Recruitment process & Methods

  

 

 

Well-conducted recruitment and selection process is extremely important for an organization (Borowska, C. S. & Wilczewska, M., 2018). The recruitment process aims to provide the best elements with excellent qualifications (Mohammad, A., 2020). This is the process of analyzing in-depth and verifying the objectives of candidates in terms of meeting the employer's expectations leads to their employment (Borowska, C. S. & Wilczewska, M., 2018). The importance of the recruitment process to the Human Resources Department is to prevent hiring the wrong person, who may cost the organization very much (Mohammad, A., 2020).

 

“Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”(Biswas, N., 2012). Like every other aspect of business, Recruitment and selection also depend on speed and accuracy (Borowska, C. S. & Wilczewska, M., 2018). With increasing numbers of qualified applicants chasing a decreasing pool of jobs, the Human Resource department of an organization needs to find ways to sort through applications quickly, and also should make sure to accurately select the best candidates. The main task and purpose of the personnel selection team is not the process itself, but the final choice of a person who meets all criteria and is an exact match for a given position in all the aspects (Borowska, C. S. & Wilczewska, M., 2018).

According to Armstrong (2012) The stages of Recruitment and selection.

• Defining requirements – preparing job descriptions and specifications; deciding terms and conditions of employment.
•  Attracting candidates – reviewing and evaluating alternative sources of applicants, inside and outside the company, advertising, using agencies and consultants. “Attracting candidates is primarily a matter of identifying, evaluating, and using the most appropriate sources of applicants” (Anosh,M., et al., 2014).
• Sifting applications
• Interviewing- The most familiar method of selection. An interview will enable a prediction to be made about how well the applicant will do the job if selected and that leads to a selection decision.  
• Testing- A selection test will provide valid and reliable evidence of the levels of abilities, intelligence, personality characteristics, aptitudes, and attainments.  
• Assessing candidates
• Checking Applications- The facts that are included in the applications need to be checked by the relevant parties since the applicants can misinform the facts.
• Obtaining references
• Offering employment- After satisfactory references have been obtained the offer of employment can be confirmed, which is the final stage in the selection procedure.
• Following Up- Following up with the newly engaged employees is important to ensure that they have settled and how well they are doing in the new position.

In the recruitment process, prospective applicants will be more likely to be attracted to an organization that has a reputation for offering a working environment that is healthy and safe for employees. According to (Pajouh & Blenkinsopp, 2012) there are two sources of recruitment (Anosh,M., et al., 2014).

 a) Internal sources- Internal sources are employees who will fill job vacancies taken from within the company, namely by ensuring or transferring employees who meet the job specifications for that position. The transfer of employees is either vertical (promotion or demotion) or horizontal. If there are still employees who meet job specifications, it is better if the filling of these positions is taken from within the company, especially for managerial positions. This is very important to provide promotion opportunities for existing employees. (Anosh,M., et al., 2014).

b) External Sources- External sources are employees who will fill positions where the vacancies are recruited from outside employee sources, namely employee placement offices, educational institutions, employee references or partners, labor unions, and placing advertisements outside the company. In detail, external recruitment can be done in the following ways: (Armstrong 2012; Anosh,M., et al., 2014).

• Advertising - The most obvious and popular method of attracting candidates where the job vacancy is announced through different print and electronic media (newspapers, radio, and the internet.)
• Recruitment agency- The agencies are likely to have a list of qualified candidates in their records. This method is usually much faster and more effective but quite expensive. Further, they know how the job market behaves and what professionals expect. The agents are often referred to as headhunters.
• Recruitment Consultants- Recruitment Consultants Advertise, Interview, and produce a shortlist which reduces the workload for the company.
• Conducting recruitment at Campus - Some companies often make direct visits to Campuses to make recommendations directly to universities.

Internal Recruitment Vs External Recruitment 

Example: The recruitment process of the organization in which I work.

The insiders understand the company and its organizational culture and have developed skills that are specific to the organization. And they can be the best to meet the skills, qualifications, experience, and competencies required for the position (Biswas, N., 2012). Further, this helps to induce long-lasting employment relationships between employees and employers. And this uniquely productive employment relationship will benefit both parties (DeVaro, J.).

According to Stonner, Freeman and Gilbert (2000) three advantages of an organization’s policy to recruit internally have been identified. First, individuals recruited internally are already familiar with the organization and its members, and this increases the likelihood that they will succeed. Then secondly, a promotion from within policy fosters and inspires motivation among organization members. Finally, it is less expensive to recruit or promote from within than to hire from outside the organization. 

External recruitment also has advantages as it brings fresh ideas to an organization. Outsiders are not entangled with organizational politics, making them less exposed to unproductive influences by peers and subordinates (DeVaro, J.). As relatively unknown quantities, external hires have strong upside potential, so an external hire could turn out to be a best performer, making external hiring worth the risk. Finally, external hiring fills one vacancy without creating another, whereas internal hiring creates a fall for new vacancies within the job hierarchy (DeVaro, J.).

References

Anosh, M., Hamad, N. & Batool, A., 2014. Impact of Recruitment and selection of HR Department Practices. European Journal of Business and Management, 31(6), pp. 200-205.

Armstrong, M., 2012. ARMSTRONG'S HAND BOOK OF HUMAN ROSOURCE MANAGEMENT AND PRACTICE. 12th ed. London: KoganPage.

Biswas, N., 2012. Internship report On Recruitment and Selection Process at Viyellatex Group, s.l.: s.n.

Borowska, C. S. & Wilczewska, M., 2018. NEW TECHNOLOGIES IN THE RECRUITMENT PROCESS. ECONOMICS AND CULTURE, 2(15), pp. 25-33.

DeVaro, J., n.d. Internal hiring or external recruitment?. IZA World of Labor.

Irawan, et al., 2020. HUMAN RESOURCE MANAGEMENT PRACTICES PRIVATE UNIVERSITY: A CASE STUDY OF FALETEHAN UNIVERSITY IN BANTEN. PalArch's Journal of Archaeology of Egypt/Egyptology, 17(6), pp. 8559-8583.

Mohammad, A., 2020. A Review of recruitment and selection process. Research Gate.