Methods of Recruitment
Human resource practices
are dealing with attracting people attention to join the organizations as
employees. The first step in managing organizational human resources is
recruitment. A productive workforce is created through the recruitment of
workers. Recruitment procedures that are methodically created aid in
identifying candidates who possess the necessary knowledge, skills, and
competencies for particular professions (Aminuddin and Yaacod, 2011).
Human Resource Department
of every organization is attracting potential employees who have the necessary
qualifications, abilities, knowledge, experience, and attitude to accept a job
offer to fill a vacancy. Management should Identify sources of recruitment in
order to attract the right applicant. Both internal and external sources might
be used for recruitment by a company in order to improve the company's chances
of drawing the most qualified applicant for the position (Otoo, Assuming and
Agyei, 2018).
Internal Recruitment
Internal sources of
recruitment refer to the hiring of employees within the organization
internally. This method provides the opportunities for growth and use of the
existing resources within the organization. The best and least stressful method
of choosing human resources is through internal sources because the
organization already knows about their work performance and other traits (Kapur,2018).
The internal sources of recruitment are:
- Job bidding and job posting
A
job posting is the procedure for informing a company's employees that a
position is available. Authorize individuals will apply for a posted job
assuming that they have the required qualifications, is done through Job
bidding technique (Hamza et al. 2021).
- Promotions
Promotion
is the advancement of a person to a higher-level position within an
organization. This is an opportunity provided to the employees who have
achieved the standard set by the organization (Aminuddin and Yaacod, 2011).
- Transfers
An
employee is transferred to another place of work within the same organization.
In this case the salary, position and responsibilities remain unchanged (Otoo,Assuming
and Agyei, 2018).
- Recall
The company recalls former workers to fill vacancies. For example, a retired worker is called to fill vacancies for a short period of time. This is usually done when the company is unable to find qualified candidates for a vacant position. (Otoo, Assuming and Agyei, 2018). This process saves plenty of time and money. Another significant advantage of recruiting former employees is that they are familiar with the organization, job roles and responsibilities, and personnel (Kapur,2018).
- Previous Applicant
The
hiring team examines the profiles of previous applicants from the
organizational recruitment database. These people can be easily contacted, and
in most cases, they will respond positively. These applicants are well aware of
all the features of the organization and the performance of their job duties.
It is also a cost-effective method of filling open positions (Kapur,2018).
External Recruitment
External sources of
recruitment refer to hiring of the employees outside the organization
externally. External employees bring innovativeness, resourcefulness,
creativity and new thoughts and ideas to the organization. Although external
recruitment is a costly and a difficult process, it has a strong potential for
directing the organization toward the accomplishment of its objectives and
goals (Kapur,2018). The external sources have been stated as follows:
- Advertisement
This
is the most common form of external sources of recruitment. Organizations post
job vacancies on electronic print and media to reach a wider applicant pool. An
advertisement should be written in a way that prompts responses from job
seekers because communication is its fundamental underlying principle. Recruiters
must ensure that the wording of advertisements is not discriminatory (Saviour
et al. 2016).
- Contracting agencies
These
are also known as a labor broker, is an organization that takes contract
responsibilities of recruiting employees for an organization for an agreed
consideration. These types of agencies perform some pre-selection procedures
that are quite beneficial in determining the most qualified individuals for the
vacant position (Abbas, Shah and Othman, 2021).
- Recommendations
This
source of recruitment is through the recommendations of management, former
management or persons of high repute in the society. Issues of favoritism,
partiality, or bias in recruitment do exist with this method (Otoo, Assuming
and Agyei, 2018).
- Graduate recruitment
The
company interviews potential employees at the universities and other equivalent
colleges and institutions who are in their final year or final semester. An
employee will be selected according to the performance at the interview and the
academic records. These applicants are inexperienced. Therefore, the company
will have to spend more money on trainings (Otoo, Assuming and Agyei, 2018).
- Professional Associations
Professional
associations can help the organizations in hiring professional, technical, and
managerial personnel. These associations focus on sourcing mid-level and
top-level resources (Kapur,2018).
List of references
- Abbas, S.I., Shah, M.H. and Othman, Y.H. (2021) Critical review of recruitment and selection methods: understanding the current practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3) p.47.
- Aminuddin, A and Yaacod, M.A. (2011) The effects of recruitment and promotion practices on employees’ job satisfaction in the local governments. Voice of Academia Universiti Teknologi MARA, Kedah, (6)1 p.13.
- 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.2-5.
- Kapur, R. (2018) Recruitment and selection. ResearchGate, [online] Available at:
https://www.researchgate.net/publication/323829919_Recruitment_and_Selection [Accessed 05 August 2022].
