Methods of Recruitment

Methods of Recruitment




 “Recruitment is the process of finding and engaging the people the organization needs” (Armstrong & Taylor, 2014). Vacancies occur on a regular basis throughout organizational job hierarchies, and employers must choose whether to fill them with internal hires or external recruits. Employers have a nearly limitless number of methods at their disposal for publicizing job openings (Breaugh, 2009). Recruiting is an expensive, but necessary, activity for most businesses (Wiley, 2011). Even when unemployment is high, businesses frequently have difficulty finding people with the skills that they require. (Daft, 2012). Therefore use of correct method of recruitment is very much important for an organization. There are two types of recruitment sources. Those are internal recruitment and external recruitment (Harky, 2018).

1.      Internal recruitment

Internal recruitment proposed that when vacancies exist in the organization, employees (internal candidates) who are already working in the organization be given first consideration (Armstrong & Taylor, 2014). Basically, there are five internal sources of recruitment (Harky, 2018). These include,

Ø  Promotion

Ø  Demotion

Ø  Transfer

Ø  Job Posting

Ø  Job Bidding

 

2.      External recruitment

External recruitment is an organization attracts applicants for the vacancies from outside the organization. External sources of recruitment include (Harky, 2018)

Ø  Advertisement

Ø  E-Recruitment

Ø  Employee Referrals

Ø  Employment Agencies

Ø  Labor Offices

Ø  Education and training Establishment


Innovations in recruiting

In recent times, the massive growth of social media and Internet capacities and capabilities has added numerous other sourcing possibilities and activities (Tanja et.al,2018). Organizations look for ways to enhance their recruiting success by using social media platforms. The use of social media refers to the use of Web 2.0 technologies to find recruits and learn more about them on sites such as LinkedIn and Facebook. (Armstrong & Taylor, 2014).

Social media has also enhanced this means of recruiting because people can search their networks for contacts with the right training or skills (Richard L. 2012). Employers can use LinkedIn recruiter tools to see how the online population perceives their employer brand, search the world by sector, job level, specialization, and geography, and approach strangers directly (Armstrong & Taylor, 2014).

Recruiters can post job advertisements on social networking sites like LinkedIn, Facebook, and Twitter, allowing a wide range of potential candidates to easily access and apply. Also it will help recruiters and organizations to realize that more and better candidates can be discovered and approached quicker and at a lower cost by utilizing social networks (Tanja Koch et.al, 2018).

  

References

Armstrong, M. & Taylor, S., 2014. Recruitment and selection. ARMSTRONG’S HANDBOOK OF HUMAN RESOURCE MANAGEMENT PRACTICE, Volume 13.

Breaugh, J. A., 2009. Recruitment Methods: How to Reach Targeted Employees. United states America: SHRM Foundation.

Daft, R. L., 2012. New Era of Management. 10 ed. Delhi: Cebgage Learning India Private Limited.

DeVaro, J., 2016. IZA World of Labor. [Online]
Available at: https://wol.iza.org/uploads/articles/237/pdfs/internal-hiring-or-external-recruitment.pdf
[Accessed 11 04 2021].

Harky, Y. F. M., 2018. International Journal of Contemporary Research and Review. The Significance of Recruitment and Selection on Organizational Performance:, 09(02).

Tanja Koch, Charlene Gerber,Jeremias J. de Klerk, 2018. The impact of social media on recruitment:. SA Journal of Human Resource Management, May.

Wiley, C., 2011. Recruitment Research Revisited Effective Recruiting Methods According to Emplyement Outcomes. Journal of Applied Business Research.

 

Comments

  1. gagana_amadoruApril 30, 2021 at 9:36 PM

    I agree with you Sachith, recruitment is a vital factor in human resource management. Recruitment and selection of human resources are a major part of an organizational overall resourcing strategy which identify and secure people needed for the organization to survive and succeed. No organization can grow effectively unless the proper recruitment and selection procedure are carried out effectively, (Ifenowo, 2014)

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 8:35 PM

      Very true Gagana, According to Kanyemba, et al., (2015) the cost of poor recruitment and selection processes can be significant. Therefore, recruitment and selection must be done properly, or else it may result in high labor turnover, high absenteeism, more errors, and high training expenses for the organization and reduced or low productivity. When the right people are hired, it is important that they work in a conducive work environment so that they are able to increase the productivity of the organization.

