Methods of recruitment
Types
of recruitment are broadly classified into two different categories. These are
the internal sources and external sources (Kapur, 2018).
Internal sources of
recruitment
Recruiting
people who are already working for the organization is relatively easy.
Internal recruitment is usually done through job postings, where companies
share information about job vacancies with current employees using
communication channels (Strewart
and Brown, 2011). This is an important source of recruitment and
provides opportunities for the progress and use of existing resources within
the organization. Internal sources of recruitment are the best and stress-free
way to select human resources and their qualities are already known to the
organization. There are two primary forms of internal recruitment – promotions
and transfers (Kapur, 2018).
Promotions –
It is the process of transferring an employee from a lower position to a higher position with more responsibilities, pay, facilities, and status (Kapur, 2018).
Many organizations use promotion from within as a motivation tool and a reward
for good work or longevity with the organization and this the only opportunity for career growth and
increased income is to move up within the current organization (Gusdorf, 2008).
Transfers – The transfer is the process of transferring from one job to another without any change in position and responsibilities, it happens usually based on job requirements and employee capabilities (Kapur, 2018). Transfers are also important in giving employees a broader vision of the organization they need for future promotions (Dayal, 2015).
External sources of
recruitment
Internal candidates should be the first focus. In addition, it is always worthwhile to try to persuade former employees to return to the organization or seek suggestions from existing employees (referrals). If these approaches do not work, the sources of candidates are online recruiting, social media, advertising, recruitment agencies, job centers, consultants, recruitment process outsourcing providers, and direct approaches to educational establishments (Armstrong, 2014). Google uses effective recruitment is current employee referrals. Current employees will receive a $ 2,000 bonus for each new employee who assists in employee recruitment. Google works closely with university professors to ensure that they direct their best students to jobs (Strewart and Brown, 2011). Source Description Advantages Disadvantages
Social media and E- recruitment
Video 1.0 - online
and mobile recruitment methods
Source - (Techno
Creats, 2017)
Video 1.0 Shows the e-recruitment and
social media method and way of work and it explain the advantages and drawbacks of e-recruitment and social media.
Social media and e-recruitment use the Internet to advertise or ‘post’ vacancies provide information about jobs and organizations and allow e-mail communication between employers and candidates (Armstrong, 2014). Websites are more effective when they include information about the work environment, benefits, and company diversity (Strewart and Brown, 2011).
Advertising
Many
recruiters prefer advertisements because of their broader accessibility, and
ads provide job descriptions and information on how to apply ((Dayal, 2015).) The
purpose of an ad should be: attract attention, create
and maintain interest, and stimulate
action (Armstrong, 2006). Print
advertising has historically been widely used but is now being replaced by
electronic advertising, which includes popular commercial job sites and company
websites (Strewart and Brown, 2011). Figure 2.0
illustrates a job Advertisement for Mc Donald UAE (Dubai vacancy, 2020). However, the job description is not included,
which is the main weakness of this advertisement. This advertisement is not
effective and will result in a waste of money.
Figure 2.0 - Example of Job advertisement in McDonald UAE.
Source: (Dubai vacancy, 2020).
Recruitment
agencies
Most recruitment agencies work with registered secretaries and office staff and usually quick and effective but quite expensive (Armstrong, 2014). Private employment agencies are professional recruiters with extensive networks that help identify job seekers with specific skills (Strewart and Brown, 2011).
Jobcentre
Plus
Government-run job centers are primarily useful for manual and clerical staff and sales or call center assistants (Armstrong, 2014). Public employment agencies provide free resources suitable for job seekers and employers (Strewart and Brown, 2011).
Recruitment
consultants
Advertising, interviewing, and producing a shortlist of recruitment consultants. They provide special is knowledge and reduce workload (Armstrong, 2014).
Educational
and training establishments
Many jobs can be filled
by school leavers. For some organizations, universities, and colleges as well as
schools are the main sources of recruitment for training schemes (Armstrong, 2006). This method is also quite expensive and
the candidates, in this case, have no experience, so the company will have to
bear more cost for their training (Christopher and Assuming, 2018).
A summary of sources and an analysis of their advantages and disadvantages is given in Table 1.0 (Armstrong, 2014).
Table 1.0 - Summary of the source of candidates.
Source: (Armstrong, 2014)
References:
Armstrong,
M. (2006) Handbook of Human Resource Management Practice. Tenth edition. London: Kogan Page.
Armstrong,
M. (2014) Handbook of Human Resource Management Practice. Thirteenth edition. London: Kogan Page.
Christopher, I. and
Assuming, J. (2018) Effectiveness of Recruitment and Selection Practices.
European Scientific
Journal, 14(13) 203.
Dayal, A. (2015)
Recruitment and Selection Process [Online] Available at: https://www.academia.edu/33291470/Recruitment_And_Selection_Process [Accessed 15
November 2020].
