Recruitment defined as the process of attracting future employees and encouraging them to apply for a particular position in an organization. Armstrong & Taylor has cited that recruitment is about understanding every activity in relation to the position and directed the potential employees. This process conducts through the legal and regulatory framework. Methods of recruitment should be legal and activities must contribute to achieve goals, reflect organizational brand and values whilst also being efficient and cost effective (Foot & Hook, 2008).
Recruitment is important to create a talent pool of potential candidates at minimum cost. It helps to increase the effectiveness of the selection process by decreasing the non-qualified applicants. Also it contributes to increasing individual effectiveness of various recruiting techniques and for all the types of job applicants in organization.
The methods of recruitment have been categorized into two headings for the sake of simplicity.The internal recruitment is promoting an existing member who works in the organization to a higher position, or provide a permanent position who is working as a temporary worker or, hiring a retired worker to work part-time or as a freelancer or the free position being advertised within the company (Omolo, et al., 2012).The internal recruitment methods are cost effective and fast. Having candidates who are already familiar with the business and knowing about the candidate’s strengths and weaknesses are some of advantages of internal recruitment. The internal recruitment limits the amount of potential applicants and less opportunity to have new ideas from outside business. Also it creates new vacancies which should be filled. From this internal recruitment, they seek trustworthy, experienced and familiar employees. If the suitable candidates are not within the organization, they should go for external recruitment (O'Meara & Petzall, 2013).
External Recruitment is recruiting new employees to the organization from recruiting directly or casual callers or advertising through agencies involved in employing, contractors, recommendations and academic places (Cordner & Cordner, 2011). Wide variety of candidates are available in the pool of applicants and it would be a challenge to select a perfect match for the organization (Omolo, et al., 2012). The benefits of this external recruitment are, having a variety of experienced candidates and opportunity to select the best one and new ideas can be introduced from outside business. External Recruitment is a longer process and more expensive. Also, the selection process may not be effective for selecting the best candidate. The Video 1 on recruitment theories briefly describes on the theories which we can use in recruitment process and how it works within the organization.
Video 1: Recruitment theories
Source: (GreegLearning, 2017)
References
Armstrong, M. & Taylor, S. (2014) Armstrong’s Handbook of Human Resource Management Practice. 13th ed. Ashford Colour press Ltd. LondonO'Meara, B. and Petzall, S., (2013). Handbook of strategic recruitment and selection: a systems approach. Dec ed. Bingley: Emerald Group Publishing.
Benefits of proper Recruitment (Industrial Engineering Letters www.iiste.org)
ReplyDelete(1). Helps to create a talent pool of potential candidates for the benefits of the organization.
(2). To increases the pool of job seeking candidates at minimum cost.
(3). It helps to increase the success rate of selection process by decreasing the no of visits qualified or over qualified job applicants.
(4). Helps in identifying and preparing potential job applicants who will be the appropriate candidature for the job.
Any recruitment process must begin with an analysis of the requirement. The role should be reduced to its basic components such as the nature of the activities, task responsibilities, the knowledge, skills and competences required to carry it out effectively and where it fits within the organization
DeleteAccording to Duggan & Croy (2004) external recruitment in an organization can face
ReplyDeletefollowing challenges,
(1) employee have to adapt to the new environment and if the new recruit is in management, the employees may tend to resist change
(2) This shows the management of the organization fails to train or motivate their staff through promotion opportunities and career advancement.
(3) external recruitment can lead to a high rate of labor turn over when employees realize that there is no opportunity for their career advancement in the organization (Manyonyi, 2011)
Agreed with your comment. But there are extremes benefits from external recruitment also, they are having a variety of experienced candidates and opportunity to select the best one and new ideas can be introduced from outside business (Omolo, et al., 2012).
