RECRUITMENT

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Recruitment is the main function of the HR department and the recruitment process is the first step towards making a competitive quality and recruitment strategic advantage for the association. The recruitment process includes a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and requires numerous resources and time (Anwar, 2016). The traditional process of recruiting is starting with a job description and job specification. The job description describes the work responsibilities of the successful job present. (Abdulla et al. 2017).

 

The job specification specifies the experience a person should possess in order to carry out the work (Anwar & Balcioglu, 2016). Recruitment includes the set of activities undertaken by the organization for the primary purpose of identifying a desirable group of applicants, attracting them into its employee ranks, and retaining them at least for the short term". Taylor and Collins (2000).

Recruitment has the function of selling the organization and projecting a favorable image of the applicant, they further said that the purpose of recruitment is to attract suitable people to apply for employment vacancies by making them aware that such vacancies exist. Compton, Nankervis, and McCarthy (2002).

 

Recruitment goes beyond just filling vacant job places. It is about pursuing a long-term direction in mobilizing a high-performance workforce with the aim of actualizing the organization’s immediate goals as well as building capacity for the future. (Sources of Recruitment of Employees: Internal and External Sources | Recruitment, 2022).

 

Benefits and Importance of Recruitment

·         Helps to create a talent pool of potential candidates for the benefit of the organization.

·         To increases the pool of job-seeking candidates at minimum cost.

·         It helps to increase the success rate of the selection process by decreasing the no of visits of qualified or overqualified job applicants.

·         Helps in identifying and preparing potential job applicants who will be the appropriate candidature for the job.

·         Help in increasing organization and individual effectiveness of various recruiting techniques for all types of job applicants.

 

METHODS & SOURCES OF RECRUITMENT 

The sources of employees can be classified into two types, internal and external. The methods of recruiting will depend upon the source of recruitment the organization intends to utilize DeVaro, (2020).

 

INTERNAL RECRUITMENT

Internal recruitment methods include opening position changes, distributing announcements within the organization, searching the organizational database for the relationship of skills required to perform the job, to match the competencies held by current employees. (Chang, S. and Lee, M. 2007). This recruitment and selection method explores internal sources, filling positions and encouraging promotions. (Dahling, Winik, Schoepfer & Chau, 2013). On internal recruitment some methods would use which is (job bidding and job posting and Employee references). (Yusuf, 2020).

 

Internal recruitment is cost efficient, to support employee satisfaction and moral. Spend some time in the recruitment or Encourage current employees before looking outside the company for talent (Abdullah & Rahman, 2015).

 

‌EXTERNAL RECRUITMENT

External recruitment methods include the form of disclosure. The choice of recruitment method, internal or external, made by managers, depends directly on the strategy of the organization, which mostly has the strategy of encouraging internal promotions and transfers.  (DeVaro, 2016)

This Source is generally used to make recruitment for passage level occupations and skilled employments (Khan & Abdullah, 2019). Or recruiting candidates from outsourcing agenesis etc. are called as external sources of recruitment (Anwar & Abdullah, 2021). External recruitment in some case it is useful and beneficially like bringing new candidates it brings new skills and new idea for your company but in some case, it has disadvantage like less experiencing because new employee will take too much time to learn rules and points on their job (Anwar & Abdullah, 2021). 

 

References 

Abdalla Hamza, P., Jabbar Othman, B., Gardi, B., Sorguli, S., Mahmood Aziz, H., Ali Ahmed, S., Sabir, B.Y., Burhan Ismael, N., Ali, B.J. and Anwar, G., 2021. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. Hamza, PA, Othman, BJ, Gardi, B., Sorguli, S., Aziz, HM, Ahmed, SA, Sabir, BY, Ismael, NB, Ali, BJ, Anwar, G.(2021). Recruitment and Selection: The RelaAccording to Ployhart (2006),

Abdullah, N.N. and Abdul Rahman, M. (2015). Chinese Economic Activities and Interests in Developing Countries. [online] papers.ssrn.com. Available at: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2769114.

Anwar, G. and Abdullah, N.N. (2021). The Impact of Human Resource Management Practice on Organizational Performance. [online] papers.ssrn.com. Available at: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3824689.