Dubai vacancy (2020) Job Vacancy [Online] Available at: https://www.dubaivacancy.ae/mcdonalds-careers-apply-online [Accessed 18 November 2020].
Gusdorf,
M. (2008) Recruitment and Selection: Hearing the Right Person.
First edition. Alexandria: SHRM Academic Initiatives.
Kapur, R. (2018)
Recruitment and Selection. [Online] Available at: https://www.researchgate.net/publication/323829919_Recruitment_and_Selection [Accessed 14
November 2020].
Strewart, L. and
Brown, G. (2011) Human Resource Management.
Second edition. United States: John Wiley & Sons.
Techno Creats (2017) E-Recruitment [online
video] Available from https://www.youtube.com/watch?v=84KCfGYFc2I [Accessed 15 November 2020].
Hi Ranga, According to Smriti Chand (2015), Internal sources recruitment can be break-down into 4 main categories,
ReplyDelete1-Presesnt Employees
2-Former Employees
3-Employee Referrals
4-Previous Applicants
Yet again "Present Employees" can be classified into "Promotions" & " Transfers".
Internal sourcing of recruits seeks to fill job openings with people who are already working for the organization (Strewart and Brown, 2011).
Delete(Bernardin & Russell 2013) mentioned the advantages of external employment, which he summarized as increasing diversity and facilitating growth and can provide training time and is also considered to be able to solve new problems. But the disadvantages that may be exposed to by adopting external employment are expensive and considered slower than employment The procedure may have less valid data on the candidates, and it may hinder the upward movement of individuals.
ReplyDeleteExternal Source of Recruitment Provides the company with broad coverage compared to internal recruitment sources. Candidates for a vacant position are less likely to be favoured, biased, or biased (Isaac Christopher, 2018).
DeleteRecruitment simply means, the action of ‘enlisting new people’. This can apply to anything, a job, a church or the army (Internal Vs External Recruitment n.d).
ReplyDeleteRecruitment is the taking of measures to attract a sufficient number of manpower to facilitate the discovery of new staff sources and the effective selection of effective personnel to meet the requirements of the staffing schedule (Dayal, 2017).
DeleteHi Ranga, did you know that Mobile texting is also now used as a recruitment communication tool as called Texting. Jobvite; a recruitment corporation had recently acquired an enterprise-grade, text-based recruiting platform called Canvas. This tool uses a chat bot to initially gather candidate data before human recruiters take over and hiring process is much more convenient for everyone. 90% of recruiters who uses Texting as a recruitment tool states, that hiring process has got much simpler and faster (O’Connell, 2019).
ReplyDeleteThanks, Sonali your contribution, According to Armstrong (2014) Social media and e-recruitment use the Internet to advertise or ‘post’ vacancies to provide information about jobs and organizations and allow e-mail communication between employers and candidates (Armstrong, 2014). This is the latest version of the mobile texting.
DeleteRecruitment process starts with generating awareness about vacancies among potential candidates through different methods and users’ attitude remarkably affect the intention to use a specific recruitment method (HO et al.,2012). Social media is a medium of free participation which can allow communities to participate and try to build a authentic relationship (Narvey, 2009). As per Topolovec-Vranic and Natarajan (2016), more than 40% of the studies found that social media recruitment can be the most successful method compared to traditional methods.
ReplyDelete
DeleteAlthough electronic communication is considered a bit less information than face-to-face contact by applicants, 75 agencies are rapidly increasing its use. Popular websites such as Monster.com and Careerbuilder.com include thousands of assorted job postings (Strewart and Brown, 2011).
A new global trend started when Jeff Taylor launched Monster.com with jus 20 clients and 200 job opportunities back in 1994. Today more than three-fourth of the fortune 500 companies use online recruiting (Okolie, UC & Irabor, IE, 2017). Improve corporate image and profile; Reduce recruitment costs; Reduce administrative burden; Employ better tools for the recruitment team are said to be the primary drivers to pursue e-recruitment (Okolie, UC & Irabor, IE, 2017). This is furthered today by the arrival of game changing recruitment techniques such as AI, Virtual reality and ATS into the context ( Rajenia, S 2018). AI for an instance uses tools such as Chatbots, Sentiment Analysis and Talent rediscovery to streamline the process ( Rajenia, S 2018). Therefore, it is imperative that both organizations and candidates be engaged in an understanding of the pros and cons of latest e-recruiting methods in order to save the human touch.
ReplyDeleteThe advantages of online recruiting are that it can reach a wider range of possible applicants. It is faster and cheaper than traditional advertising methods, more information about jobs and companies can be provided on the website, CV machines are compatible and applications can be submitted electronically. More than a quarter of respondents to CIPD's 2013 survey reported that it helped boost the strength of their employer brand (Armstrong, 2014).
DeleteHi Ranga, Article Well Explained. As you said, companies should use as many recruiting methods to attract the best team so that the employee meets the organization's particular requirements to reduce the obstacles encountered in the recruitment and selection functions (Miles & Sadler-Smith, 2014). Different types of positions require various types of techniques for selection. Choosing the right strategies will help you attract the best candidate for the job.