DeleteLike there are advantages of internal recruitment, there are also disadvantages which HR professional, require to take note of and address accordingly (Hughes, Coburg Banks)
ReplyDelete1. There could be cause for internal conflict
2. The selected candidate might not be respected by others
3. Loose the option of bringing in a someone new with a fresh perspective
4. Limiting your option to brig in the best person
Agreed with you. When its comparing both internal and external recruitment have disadvantages as well as advantages. Mainly the biggest disadvantage that I see is there can be more expertise's outside. But organization unable to use of it (Omolo, et al, 2012).
DeleteRecruitment is primarily concerned with "the process of generating a pool of capable people to apply for employment to an organization" (Bratton and Gold, 2003).
ReplyDeleteRecruitment is the process of seeking applicants for positions within a business - on either a general basis or targeted to address particular vacancies. The candidate’s educational qualifications, experience, abilities and skills need to be considered during the recruitment process (Kapur, 2018).
DeleteAdu (2014) has indicated promotion, transfer, job posting and job bidding as internal sources for recruitment and advertisement, E-recruitment, employee referrals, labour offices, employment agencies and educational and training establishment as external sources of recruitment.
ReplyDeleteAgreed. The prime objective of recruitment and selection of any company is to hire the right person for the right job so that the company as well as the employee can benefit (Kapur, 2018). Realizing the importance of recruitment and selection, it is essential the company understands what factors affect the process.
DeleteAccording to Cenzo (2008), There are three types of needs which recruitment arises,
ReplyDelete(a) Planned Needs: These are the needs that arise from the changes in the organization and retirement policy creating vacancy for new jobs.
(b) Anticipated Needs: These are those movements in personal which an organization can predict by studying trends both in external as well as internal environment.
(c) Unexpected Needs: These needs arise due to various reasons like deaths, resignations, accidents, illness, relocation.
Adding that these methods are used in which organizations should use as many of recruitment tools to attract the best team so that the employee will meet the specific requirements of the organization thereby minimizing the challenges faced in the recruitment and selection functions (Kapur, 2018).
DeleteFurthermore, once a pool of candidates has been identified through the recruitment process the most appropriate candidate is identified. The purpose of the selection process is to ensure that the best person (Ekwoaba, 2004).
ReplyDeleteAgreed with you. But consider this also, always organizational recruitment look in to create a talent pool of potential candidates at minimum cost. Best person can be get in knowledge with minimum cost (Cordner & Cordner, 2011)
DeletePublic Service Commission (2010) circulate "Guideline for Preparing Schemes of Recruitment". It Streamlined Schemes of Recruitment should be prepared in order to recruit persons replete with most appropriate knowledge, skills and attitudes to the respective positions in a transparent manner with a view to efficiently maintaining the public service with high productivity providing equal opportunities to all those who fulfill required qualifications. A Scheme of Recruitment, for the purpose of formally recruiting the most suitable person to a particular category of service, should enumerate the nature of such position, responsibilities and rights, qualifications required for recruitment and promotions, methods of recruitment and promotions as well as conditions of service.
ReplyDeleteAgreed. As you mentioned that recruitment must have a big pool of employee applications from both by way of inner or outside sources (Absar, 2012).
DeleteThe nature of the recruitment options will vary based on the purpose for which hiring is carried out. The various positions within the organizations or educational institutions include, clerical, technical, administrative, managerial and so forth (Klug, 2017). The skills, abilities and experience of the employees would remain the same or any changes are required to be brought about in the personality characteristics of the individuals, before the processes of recruitment and selection takes place.
ReplyDeleteRecruitment involves making sure that what needs to be done to attract applications from suitable candidates (Armstrong & Taylor, 2014). Recruitment methodologies must be fair and comply with the relevant legal and regulatory frameworks and activities must contribute to corporate goals, reflect organizational brand and values whilst also being efficient and cost effective (Foot & Hook, 2008).
DeleteWhile agreeing with you and wish to add another advantage of internal recruitment is reduction the employee turnover. However, new innovative ideas, methods and strategies will not come in to the organization with this internal recruitment process (Trivikram,2017).
