate job description

Describe the job accurately and honestly in the advertisement. If organizations don't, you'll less likely attract candidates with the qualities and abilities that you're looking for. So job description is very important when posting and advertisement for recruitments.

 

2.       Failing to Consider Recruiting form within

Sometimes an organization has the best candidate already within the organization but they looking from outside of the organization. When describing the apparel industry experiences are very important in this industry so internal recruitment is also very important in this industry.   

3.       Using Unconscious Bias

When doing the recruitment and selection no need to consider ethnicity, age, gender, social class and background of the candidate. Need to do fair situation to every candidate.

 

4.       Hiring People Less Qualified than you

Some managers are afraid of taking on someone more confident or talented than they are because they think these talented people threaten them but it is not good because a talented candidate can get more experience, skills and he or she is a strength to the team.

5.       Reject an overqualified candidate

Sometimes overqualified employees are rejected but from them can get more benefits to the team and can get more experience to the organization.  

 

6.       Waiting for the perfect candidate

When the human resource manager or the person who do the interview he or she has an idea about the candidate. Sometimes they conduct an interview and wait for that perfect candidate. Sometimes this will be the weakness and missed good candidate.

 

7.       Expect too much, too soon from a recruit

In here newly recruited employees need to more time to practice his job role and his duties and responsibility. When he or she comes to a new position within a week or a month he or she can not become his top performance.  

 

Bibliography:

Business Jargons (2016). What is Selection Process? definition and meaning - Business Jargons. [online] Business Jargons. Available at: https://businessjargons.com/selection-process.html.

SpriggHR. (2020). What is the Difference Between Recruitment and Selection? • SpriggHR. [online] Available at: https://sprigghr.com/blog/hr-professionals/what-is-the-difference-between-recruitment-and-selection/#:~:text=Recruitment%20refers%20to%20the%20process.

www.mindtools.com. (2020). 10 Recruitment Mistakes: How to Avoid Wasting Time and Money When Hiring. [online] Available at: https://www.mindtools.com/pages/article/10-recruitment-mistakes.htm.