Mainly the
recruitment process can be divided into two parts. That is INTERNAL and
EXTERNAL.
While giving
first preference to internal candidates, it is always worth trying to persuade former
employees to return to the organization or get suggestions from existing
employees (Referrals). (Armstrong 2012). He has also mentioned the options of obtaining
records from talent banks that record the information of the candidates electronically.
In addition
to internal options, organizations also have the following external options to receive
the information of candidates to meet the organization’s recruitment needs
(Armstrong 2012).
- Online Recruiting
- Advertising
- Recruitment Agencies
- Job Centres
- Recruitment consultants
- Executive search consultants
- Recruitment process outsourcing providers
- Direct approaches to educational establishments
Online Recruiting
Searching for information about job candidates and their private information by using
Internet searchers, social networking websites and other social media channels
have become more common with most employers in the modern world. ( David et
al. 2016)
Editors believe that the aforementioned
social media channels can provide additional information on prescreening and
human resource selection practices rather than traditional human resource
selection methods.
Publishing job vacancies on corporate web
site also has become a popular method for the online recruitment process. (Armstrong
2012). Armstrong has further mentioned
that most companies have a dedicated section on their corporate website for the above purpose including the facility to submit an online application form and conduct
tests for new candidates.
Advertising
While many organizations are gradually turning to online
recruitment, agencies, or consultants, the traditional advertising recruitment
approach is still important, especially at the local level (Armstrong 2012). Armstrong has further stated
that the below information is important to appear in an advertisement while having
bold letters for job title, salary, and other key benefits such as company
vehicle to gain more attention of candidates.
Information in a Recruitment Advertisement
- The Organization
- The Job
- The Person required - qualifications, experience, etc.
- The pay and benefits offered
- The location
- The action to be taken
Recruitment Agencies
Agencies such as government-sponsored networks, and private
consultants executive search firms help to recruit qualified staff (Nankervis,
2020). He also has mentioned that private consultants charge a substantial fee and
provide specific needs for their corporate clients by tailoring their services.
Some agencies are serving only in specific occupational areas or in the specific professional
field is something which was highlighted by Nankervis.
Executive search firms called ‘head-hunters’ role is to find
candidates with suitable qualifications to fulfill the vacancies with their
client organizations (Nankervis, 2020).
Job Centres
Mainly manual workers, clerical staff, sales staff, and
call center assistants are making use of job centres operated by governments to
meet their job requirements (Armstrong 2012).
Recruitment Consultants
By charging a percentage ( 15 to 20 ) from the basic salary
of the job as the fee, recruitment consultants provide the service to reduce the
workload of their customers by advertising, interviewing, and providing detail
of shortlisted candidates (Armstrong 2012).
Executive search consultants
They are also known as 'Headhunters' who use their own
contacts as the first approach and help organizations to fill any vacancies in
higher positions and as the fee, they charge nearly 30 to 50 percent from the
first year's salary of the candidate (Armstrong 2012).
Recruitment process outsourcing providers
Recruitment process outsourcing providers manage the entire recruitment
process by involving defining the requirement, deciding the best way of
attracting candidates, processing applications, and setting up interviews (Armstrong
2012).
Direct approaches to educational establishments
As per Armstrong (2012), this process refers to finding
candidates from schools, universities, and other educational establishments.
REFERENCES
Armstrong, M 2012, Armstrong’s Handbook of Human Resource Management Practice, 12th edn, KoganPage, UK, ISBN 978 0 7494 6550 6.
Nankervis, A 2020, Human Resource Management : Strategy and Practice, 10th edn, Cengage, Australia
Informative post Shiran, either it's Internal or External, neither is superior to the other. Both have advantages and disadvantages, depending on your business and the job you need to fill. According to Muscalu, (2015) recruitment sources can be internal or external, Finding the best employees is a difficult task. If an organization has a good employee base, it can choose an employee from within the organization, however, if no employee is best suited for that position, it can use external sources of supplying personnel.
AntwoordVee uitHI Chamara.. thank you for your comment.. as per Armstrong (2012) While giving first preference to internal candidates, it is always worth trying to persuade former employees to return to the organization or get suggestions from existing employees (Referrals).
Vee uitHi Shiran, I agree with your post .Let me add my comment about e-recruitment ,with the Covid-19 Pandemic, as social distancing measures were practiced across the globe organisations started using technology widely for their business activities which included recruitment and e-recruitment has now become a common workforce sourcing technique (Ptel, 2020).
