Recruitment
and selection process in the past
Communication technology was not developed in the past and the
recruitment process was critical and not as easy as present time. Communication
systems within a short period of time such as sending CVs through email were
not in the past (NCVM, 2016). It had to be printed and posted from the post
office and hoping it would arrive at the organisation next day (NCVM, 2016).
During the time period of the 1980’s,
many organizations were stuck for staff and had a more recruitment requirement.
Acikgoz, (2018) has implied that some adjustment in recruitment is tactical due
to most organizations hiring candidates and providing skills that they need
within the organization. In 1980’s, organizations mainly focus on two way
communication which means communication between high management and employee
(Collins and ↠, 2018).
After the establishment of the World
Wide Web in 1990’s, jobs and vacancies were advertised in global media rather
than local newspapers. It could access anyone and apply online for particular
jobs. (Opus Recruitment Solutions, 2018)
Recruitment and selection in the
present
In present,
a competitive business environment has created recruitment and selection of
employees as a critical function in any organization (Collins and ↠, 2018). Failteireland.ie,
(2018) has identified that many policies have developed regarding the
recruitment and selection of employees in most organizations all the
information that was required for the recruitment and selection process
included in those policy outlines.
With fast development of technology, recruitment and selection of
employees has become more efficient and less time waste (Collins and
↠, 2018). Newspaper advertising methods are still used and have fast
online databases where they can store a pool of applicants and find them
whenever the position is open (Opus Recruitment Solutions, 2018). Since 2010, use of social media and relying on social
networking sites has increased when applying for jobs. It is easier to apply
and recruit employees from the online platform by providing easy access to the
professional profile of the applicant. (Options, 2018). LinkedIn has
become popular due to the easy process of finding jobs regarding the specified
field that job seeker’s preference and through twitter and facebook now let
recruiters advertise through payment (Options, 2018). The process of
recruitment and selection of employees has improved through the internet and
social media widely around the world.
Importance of
Recruitment and selection evolution for construction industry
Time, cost and quality are triple constraints in project management
which directly impact the production rate of a construction industry. Leong,
Zakuan, Saman, Ariff & Tan, (2014) stated that it will take more time, high
cost and low quality of final output when the production rate is low.
It is difficult to find and recruit skilful employees in the
construction industry. “With the
retirement of baby boomers in full swing, the construction industry is
grappling with its biggest challenge: refilling its pool
of employees,” (Jason M.
Bailey 2019, p.13)
Thus, it is important to fulfil the job carders with skilful qualified
employees within a shorter time period to maintain the sustainability of the
construction organization (Bresnen et al., 1985). Construction industry seeking for fast tracking of
skilful qualified employees and selecting them (Bresnen et al., 1985). Armstrong, (2014) has emphasized significance of
online or e-recruitment and uses the internet or social media to advertise/post
vacancies including information about the job opening and the organization and
communications between employers and candidates can take place through email.
Thus, the evolution of the recruitment and selection process through technology
has become more effective for the construction industry to maintain sustainable
and high rate production (Armstrong, 2014).
Reference
Acikgoz. Y.
(2018). Employee recruitment and job search: Towards a multi-level
integration.[online] Available
at:esearchgate.net/publication/323417632_Employee_recruitment_and_job_search_Towards_a_multi-level_integration
Assignment Point. (2017). History of
Recruitment Process – Assignment Point. [online] Available at: http://www.assignmentpoint.com/business/human-resource-management/history-of-recruitment-process.html.
Armstrong. M.
(2014). Armstrong's Handbook of Human Resource Management
Practice. Kogan Page Limited.
Bresnen, M., Wray, K., Bryman, A.,
Beardsworth, A., Ford, J. and Keil, E., 1985. The Flexibility of
Recruitment in the Construction Industry: Formalisation or Re-Casualisation?. Sociology,
19(1), pp.108-124.
Collins, C. and ↠, V.
