01.Introduction of Recruitment
Introduction
Out of all the resources offered in an organization,
individuals are the most important resource
which enables all other resources to attain organizational
goals and objectives. therefore, recruiting is the first step in the process of
acquiring the required people for an organization
According to Yoder
“Recruitment is a procedure to discover the sources of
manpower to full fill the requirement of the enrollment schedule and to employ
effective actions to attracting that manpower in acceptable number to
facilitate effective selection of an effective workforce”
According to Edwin B
Flippo
“Recruitment is “the process of searching for prospective
employees and stimulating them to apply for the jobs in the organization.”
It’s an awfully necessary function of staffing. If the
employer chosen, the right individuals for the right job provide them
guarantee for the success of the organization and management are able to do the
target and goals. It results in sensible output, vanity, and goodwill
Recruitment and selection are some of the basic elements of
Human Resource Management. There is a clear difference in-between recruitment
and selection. Walker, Feild, Giles, Armenakis, and Bernerth (2009) described
that recruitment as the process of fascinating a large pool of capable people
for employment. This includes forecasting for human resources to Job
designation, job description, job scrutiny, making responsiveness among others
Importance
of Recruitment
Better recruitment and selection methods result in improved
organizational outcomes
The organization makes openings known to a larger number of
people to the organization through advertisement and publicity in multiple channels
and make a larger number of people apply is
called recruitment.
“The target of recruitment is to attract suitably qualified
job candidates” The organization and employees must be aware and understand the
required requirement or qualifications for the job. Recruitment of workers done
by the organization when taking at the most care if it's not taken properly the organization could face totally different drawbacks in the future.
It requires the detailed study of manpower forecasting and
if planning is done very carefully it may take for the organization to achieve
its goal in a shorter period “Recruiting is the process of making a pool of
capable candidates for structural occupations. Recruitment shows the route for
an organization for accomplishment and achievement. Recruitment is a function
if done wisely may clear the way for selection, positioning, orientation, and
retention. Recruitment is the first step of Enrolment. The vacancy arises due
to advancement, Termination, transfer, sometimes the organization recruits its
previous employee for better performance.
The Major Objective of recruitment is, developing and
maintaining adequate manpower
resources with the required skill upon which the
organization can depend when it’s in need of
personnel
Recruitment
Process
Recruitment is the process in which is an organization
creates a pool of competent, expert, and educated persons applying to an
organization for employment (Gold, 2007). As per the above point of view, the
target of the organization is to find appropriate candidates who full fill the
requirements for the organization. As per Adu-Darko (2014) it is the procedure
of obtaining candidates with the mandatory experience, acquaintance, skills,
credentials, and attitude for a job vacancy
Furthermost establishments today, employ a series of
reliable steps to process and select candidates for jobs. Figure 1 demonstrates
a flow chart of such an elementary method of selection
Figure 1. Recruitment
Process
Source: Mathis & Jackson, 2010
“Size of the Business, job features, the number of
individuals required, the use of new modern technology, and other aspects cause
differences on the basic process” (Mathis & Jackson, 2010). Usually, most
organizations are contingent on the typical trio of steps for selecting
candidates, application forms, interviews, and references (Armstrong, 2012).
But, it is claimed that this typical trio should be
supplemented by integrating selection tests and assessment centers (Armstrong,
2012). In addition, a study has also highlighted the applicability of methods
such as self-Evaluation, group selection, and work sampling for enhancing the
selection process to suit the unique requirements of present-day organizations
(Torrington, Hall, & Taylor, 2005). For example, the company that I am
employed in recruiting the right person at the right time in two ways
1. Internal
Recruitment - the organization Recruit the job space from within its existing
workforce
2. External
Recruitment - the organization Recruit the job space from any suitable
applicant outside the organization
Internal Recruitment
Mostly internal Recruitment happening in the organization
for middle management and above considering below benefits
• Cheaper
and quicker to recruit
• People
already familiar with the business and how it operates
• Provides
opportunities for promotion within the business – can be motivating
• Business
already knows the strengths and weaknesses of candidates
External Recruitment
Strictly the organization recruiting the non-executive staff
via external recruitment considering below benefits to the organization
• its
cost-effectiveness and the ability to reach for a higher number of potential
employees
• Outside
people bring in new ideas
• Outside
people bring in new ideas
LIST OF REFERENCES
1.