- Otoo, I.C., Assuming, J. and Agyei, P.M. (2018) Effectiveness of recruitment and election practices in public sector higher education institutions: evidence from ghana. European Scientific Journal, 14(13) pp.203-205.
- Saviour, A.W., Kofi. A., Yao, B.D. and Kafui, L.A.(2016) The impact of effective recruitment and selection practice on organisational performance (A case study at university of ghana). Global Journal of Management and Business Research: A Administration and Management, 16(11) p.27.
Hi Virosha, when we discuss the topic of recruitment methods E-recruitment has become a revolution in the field of external recruitment methods by creating a clear path between employers and job seekers. The development of online technology has advanced the process of recruitment connecting job providers and seekers globally. Improve corporate image and profile, reducing recruitment costs, reducing administrative burdens, and employing better tools for the recruitment team have become key drivers of E-recruitment (Barber, 2006).
ReplyDeleteI agree Shiran. Because of the increased use of information technology, most human resource departments in many organizations use electronic recruitment (E-recruitment). However, the integration of social media is a part of e-recruitment, though the practice is still limited. Social media is used as a secondary source of e-recruitment rather than as the primary source. It has been revealed that the use of social media as a complementary source that is becoming more popular as a result of the low cost (Hosain, Arefin and Hossin, 2020).
DeleteHi Virosha,
ReplyDeleteWell explained.When consider about the internal recruitment, it has a great advantage than the external recruiting of new staff to the organization since the management can observe the internal candidates and predict the success of the internal candidates. However, the management is unable to collect the more accurate details about the external candidates than the internal candidates. (Stone,2008)
According to Devaro (2016) most of the companies are prefered to recruit insiders. But there are pros and cons when hiring a insider. Internal hiring has a low downside risk as there is little uncertainty about productivity. But it has less upside potential. Further, internal recruitment limits new ideas to the company. A organization can productively reallocate its job levels through internal recruitment.
DeleteVery insightful content! Implementing a good strategy for employee recruitment would limit the chances of unqualified employees entering the organization through organizational politics. Ass reported by Bibi et al. (2021), the presence of nepotism and favoritism during the execution of recruitment selection has now become a major concern for both developed and developing countries. So, implementation of proper recruitment methods as you have discussed would be advantageous to acquire a skilled workforce.
ReplyDeleteAgreed Uditha.
DeleteOn the other hand recruiting channels should be used depends on the job
position, on the company’s employer brand, on the resources the company has on its recruiting team, on how much recruiting budget the company has, etc. One can use them all and find out
which suits the best. Every recruiting channel offers different benefits and limitations and works
better for certain situations and companies. The key is collecting real-time recruitment metrics on
these recruiting channels to figure out what works best for the company in different situations. The recruiting experience of each company is different and the best way to figure out what works
best is to analyze metrics based on the past recruiting efforts, not the efforts of everybody else. ( Ekwoaba,Ikeije and Ufoma, 2015).
During recruitment job specifications and job descriptions information is provided to the applicant pool. Applicants who feel fit for the job would apply for the posted job description and specification (Plumbley, 1991). This is important for the person and the organization to perform at the expected level. Johnson, Morrow and Johnson, (2002) have argued that overqualified employees with respect to a job have less job satisfaction. Thus qualification level of the employee has to match the job description and specification. Several researchers have found a positive relationship between job information and attraction of larger number and better applicants (Collins & Han, 2004; Barber & Roehling, 1993; Gatewood, Gowan & Lautenschlager, 1993; Barber, 1998). Employee satisfaction has been found to be very important towards increased market and operation related performance (Matzler, et al; 2004). Employee satisfaction is the prosperity and gratification that an employee gets from his job (Jacob & Mikkel, 2000). Detailed job information indicating high valence and high expectancy would inspire talented applicant pools to apply though it might inhibit less qualified applicants from applying (Rynes, 1991; Collins & Han, 2004). If too much information is provided to the applicant and there is a perceived mismatch between the job information and the actual job activities then it may lead to job discontent. Job discontent is the feeling of missing something from being complete on the job
ReplyDeleteHi Rinosha.You have given a very detailed information on Job specification, job description and job satisfaction.
DeleteJob description is a written statement of what the job holder does, for example it contained specific duties for the job holder such as writes directives advising department managers
of company policy regarding equal employment opportunities,
administers benefits programs etc. in addition, desirable qualification needed for staffing and related experience. Moreover, job description describes the job to the new applicants, it guides new employees who enter to the system about what they are expected to perform and for cross
checking whether the actual activities of the employees match with their describe duties. So, accurate job descriptions
provide a basis for job evaluation, wage and salary
compensation and an equitable wage and salary structure (Raju and Banerjee, 2017).