      Delete
  2. Arjun LandersMay 11, 2021 at 4:58 AM

    Yes Sachith, Kumar and Gupta (2014, p.2) asserts that recruitment is important to ;attract a talent pool of potential candidates that benefits the organization'. However, a high cost and time is associated with recruitment (Ahmed et al., 2006). Therefore, organizations should focus on effective recruitment methods which enables them to chose the best pool of candidates quickly and cost efficiently (Kleimann, 2005).

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    Replies
    1. Sachith FernandoMay 14, 2021 at 8:18 PM

      Very true Arjun, The effectiveness of a company's selection system can have an impact on its bottom-line business outcomes, such as productivity and financial performance. As a result, investing in the creation of a comprehensive and valid recruitment and selection system is a wise investment (Sunday, et al., 2015).

      Delete
  3. Chamara D. JayaweeraMay 14, 2021 at 1:47 AM

    Yes Sachith and would like to see the E-Recruitment under the External Recruitment. The use of modern information technologies can improve the process of sorting and contacting candidates. The Internet can facilitate the selection of candidates, especially when it comes to geographically distant candidates (Slavić, et al., 2017).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 7:40 PM

      Exactly true Chamara, Armstrong, (2009) defines e- Recruitment as a process that uses the internet to advertise or post vacancies, provide information about the jobs and the organization and enable e-mail communication to take place between employers and candidates. The function of e- Recruitment is to make the processes more productive as well as less expensive. Online recruitment can attract a larger pool of potential employees and smoothens the selection process.

      Delete
  4. Oshadee WanasingheMay 14, 2021 at 5:20 AM

    Exactly Sachith, the number of vacancies are limited in most organizations and organizations tend to fill vacant positions with either internal hires or external recruits (DeVaro and Morita, 2009). According to the study of DeVaro et al (2017) shows that vacancies in job hierarchies are filled more often by horizontal moves than by promotions. Most of horizontal moves are external and within the same job functions. This way the internally-promoted workers face external competitors occupying higher job levels.

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    Replies
    1. Sachith FernandoMay 14, 2021 at 9:31 AM

      Very true Oshadee, New hires coming from an outside culture force the company to re-think on the existing processes. They ask “why do we do things that way”. It also keeps the internal employees motivated and keep them on edge they know they have to compete the outsiders (Waqas, et al., 2015).

      Delete
  5. Pernalla VincentMay 14, 2021 at 8:44 AM

    Agree with your points Sachith, Further internal hiring has a low risk of uncertainty about the productivity of employees and it acts like a tool of motivation and rewarding too(Devaro, 2016).

    ReplyDelete
    Replies
    1. Sachith FernandoMay 14, 2021 at 9:09 AM

      Exactly true Pernalla, The wealth of information that is generally available about present employees may minimize the possibility that a poor placement decision will be made. Further internal recruitment will lead to employee motivation and increase their satisfaction with the company, but also improve their morale and commitment toward the company (Yu-Ru, 1999).

      Delete
  6. Sandun MadusankaMay 15, 2021 at 4:23 AM

    Recruitment process is a important and time-consuming activity for an organization, usually connected with high costs, even multi-stage and complex recruitment processes are connected with the risk of failure, all organization aims to achieve the highest possible level of efficiency in the recruitment process(Grabara & Kot & Pigon,2016).

    ReplyDelete
  7. Wasantha BasnayakeMay 15, 2021 at 9:03 PM

    Agree with you. Wish to add the following views as well.
    According to Zeuch,M. (2016), digital technology provides a multitude of opportunities and also some quite sophisticated metrics to assist in measuring the ROI of your digital attracting strategy. Using digital technology, you have the following opportunities for promoting your job:
    – Online job boards
    – Social media (Facebook, Twitter, etc.)
    – Professional media (LinkedIn, Xing, etc)
    – Videos (e.g., YouTube

    ReplyDelete
  8. Treva PattersonMay 16, 2021 at 12:46 AM

    Exactly, and also online recruitment and especially social networking websites have changed dramatically the focus of attracting candidate effectively. Cyber vetting and applicant tracking systems offer opportunities. Asynchronous/ digital interview and gamification assessment, along with the critical role and impact applicant reactions have on the selection process (Nikolaou, 2021).

    ReplyDelete

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