Armstrong, M. (2012). Human Resource
Management Practice, London: Kogan Page
2.
Armstrong, M. (2006). A Handbook of Human Resource Management Practice. 10th ed. Great
Britain: Cambridge University.
3.
Boxall, P. & Purcell, J. (2008). Strategy and human resource management.
Bristol: Palgrave.
4.
Chartered Institute of Personnel and
Development. (2003). Recruitment and
Retention Survey Report 2003. [Online] Available at http://www.cipd.co.uk/NR/rdonlyres/B779ADD8-E9EA-4849-BA4E-BAC6E70F24F9/0/recruitretnsurvey.
Accessed on 13th August 2021
5. Edward
E. Lawler Iii, John W. Boudreau. (2009). Stanford Business, Essential of human resource management and
industrial, Himalaya publishing house
6.
Managing Human Resources; Luis R. Gamez; Mejia,
David B. Balkin, Robert L. Cardy, Pearson Education. ISBN 81-7808-817—7
7.
Robert L. Mathis, John H. Jackson. (2010) Human Resource Management, pp.28-46
Agreed with argument. Further, confirming organizational and HR policies implemented rewards system can improve and secure the recruitment process helps employee retention and organization success. (Armstrong and Taylor, 2014).
ReplyDeleteThank you Amila for your comment, Yes Reward systems in organizations are used for a variety of reasons. It is generally agreed According to York: McGraw-Hill, 2003
DeleteAgreed while adding more points, Internal and external recruitment are the two most common methods for recruiting and choosing candidates (Shammot, 2014). Internal recruitment is the process of filling a job opening by publicising it internally and allowing only current firm employees to apply. External, on the other hand, refers to the process of finding candidates for job openings outside of the current personnel pool (DeVaro, 2016)
ReplyDeleteYes, Menupa Thank you. Further to your comment. Human resource planning is the key activity which forecasts all the staff requirements and expects labour supply. Any gap in the demand and supply should be identified at initial stages and addressed to ensure the effective of the business. It also ensures the integration of all human resource-related activities (Compton, 2010)
DeleteAgreed. Recruitment is the process of discovering or selecting and hiring or best qualified candidate from inside or outside of organization for a job opportunity Also, HR department responsible to choose the right person or best qualified candidate for the post for organization needs (Abdullah & Othman, 2019).
ReplyDeleteHi Chandana, appreciate your feedback on this and Further to your comment . The recruitment and selection has become a energetic and challenging process in today's world, since it directly affects the revenue generating possibilities of an organization, employee turnover rate, level of employee morale and the confidence (Anderson, 2011).
DeleteAgreed. Recruitment is an integral aspect of a company's human resource strategy and competitive advantage. Competent human resources in the correct positions are a valuable resource that can be a core competency or a strategic advantage for a firm (Tomer 2016).
ReplyDeleteHI Shanil, Thank you for your comment. Further, The right recruitment and selection can have many advantages to an organization, it can also be used as a way of gaining a competitive advantages through new talented people, which is not easy for other companies to copy. (Grant, 1991)
DeleteYes, recruitment is a strategic actions by organizations to attract most suitable applicant for the development of high quality workplace(Williamson et al, 2010). To attract applicants, important information of the company has to be published , addition to that Baum & Kabst(2014) mentioned that websites are richer information source than advertisement. So to capture best employees to the organization better recruitment process has to be practice in the organization and organization reputation makes positive impact to that(Roberson et al, 2005).
ReplyDeleteThank you for your comment Thushari, Yes recruitment process is the connecting activity bringing together those with jobs to fill and those seeking job where potential candidates are discovered and selected for the job vacancies. Also the recruitment as the process of attracting potential employees and motivating them for applying job in an organization and Recruitment is the process of hiring the right kinds of candidates on the right job.( Kumari, 2010)
DeleteReply
Agreed. Further, recruitment and selection play a major role in achieving the HR strategy of the company and that is to attract and retain suitable employees within the organization (Anderson, 2001). Those two functions can be identified as key functions of HRM of the organization where the effectiveness and efficiency of such functions directly impact on the success of the organization.