ReplyDeleteThere are a number of methods that organizations use to determine if an applicant has the potential to succeed in a job. Selection tests are used to identify the skills of candidates who cannot be determined in an interview process. Using a variety of testing methods, applicants are graded based on evaluation, personality, abilities, honesty and motivation. Properly designed selection tests are standardized, reliable and valid in predicting the job success of an applicant (Gusdorf, 2008).
DeleteAccording to Armstrong (2006), There are basically five internal recruitment sources. It’s include Promotion, Transfer, Job Posting and Job Bidding. Apart from job bidding all other methods are common. The organization may also want some of its current staff to compete for certain jobs with other candidates, and the organization may arrange job bidding.
ReplyDeleteHi Supun, This is an important source of recruitment and provides opportunities for the progress and use of existing resources within the organization. Internal sources of recruitment are the best and stress-free way to select human resources and their organization and other qualities are already known to the organization (Kapur, 2018).
DeleteAdding to your post that when it is a internal recruitment it is promoting an existing member who works in the organization to a higher position, or provide a permanent position who is working as a temporary worker or, hiring a retired worker to work part-time or as a freelancer or the free position being advertised within the company (Omolo, et al., 2012). Also consider that internal recruitment methods are cost effective and fast. Having candidates who are already familiar with the business and knowing about the candidate’s strengths and weaknesses are some of advantages of internal recruitment.
ReplyDeletePromotions have many advantages, such as good public relations, building morale, encouraging aspiring talented people, improving the likelihood of good selection as information about people's activism is readily available, cheaper than leaving for recruitment, internally selected. Familiarity with the organization reduces the time and energy of the orientation and also acts as a training tool for the development of middle and upper level managers (Dayal, 2017).
DeleteWhile agreeing with you and wish to add another advantage of internal recruitment is reduction the employee turnover. However, new innovative ideas, methods and strategies will not come in to the organization with this internal recruitment process (Trivikram,2017).
ReplyDeleteAgreed Sohan, The field chosen by the promotions prevents fresh blood and ideas from entering the organization. It is also the reason for the breeding of the organization. Transfers are also important in giving employees a broader vision of the organization they need for future promotions (Dayal, 2017).
DeleteThe process through which students are selected as prospects, where regular screening methods such as resumes and recommendation letters are being emphasized, organization understands that the other recruitment and selection methods supplement each other when organizations strive to achieve the results(McKay,2006).
ReplyDeleteHi Kalum add this, The purpose of the screening process is to narrow down the field so that one is able to spend more time with the candidates for formal interviews. Large numbers of applications are received for the positions, and all the applicants are not called for the interviews (Kapur, 2018).
DeleteE-recruitment has been an issue of interest over the past ten years. Internet is considered as the latest tool in hiring. It is a real revolution spreading over the world of job hunting & hiring. The term online recruitment, e-recruitment, cyber cruting, or internet recruiting, imply the formal sourcing of job information online (Kapse, Patil and Patil, 2012)
ReplyDeleteThe advantage of e-recruitment is that it can reach as wide a range of applicants as possible. It is faster and cheaper than traditional advertising methods, more information about jobs and companies can be provided on the website, CV machines are compatible and applications can be submitted electronically (Armstrong, 2014).
DeleteOrganization which put solid plan in development is likely not to attract but also to retain competent candidates. When successful candidate join the organization, each and every aspect will be monitoring to ensure that it will fulfill their promises. Candidates feel comfortable and safe where organization supports them (Holbeche, 2004)
ReplyDeleteCostello (2006) recruitment as a set of activities and processes that are used to legally obtain a sufficient number of qualified individuals at the right place and on time so that people and organizations can choose according to each other's best short-term and long-term needs.
DeletePsychological tests and assessment instruments that tap prospective employees' personality, interpersonal style, and response to stress situations have received increased attention from both human resource professionals and researchers in I/O psychology over the past 20 years (e.g., Gatewood & Feild, 1998; Ryan & Sackett, 1987). Indeed, the nexus between personality factors and personnel selection and placement has spawned major investigatory efforts, conceptual reformulations, and pragmatic applications in both research and practice (Hogan, 2001; Landy et al., 1997). Moreover, to enhance the chances for successful recruitment and long-term benefits for employers, a plethora of research studies has investigated and endorsed the utility of the person-fit' paradigm (Anderson et al., 2004; Chan, 2005; Hollenbeck et al., 2002).
ReplyDeletePsychological tests are measuring instruments, which is why they are often referred to as psychometric tests: ‘psychometric’ means mental measurement. Psychometric tests assess intelligence or personality. They use systematic and standardized procedures to measure differences in individual characteristics, thus enabling selectors to gain a greater understanding of candidates to help in predicting the extent to which they will be successful in a job (Armstrong, 2014).
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