(2018). Changes in the Recruitment since 1990 and Emerging Trends.
[online]
Failteireland.ie. (2018). [online]
Available at: http://www.failteireland.ie/FailteIreland/media/WebsiteStructure/Documents/2_Develop_Your_Business/1_StartGrow_Your_Business/Recruitment-and-Selection.pdf
Jason M.
Bailey. (2019) A New
Recruitment Tool for Construction. The New York Times. [online]
Available at: https://www.nytimes.com/2019/04/16/business/a-new-recruitment-tool-for-construction-the-joystick.html
Opus Recruitment Solutions.
(2018). A Brief History of Recruitment – Opus Recruitment Solutions.
[online] Available at:
http://www.opusrecruitmentsolutions.com/a-brief-history-of-recruitment.
NCVM.
(2016). Recruitment In The Past, Present And Future | NCVM. [online] Available
at: http://ncvm.nl/our-story/how-we-did-recruitment-in-the-past.
Recruitment and resourcing involve attracting and selecting individuals into a job role. Therefore, recruiting the right individuals is crucial for organizations who need people with the right skills and capabilities to deliver their goals and it is a critical activity, not just for the HR team but also for the line managers who are increasingly involved in the selection process. However, everyone involved in recruitment process must have the appropriate knowledge and skills to make effective and fair recruitment decisions (CIPD 2020).
ReplyDeleteAdding to your comment Recruitment 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).
DeleteGiven the excessive supply of labor resources, a situation arises when construction
ReplyDeleteorganizations use passive methods of recruiting staff. If the supply of labor resources is not
much higher than the demand for them, then the enterprises usually place various kinds of
announcements about the vacant place and wait for the people who are seeking work to
respond to them. Such ads can be placed in newspapers (conventional and specialized), on
radio, on television and on Internet sites, as well as conventional advertising or, more
appropriately, specialized ones. In the event that the supply of labor resources is many
times greater than the demand for them, the enterprise can simply expect people who
accidentally entered the organization in search of work. Also, the choice of recruiting
method depends on the size of the company and its financial position ( Reshetnikova et. al, 2018).
If is it come to such a scenario ( Supply of labor resource > Demand of labor resource) your statement can be taken in to account, but according to a report by the Associated General Contractors of America from August 2018, 80% of construction firms are having trouble hiring craft workers. The reality is far away from what you expressed.
DeleteChapman & Webster (2003) identified that in present HR managers adopted with information and communication technologies in recruitment and selection process, as major three factors. Those are potential cost savings of recruitment and selection process, recruitment and selection process is linked to the increased globalization of the economy and labor market, potential to reduce adverse impact for protected groups and improve the efficiency of the hiring system by automating process.
ReplyDeleteAgreed, but making system autonomous may causes for issues. As an example Developing a list of questions to ask a potential candidate and determining the performance of the candidates is one of main activities in the process of interviews (Goleman, 1998). The organization should ensure that the employee can make the decisions according to the decision making process of the organization.
DeleteAccording to the Williamson et al. (2003), recruitment method can be different to each other for ability to communicate different type of information. As per my observations in the construction field it is must for a practical test for a job related to machine operations.
ReplyDeleteAny 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 organisation (Mami & Bellahsene, 2012)
DeleteRecruitment is regarded as the art of discovering and pick up potential candidates for actual and anticipated vacancies within the organizations. In the current process of recruitment, locating, maintaining and contacting the sources of human resources are required to be of most important (Kapur,R.2020).
ReplyDeleteAlso Recruitment can be discussed that it is about capturing and understanding all activities directed at locating potential employees. (Yoder D, et al 1972). This involves making sure that what needs to be done to attract applications from suitable candidates (Armstrong & Taylor, 2014).
DeleteRecruitment and selection offer key opportunities for an organization to alter the type of staff it employs, but such changes may need to be considered in the context of attrition levels and an investigation of precisely who is leaving and why (Schnei-der, 1987).
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