ReplyDeleteThank you for your comment Nuwan employee recruitment is a crucial aspect of the Human resource procedure and is impacted by many factors including company culture, the size of a organization, the position of the employee,
DeleteReply
Agreed. According to Barbar (1998), there are two crucial steps of the recruitment process that must be completed in order for successful recruitment and selection to take place. The first is Human Resource Divisions' ability to attract a large number of applicants, and the second is Human Resource Divisions' ability to choose the best candidates from a large number of candidates.
ReplyDeleteYes Agreed and thank you Sampath According Barbar (1998), to Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, shortlisting and selecting the right candidate.
DeleteAgreed, further, recruitment is a continuous process whereby the organizations develop a pool of qualified candidates for the future man power needs even though specific vacancies do not exist. Usually, the recruitment process commences when a human resource department initiates an employee requisition for a relevant vacancy or an anticipated vacancy (Gode, 2019)
ReplyDeleteThank you for your comment Krishna, Recruitment and selection are key strategic domains in Human Resource Management (Lievens, 2019). According to (Costello, 2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests. Successful recruitment begins with proper employment planning and forecasting.
DeleteAgreed. To add further. The recruitment process typically consists of a sequence of steps that need to be followed to ensure that the best possible job applicant is appointed in terms of relevant knowledge, skills and capabilities and such steps provide a sequential and systematic way of managing the recruitment process (Thebe and Van der Waldt, 2014). Usually such a management process starts off with human resource planning to determine the realities of supply and demand facing the labour force (Thebe and Van der Waldt, 2014).
ReplyDeleteThank you for your comment Khalid, and primary objective of the HR function is to attract talented and skilled individuals to an organization (Thebe and van der Waldt 2014;Al-Hawary 2015). Recruitment commences through two channels, that is, internally, where supervisors nominate employees for positions or employees apply via a job-posting system (intranet), and externally, where candidates apply for vacant positions that were advertised in the media (Breaugh 2008)
DeleteAgreed, In any kind of organization, recruitment and selection processes are considered useful, because they help in finding the most suitable candidates for the jobs. Recruitment and selection are important operations in human resource management, designed to make best use of employee strength in order to meet the strategic goals and objectives of the employers and of the organization as a whole.(kapur 2019)
ReplyDeleteThank you for your comment Roshini, and agree with your concern also Recruitment and selection are some of the basic elements of Human Resource Management. There is a clear difference in-between recruitment and selection. Walker, Feild, Giles, Armenakis, and Bernerth (2009)
DeleteHuman Resources Management is the main stake holder of the Recruitment and Selection Process. Therefore it is important that Human Resources department understands the business strategy in order to make correct choices to achieve organizational business targets (Azmi 2019).
ReplyDeleteYes thank you Udaya also For example, the recruitment process, but not the selection decision, may be outsourced to an external recruitment agency. Thebe and Waldt (2014) highlight that the recruitment and selection processes typically consists of a sequenceof steps that need to be followed to ensure that the best possible job applicant is appointed in terms of relevant knowledge, skills and capabilities. Additionally, Pounder and Young (1996)
DeleteWhen considering about both internal and external sources of recruitment each have advantages and disadvantages, companies should first consider the factors that affect recruitment before deciding on the former. These include, but not limited to, labor market, company recruitment policies, size of the organization and competitors (El-Hadidi, 2015).
ReplyDeleteThank you for your comment Menaka Agreed.Hiring always is about selecting the right person with the knowledge, skills and ability to perform the job. However, not all hires are successful and a major reason is the new employee is not a good fit for the organization or the job. In fact, the costs of hiring the wrong person can be high, not only financially but in the time it takes to begin and complete the recruitment cycle again (Smith, 2014)
DeleteThank you Nimna. further The effective management of human resources is a key component to the overall success of the business. Recruitment is just one element of human resource management; however it is of significant importance to the success as it is the method used to acquire the human capital for the organization. Barber (1998)
ReplyDeleteAgreed, Recruitment is one of the main point of critical thinking and putting things to action because employees are assets and investment to the organization hence their talents and skills including experience is what the organization needs for their success.Candidates that aren't looking to move are known as "passive candidates." Employers frequently post job openings that don't exist in the hopes of finding people who could be beneficial later or in a different situation (Cappelli,2019)
ReplyDelete