AntwoordVee uitHI Nilushi... Yes now organizations are heavily depending on technology. But as per Hopkins and Markham ( 2003), introduction of internet and intranet in early 90’s, involvement of internet-based technology including social media and other software tools have significantly grown high within employee selection and recruitment process.
Vee uitHi Shiran, the points you have mentioned here is very valid and clear. Further to support the topic I would like to add few more things to it. Through the use of a psychometric test for the recruitment process, an organization can get a better understanding of the IQ level of the employees being recruited into the organization and the company can get a better idea for what kind of learning and development programs the organization can be implement for those new employees (Rust and Golombok, 2014).
AntwoordVee uitHi Dinith.. I agree with you. Some companies are making use of psychological tests, handwriting analysis and decision-making software for employee election or elimination of potential candidates (Perry and Kleiner 2002, p. 9). However, perry and Kleiner thinks that these entries are subject to claims that infringe on the applicant's right to privacy.
Vee uitHi Shiran, Further to add your post "Considering Human Resource Management (HRM) as a system (inputs-process-outputs) recruitment and selection are of the most important processes for obtaining and retaining qualified employees, at a reasonable cost, and achieve person-job and organization fit (Broughton, Foley, Ledermaier, & Cox, 2013; Chan & Kuok, 2011; Gonzalez & Rivres, 2017;
AntwoordVee uitRoth, Bobko, Van Iddekinge, & Thatcher 2016; Stone, Deadrick, Lucaszewski, & Johnson,
2015; Taylor, 2014).
Ni Nishad.. I fully agree with you. According to Wiley (2008), the responses of the analysis were rated the best five aspects which inspire them in the works: (1) worthy salaries; (2)gratitude for effort; (3) career safety; (4) upgrade and progression; and (5) fascinating effort.
Vee uitHi Shiran. Further to add to your blog, the use of formal technique methods, as opposed to informal techniques such as word of mouth, are considered a better option to use as it attracts a wider variety of candidates giving a larger talent pool to choose from (Ali et al, 2021).
AntwoordVee uitHi Ashanthi, but now most of the companies are focusing on new technologies for recruitment and selection process. according to Hart et al. (2000). further emphasize how the effectiveness of the various online platforms involved in the recruitment and selection process has benefited organizations.
Vee uitHi Shiran , Nicely done the article , Wanous (1992) defined recruitment resources as "internal recruitment, external recruitment, and walk-in recruitment." Recruitment resources, according to Hunter & Schmidt (1990), might be official or informal.
AntwoordVee uitHi Maheshani.. thank you for the comment.. However, Armstrong (2012) has mentioned that While giving first preference to internal candidates, it is always worth trying to persuade former employees to return to the organization or get suggestions from existing employees (Referrals).
Vee uitHi Shiran, very interesting topic on the effective recruitment methods. Whilst choosing the correct recruitment methods, Khalid and Tariq, (2015) in their research, emphasizes the importance of having a good employer branding being included in the recruitment method. This is researched to have more referrals with larger applicant pool, skilled employees and job satisfactions. Also researchers found out that it contributes to lower effort required in recruitment process for recruitment employees.
AntwoordVee uitHi Shalani, Yes maintaining organization's reputation also very important for recruitment and selection
Vee uitHi Shiran, I agree with your post. Organizational recruitment efforts, independent of job criteria linked with the post, have been hypothesized to influence applicants' attitudes to the organization (e.g., location, salary, title). In order to examine candidates' reactions to a five-stage recruitment program, this study used a correlational methodology and a field setting. Only at the initial interview stage did recruitment activities have a major impact on applicants' reactions. In contrast, job characteristics appeared as important predictors of candidates' reactions at each of the four stages of the recruitment process. Taylor, M.S. and Bergmann, T.J., (1987).
AntwoordVee uitHi Pavani... yes you are very correct and that is where the job analysis coming to the picture. Each job consists of a number of outcomes, responsibilities, tasks, and functions, and are considered building blocks of an organization (Nankervis 2020).
AntwoordVee uitHierdie opmerking is deur die outeur verwyder.
AntwoordVee uitHi Shiran,You have presented your blog very well, In addition to above
AntwoordVee uitI would like to input Benefits and Importance of Recruitment:
(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 (Kamran et al 2015).
AntwoordVee uit