02. The Process of recruitment
Nowadays, a good recruitment strategy is crucial to the success of an organization. Recruitment strategy is a planned process that includes the steps taken by an organization to attract and retain the appropriate employees.
The recruitment strategy is created by the HRM department of the organization in which they determine what they want, how they want it, and how much they are willing to spend on it.
Edwin B. Flippo defined the recruitment process – ‘Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.’
In the words of Dale S. Beach ‘Recruitment is the development and maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can draw when it needs additional employees.’ The recruitment process leads to a collection of candidates for any vacancies an organization might have.
Recruitment can be done by advertising vacancies through newspapers or online job sites, networking with friends or professionals to find talented people, or even approaching potential candidates directly through job fairs.
Internal Sources of recruitment :
This consist of employees who are already on the payroll of the firm. It also includes former employees who have returned to work for the organization. Internal sources of recruitment consists of various type of features as shown in the above diagram.
External Sources of recruitment :
External sources of recruitment refer to the sources that lie outside or exist external to the organization. Recruiting through external recruitment firms is a very common practice in the business world. It is a great method for identifying and attracting individuals who are interested in working for your company and fit the particular job that you are looking to fill.
As technology develops and becomes more sophisticated, expect the trends of modern recruiting to become even bigger influences in hiring this year. There are few techniques used in modern era for recruitments. Some of them are,
- Develop a company culture that attracts top talents.
- Recruit and develop talents internally
- Launch an employee referral program
- Reform interviewing process
- Data - Driven recruitment
- Invest in artificial intelligence
- Improved video interviewing and screening
- Invest in applicant tracking system
- Social media recruiting
- Google job search
Yes Dasun,
ReplyDeleteconsidering the process of external recruitments the companies make sure to select the right persons to the selected vacancies because of the external recruitment helps them to assess a pool of best or talented employees for the job and they need to fill and this type of recruitment process helps in targeting potential candidates towards the firm.
How ever another way it might be disadvantage for the organisation since new comers don’t have understanding with the new company and they might get more time period to
change new environment would be the financial risk to the company. further to that internal disputes with existing employees to be additional burn and high cost for the recruitment process are the disadvantages .
Yes, Organization can take time to evaluate past employees that performed the job and decide what behaviors the new employee should display. Talk with the departing employee’s co-workers on what qualities the new hire should embrace to perform his/her duties successfully.
DeleteThere are internal factors and external factors that organization have to be considered while preparing recruitment and selection process to the organization (Islam et al, 2010). Armstrong (2014) introduces recruitment as having ten processes, including 1. Defining requirement 2. Attracting candidates 3. Sifting applications 4. Interviewing 5. Testing 6. Assessing candidates 7. Obtaining references 8. Checking applications 9. Offering employment 10. Following up
ReplyDeleteYes Oshadi, Good points.
DeleteInternal recruitment brings more benefits for the company than extrarenal recruitment such as, reducing time, saving money, short onboarding time, strengthens employee engagement, limiting pool of applicants. So, I think internal recruitment is better than external recruitment since it is hard to find good talented applicants from the society.
ReplyDeleteI think both internal and external recruitments have equal value. But Malaka, you do have a valid point.
DeleteDasun, your study of the process of recruitment is fascinating.
ReplyDeleteInternal recruitments are the best way to fill position vacancies, and I want to add a few things to your article.
It can be difficult and stressful to hire for a new or recently opened position.
It takes a lot of time and effort to find, screen, interview, and hire the right person. But even then, you may end up with an applicant who isn't a good fit, and then the search must begin anew. If you're hiring someone you don't know, it can be risky and time-consuming.
Internal recruiting, on the other hand, eliminates much of the guesswork and costs associated with the hiring process. So, what is internal hiring, and how does it work in practice?? There are a few benefits to recruiting from within. To avoid many of the pitfalls and disadvantages of traditional external recruiting, you can use this hiring strategy. You may be able to find candidates who are fully qualified, talented, and reliable within your organization just a few desks away if you look internally as much as through any other recruiting channel.
Yes Uditha, Truly there are benefits to both internal and external recruitment, but at the end of the day it’s down to what suits to the organization.
DeleteSome businesses will find different recruitment techniques that work, so it’s good to try out different routes before deciding on putting all of your eggs in one basket.
Good article Dasun. In the current scenario, there is a lot of talent in the market and also there is lot of competition in the market which makes the process of Recruitment & selection is difficult. Most employers pay more attention to core skills required in a selection interview such as planning, avoiding potential distortion, questioning, listening and evaluation. To employ the best workforce, the best practices like reliability, validity, costs, professional image and candidate reaction should be adopted. Better recruitment and selection strategies result in making more effective organizations and to hire and retain satisfied employees.
ReplyDelete