Chang, S. and Lee, M. (2007). A study on relationship among leadership, organizational culture, the operation of learning organization and employees’ job satisfaction. The Learning Organization, 14(2), pp.155–185. doi:10.1108/09696470710727014.

Dahling, J.J., Winik, L., Schoepfer, R. and Chau, S. (2013). Evaluating Contingent Workers as a Recruitment Source for Full-time Positions. International Journal of Selection and Assessment, 21(2), pp.222–225. doi:10.1111/ijsa.12031.

DeVaro, J. (2016). Internal hiring or external recruitment? IZA World of Labor, [online] 2(237). doi:10.15185/izawol.237.

Hamza, P.A., Othman, B.J., Gardi, B., Sorguli, S., Aziz, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J. and Anwar, G., 2021. Recruitment and selection: The relationship between recruitment and selection with organizational performance. International Journal of Engineering, Business and Management, 5(3), pp.1-13.

Khan, S. and Abdullah, N.N. (2019). The impact of staff training and development on teachers’ productivity. Economics, Management and Sustainability, 4(1), pp.37–45. doi:10.14254/jems.2019.4-1.4.

Ployhart, R.E., 2006. Staffing in the 21st century: New challenges and strategic opportunities. Journal of Management, 32(6), pp.868-897.

Samwel, J.O., Omari, S. and Szumbah, M., 2016. The influence of employees’ recruitment on performance outcomes of family-owned business in Tanzania case of Nyamagana and Ilemela Districts. African Journal of Business and Management, 2(3), pp.32-46.

Taylor, M.S., and Collins, C.J., 2000. Organizational recruitment: Enhancing the intersection of research and practice.

Yusuf, M.Y. (2020). Influence of Recruitment System And Job Design On Competence And Employee Performance. Asia Pacific Management and Business Application, 009(02), pp.167–178. doi:10.21776/ub.apmba.2020.009.02.7.

(Kumar, S. and Gupta, A.K., 2014. A study on recruitment & selection process with reference. Int J Res, 1, pp.1661-1666).

 

Comments

  1. Reshan FernandoSeptember 1, 2022 at 2:48 AM

    Well explained Shafaz, to add further to your discussion, as an organization's success is confined to the limits of its human capital, employee recruitment is a critical function for organizational survival (Phillips & Gully, 2015). Traditional methods of recruiting (i.e., recruiting sources) include advertisements, employee/friend/relative referrals, employment agencies, internal job advertisements, unmarked visits, campus visits, and job fairs (Zottoli & Wanous, 2000). However, any attempts to illustrate the recruitment process must take into account the activities performed by job seekers in search of a job opportunity. Job searching can be defined as goal-directed activities initiated by an individual in response to a real or perceived discrepancy between an employment goal and the current state of affairs (Kanfer, Wanberg, & Kantrowitz, 2001).

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 10:33 AM

      In traditional recruitment, the search is generally conducted internally by the Human Resources department. It can include methods such as internal promotion, the use of existing networks within the company, and advertising through traditional methods. Modern Recruitment harnesses the power of technology to track down potential candidates. This includes online job boards and Social Media sites. (Stephen, 1983)

      Delete
  2. Rinosha PrasannaSeptember 1, 2022 at 9:27 AM

    well captured, According to Humphrey (2010). According to the (Bernard Oladosu
    Omisore, Ph.D 2014) study, the interviews are divided into two types :
    Directed interviews
    In this style of interview, direct questions requiring definite answers are used. This style
    is especially appropriate for school leavers, for applicants with complicated job histories
    and when there is a suggestion that “facts” are in dispute.
    Non-Directed interviews
    Open questions that allow the candidate to choose an answer should always be relied
    on. It is the best way of searching or developing a candidate’s views on any subject.
    Prompting is a useful technique. Another technique is for the interviewer to keep silent,
    thus building pressure on the interviewee, who usually cannot resist the need to fill the
    vacuum by continuing to talk, trying to establish his/her point (Humphrey 2010).

