RECRUITMENT METHODS
(Source: Oaya, Ogbu
and Remilekun, 2017)
Recruitment can be defined as the finding process of the perfect candidate for the job post, within a given time frame, in a cost-beneficial manner (Leisink & Steijn, 2008). The number and categories of people required may be set out in formal human resource /workforce plans, from which are derived detailed recruitment plans. Requirements are set out in the form of job descriptions or role profiles and person specifications (Armstrong, 2010). The company can also benefit from a fresh set of skills and ideas that will be a positive in the long run. New and innovative ideas can be shared within the company which creates a better learning culture (Saviour et al., 2016).
Defining requirements, planning recruitment campaigns, attracting candidates, selecting candidates are the four stages of recruitment and selection (Armstrong, 2010). Recruitment involves making sure that what needs to be done to attract applications from suitable candidates (Armstrong & Taylor, 2014). Further Recruitment can be costly. The 2009 CIPD survey of recruitment, retention and turnover (2009a) found that the average cost per employee of filling a vacancy was £4,000 (Armstrong, 2010).
When hiring the right person for the job, the company’s HR department must choose the source of applicants (Harky, 2018). There are mainly two sources available for recruiting and selecting applicants; Internal and external recruitment (Shammot, 2014).
Internal recruitment is the process of filling up the job vacancy by advertising internally and only allowing existing employees of the company to apply for the job. External recruitment, on the other hand, is the process of searching for candidates outside the current employee pool to fill job vacancies (DeVaro, 2016).
When deciding between the two sources, the company must take into consideration the nature and level of the job, as well as the company’s own HR recruitment policies (DeVaro, 2016). Most suitable recruitment process is always based on the nature of vacancy and the company. That helps to outcome for a highest result for long term.
When my company is looking for a suitable employee for a vacancy, we are following both internal and external recruitment. If the company looking for an employee with experience and a good knowledge about company’s working process, we are most likely to recruit an employee from internal.
If we are looking for an employee with fresh attitude and
fresh mind, we are always focus on select a new employee from external.
Both Internal and External selection are depended on the
nature and the role of the vacancy.
References
Armstrong, M. & Taylor, S. 2014.
Armstrong’s Handbook of Human Resource Man-agement Practice. 13th ed. Ashford
Colour press Ltd. London
Harky, Y. (2018). The Significance of Recruitment and
Selection on Organizational Performance: The Case of Private owned
Organizations in Erbil, North of Iraq. International Journal of
Contemporary Research and Review, Section: Social Science,
Leisink,P.and
Steijn, B., (2008). Recruitment, attraction, and selection. Motivation in
public management: The call of public service, Volume May, pp. 118-35.
Saviour, A., Kofi, A., Yao, B. and Kafui, L. (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
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ReplyDeleteHi Namal, I agree with the contents of this post. I would like to add few more thing to it. According to Muscalu, External recruitment determines introduction of new ideas, concepts and methods in the organization, but has the disadvantage that new employees need a longer period of adjustment to the new organization. It is used when organizations are expanding, they diversify and extend. Promotion from domestic sources is considered to have positive effects for the high satisfaction at work among employees in the organization and is used when the organization wants to maximize their employees and potential available to them, recovering, and thus investments in training and improving employees (Muscalu, 2015).
ReplyDeleteHello Dinith,Im also agree with you on this In addition, external recruiting outlets must be sought from outside the company. External sources are outside of a concern. But there's a lot of time and money involved. External recruitment sources include-Factory gate employment, advertising, job exchanges, employment agencies, educational institutions, labor contractors, recommendations (Anand et al., 2018).There for company must give new employees a new training.
DeleteHi Namal, I agree with the contents of the post. When the source of recruitment if chosen it should be carefully done by the recruiter. When sources of recruitment which chosen it should be done compare to the number of people recruited and the cost involved in each source, the accessibility of the applicant, the education level of the employee to be recruited, and the company’s policy (Elearn, 2019).
ReplyDeleteHi Nilushi, Thank you for your valued opinion, also Using the most appropriate recruitment method can minimizing the challenges faced in the process and in an effort to recruit the most suitable candidate for the organization. Further, a suitable candidate should match the culture and the system of the organization (Omolo, et al., 2012)
DeleteI agree with above content. However E-Recruitment is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount remain there for periods of thirty or sixty days or more - at no additional cost and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically (Margaret, 2019).
ReplyDeleteHi Namal, I do agreed with you. Recruiting and onboarding new employees are costly processes, which is why we need to pay attention to it. As employees are considered to be the company’s most important asset, failure of recruitment naturally results in huge expenditures (McLean et al, 2015).
ReplyDelete