ReplyDeleteInfluence of recruitment and choice conditions on organizational efficiency found that recruitment and choice conditions own a major influence on organization’s efficiency that the extra goal the recruitment and choice criteria, the higher the organization’s efficiency. (Ekwoaba, 2015)
DeleteRecruitment methodologies must be fair and comply with the relevant legal and regulatory frameworks and activities must contribute to corporate goals, reflect organizational brand and values whilst also being efficient and cost effective (Foot & Hook, 2008 ).
ReplyDeleteEmployees are one of the most vital resources of any business, and so it is important for organizations to have a systematic recruitment and selection process. Recruitment and selection process is concerned with identifying, attracting and choosing suitable person to meet organizations human resource requirements. (Anderson, 2001).
DeleteBy selecting right candidate for the required job, organization will also save time and money and therefore suitable candidate recruitment is very important to an organization(Carless, 2007).
ReplyDeleteAgreed, Adding that The essential purpose of recruitment is attracting and retaining the right worker for the right place (El-Hadidi, 2015)
DeleteAn obvious reason of employers to prefer internal recruitment is that they understand the company and its organizational culture and have developed skills that are specific to the organization. Those skills tend to induce long-lasting employment relationships between workers and employers because the uniquely productive employment relationship benefits both parties. (Devaro,J. 2016)
ReplyDeleteProper recruitment methodology can minimizing the challenges confronted in the method and in an exertion to recruit essentially the most appropriate candidate for the organization (Omolo, et al., 2012).
DeleteAn effective approach to recruitment and selection can help an organization to maximize the competitive advantages by choosing the best pool of candidates quickly and cost efficiently (Kleiman, 2005). But successful recruitment and selection can be costly and time consuming. Still, recruitment and selection are crucial for a business, because unsuccessful recruitment and selection can be responsible for the failure of the business (Ahmed, Tabassum & Hossain, 2006). According to the International Monthly Refereed Journal of Research In Management & Technology (2014), the selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. Selection is much more than just choosing the best candidate, where it is an attempt to strike a happy balance between what the applicant can and wants to do and what the organization requires.
ReplyDeleteAgreed surendra, But external recruiting is getting employees from outside the company. But there's a lot of time and money involved (Ekwoaba, 2015).
DeleteCompanies should attract a sufficient number of candidates with knowledge, skills, attitudes who help the organization to achieve its goals and objectives. For that companies can go with either internal or external methods based factors such as the nature of the job, time involved, money spent and other important factors which would affect the efficiency (Pioro and Baum, 2005).
ReplyDeleteAbsolutely, add to that Every enterprise, business, start-up and entrepreneurial firm has some well-defined employment and recruitment policies and hiring procedures (Armstrong and Taylor, 2014). It may lead to achieve organizational goals.
DeleteThe person organization fit indicates that potential applicants compare the employer brand image based on their needs and asses the match between their personalities. The better the match the employee will be attracted to the organization (Backhaus & Tikoo, 2004).
ReplyDeleteHuman resource management is a set of management practices used for recruitment in the company. It ensures higher performance and contributes to the achievement of organizational objectives (Bláha, 2005). It is a wide range of procedures, different methods of work with people whose goal is to help a company to obtain a privileged position in the market, with the assistance of people (Armstrong, 2007)
ReplyDeleteAccording to Chaudhuri (2010), recruitment and selection constitutes a staffing function of management. Scientific selection ensures right man for the right job. For creating a team of efficient, capable and loyal employees, proper attention needs to be given to scientific selection of managers and other employees. The conventional approach of selecting managers in a casual manner is now treated as outdated and is being replaced by scientific and rational approach, deciding who should hire under the employment rule of the organization for the short and long-term interests of the individual employee and the organization.
ReplyDeleteSome of the processes in selection include screening applications and resumes, testing and reviewing work samples, interviewing, checking references and background. Organizations use these processes to increase the likelihood of hiring individuals who possess the right skills and abilities to be successful at their jobs (Walker, 2009).
ReplyDelete