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 10:43 AM

      Hi Rinosha! Thanks for the feedback. The directive Interviewer directs the questions and controls the interview process. Whereas Nondirective Interviewer asks open-ended questions, providing general direction, but allowing the applicant to guide the process. This encourages the candidate to speak openly and expand on their job-relevant knowledge and experiences. (Sheatsley, P.B. 1949)

      Delete
  3. Virosha AriyawanshaSeptember 2, 2022 at 3:35 AM

    A pool of potential employees is created for the organization through the function of recruiting applicants, which enables the management choose the best candidate from this pool for the appropriate role. The primary goal of the hiring process is to expedite the selecting process. Even if there are no current open positions, the company uses recruitment as a continual process to build a pool of skilled candidates for the future needs in human resources. The hiring process often begins when a manager sends out an employment request for a known or projected vacancy (Devi and Banu, 2014).

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 10:56 AM

      Hi Virosha! Thanks for the feedback. The role of an HR manager is to recruit personnel in two different aspects to say internal and external factors for the organization. Internal recruitment of candidates takes place internally such as promotion, transfer, and external recruitment of candidates takes place from an external environment such as through advertisement, referrals, and other sources (Arthur, 2001).

      Delete
  4. Isuri PinnaduwaSeptember 2, 2022 at 7:51 AM

    Yes Shafaz, Recruiters attract potential applicants by sending messages which contain information about the organization, job, career advancement, company culture, etc. through various communication media (Priyadarshini et al., 2017).

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 11:10 AM

      Hi Isuri! Agree! Also to add there are many such sources, including employee referrals, employment agencies and walk-ins. (Stephen Bach, 2009)

      Delete
  5. Larry ShanthikumarSeptember 3, 2022 at 9:16 AM

    Mencken & Winfield (1998) explored the advantages and disadvantages of informal and formal recruiting practices in external labour markets. The authors found that quality was a strong motivator than cost for informal recruiting. The findings from the regression analysis also
    demonstrated that the quality of applicants was more salient for hiring managers in the private sector.

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 11:19 AM

      Informal recruiting methods reduce the firms advertisement expenses, other search related expenses. It requires only minimal effort and will save of lot of time. (Nikhil Gupta, 2008)

      Delete
  6. Aruna AththanayakeSeptember 5, 2022 at 1:53 PM

    Interesting topic to discuss. McLeamy (2021) stated that Internal recruitment entails looking for prospective applicants among present employees. When compared to an external recruitment, hiring internally can save time.
    Advantages
    The most significant benefit of this strategy is that the promoted employee is already acquainted with the corporate culture.
    A candidate who has been elevated from within:
    • Understands the organization and will be functioning from the startup.
    • can better assess the scope of his new assignment in relation to Organization’s competitive environment
    • Internal communication regarding open opportunities is critical to a successful recruitment strategy.
    • Promoting the staff demonstrates that the organization value theamployees and want to help them advance.
    • Internal recruiting also reduces the cost of talent acquisition by avoiding the fees charged by headhunters. It lowers the likelihood of making a poor casting choice.

    Disadvantages
    • In certain circumstances, specific training is necessary before the employee may begin working in their new role. This implies the employer have to invest time and money to improve their credentials.
    • The employer should be certain that this investment is justified.
    • If the new work is located elsewhere, geographic mobility may be a difficulty. The employee may be unwilling to relocate.
    • Who should pay for the relocation? Are the employees prepared to explore a new environment? Present careful compelling case.
    • The promotion must be equitable. If there appears to be a prejudice in favor or against any of the employees, conflicts may arise. Valuable employees who feel left out may opt to leave.

    ReplyDelete
    Replies
    1. Shafaz AhamedSeptember 10, 2022 at 11:25 AM

      I agree! Also adding, The main advantage an internal candidate has over an external one is an innate understanding of how the company operates. (Tim Groseclose. 2001)

      Delete
  7. shiran rodrigoSeptember 13, 2022 at 11:07 AM

    Well explained Shafaz, In their study Islam et. al., (2010), identify the below factors as motivating factors when selecting a selection method.
    Internal - Recruitment policy, Human resource planning, Size of the Firm, Cost of recruitment, Growth, and Expansion
    External - Supply and demand, Labor market, Image / Goodwill, Political/Social and Legal, Environment, Unemployment rate, Competitors

    ReplyDelete

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