Principles of Organizational Psychology in Organizational Recruitment
Organizational psychology is the scientific study of the relationship between workers and their place of work especially the relationships which are formed among workmates as well as between employees and their employers. It is also referred to as the behavior of employees towards their duties and responsibilities. Organizational psychology is essential during employee hiring and recruitment as it helps in selection of candidates who are able to adapt faster in addition to better embracement of the new working environment. Organizational socialization increases the rate at which newly hired workers are able to adapt to a new environment and the way inn which they will be handling their issues both personal as well as work related.
Recruitment process from different perspectives
From the organizations perspective
Organizations which are carrying out recruitment usually apply specific designs and tools to identify an ideal candidate for that specific job. Human characteristics and performance is gauged so that only the individual with the ideal profile is selected. Therefore, the future performance of a potential candidate is portrayed by the ability to meet the criteria and requirements that are put up by the organization during the recruitment. Although there is no ideal candidate for any job, the procedures that are laid out during recruitment by organizations are meant to identify a perfect worker. Rigorous procedures are put in place so that candidates may be presented with a wide range of drills which will expose their weaknesses and strength at one point or another (Cooper and Locke, 2000).
Recruitment process from the applicants view
Most candidates and job applicants consider recruitment procedures as drills meant to portray their weakness while concealing their strength. Most of them especially view job interviews as examinations hence they end up being confused and anxious (Field, 2002).
Principles of organizational psychology in the recruitment process
The recruitment process should incorporate aspects such as the qualifications of the candidate and the job requirement such that only those candidates who meet the laid down specifications are considered for the job. This not only reduces the expenses of the organization in the hiring process but it also reduces a lot of embarrassment and humiliation often used by human resource managers to victimize some candidates (Field, 2002). Alternatively, it gives the candidate a chance to gauge their competency such that next time they will check on the specific requirements before placing their applications. Similarly, an organization should include specific questions which are familiar to the candidate rather than posing questions and scenarios which are unrelated thus mixing up the way of thinking of tensed candidate (Cooper, 2000).Worker-oriented methods are used to analyze the behavior of candidates other than concentrating on the academic as well as other professional qualifications. Some organizations are known to recruit candidates depending on their non-professional qualifications based on special aspects such as leadership qualities and the ability to adjust to new environments quite fast (Field, 2002).
The concept of organizational socialization
Organizational socialization is an aspect of organizations which contributes to the feeling of oneness at the work place. It creates a family like environment as a result of improving the organizational culture. Most workers would like to wake up and proceed to a work place which conducive as the individual will be among friends and people who are interested with each other. Organizational socialization creates a sense of belonging and this is quite essential when new employees are being introduced into a place as the other workers will be wiling to help them adjust (Anderson and Cooper-Thomas, 2006).The experience which new employees encounter during the first few days of joining a new place play a key role in determining future perceptions about the place. Cases of workers failing to turn up to work on the second day after reporting are common due to presentation of a poor organizational culture and social dimension. Employee commitment artwork is also dependent on the very first experiences as well as the culture in that place.
No employee wants to work in a place where the colleagues are so busy with their responsibilities that they can spare no time to show the new individual around. The willingness of employees and the employers to dedicate their time to show new workers around is part of organizational socialization and facilitates development of good relations as well as employee commitment to work (Field, 2002).The amount of information regarding the organization is learnt during this time and incase there is no one to answer the questions posed by the new employee; they may never have another chance of learning the same thing. Some managers usually assign specific individuals to act as guides to new employees or rather as mentors during orientation and training. Thus, it is upon the mentor to help the newcomer around the organization and provide as much information as possible so that a good first impression is created by the new employee (Anderson, 2006).
Principles of organizational psychology in organizational socialization
The goals and values of any given organization have a dependent on the organizational psychology and socialization. This is because the performance of employees and their commitment at work is determined by the nature of working environment as well as the involvement of all employees in all organizational activities as partners (Kramer, 2010).Most organizations initiate the socialization process during the interview and recruitment such that the interview is presented as a way of giving hints to potential candidates on what to expect when they get that job in the organization. Candidates who are presented with the actual situation at the organization will not be surprised when they realize that their dream workplace has its equal share of problems and issues (Kramer, 2010).The organizational principle of providing potential employees with all necessary information will also help in socialization as the urge of newcomers to seek clarification about what they already know. This is quite different from those who ask for information which lacks any solid base (Kramer, 2010).
Andreson,N. and Cooper-Thomas, (2006), organizational socialization : a new theoretical model and reasons for future research and HRM practices in an organization. Journal of managerial psychology. Vol, 21. iss, 5 pp, 492-516
Cooper, C.L. and Locke, E.A. (2000), Industrial and organizational psychology: linking theory and practice. Wiley-Blackwell
Field, R.H. (2002), Management and information science: culture and socialization. Retrieved on May 18, 2010 from: www.googlescholar.com
Kramer, M.(2010), organizational socialization: joining and leaving an organization. Polity publishers.