Human Resource Management theories focus on methods of recruitment and selection and highlight the advantages of interviews, general assessment and psychometric testing as employee selection processes. The recruitment process could be internal or external or could also be online and involves the stages of recruitment policies, advertising, job description, job application process, interviews, assessment, decision making, legislation selection and training (Korsten 2003, Jones et al, 2006)
Recruitment source is the
place where qualified individuals are found (Mondy & Noe, 2008).
Recruitment method is defined as the ways in which potential employees are
attracted to an organization (Kleynhans, 2006).
A source of recruitment
can be described as avenue through which a prospective employer can organize a
pool of prospective job applicants or job (Otoo, Assuming and Agyei, 2018). Basically,
there are two avenues preferably described as sources of recruitment. The two
are External and Internal Methods
as illustrated in figure 1.0 (Naqvi,
2016)
Figure 1.0 Methods of
Recruitment
Source: (Naqvi, 2016)
1. Internal Recruitment
Internal sources of recruitment are
recruiting from within the organization (Otoo, 2018). Internal
recruitment resources are preferred by organizations because they allow the
organization to fill a vacancy from a known pool of employees and because these
resources are under the organization’s control (Hoye and Lievens, 2005). Candidates
in this category should also undergo all the necessary processes for
recruitment (Otoo, 2018).
Internal Recruitment Methods
§ Promotions
Promotions
mean being given a higher position in the same organization. This comes with
more responsibility, better conditions of service, a rise in the hierarchical
ladder in the organization, better salary. In this case a qualified candidate
who is already working in the organization is offered the contract to fill a
vacant position (Otoo, 2018).
§ Transfers
Horizontal transfers occur when the job function changes but the hierarchical level does not (DeVaro, Kauhanen and Valmari, 2017)
§ Hiring
employees for the second time
There
are a few assumed benefits of rehiring former employees. First, because
boomerang employees are known, some firms consider them to be less risky than
first-time hires. Boomerangs also already know the job and require less
training and onboarding time. Moreover, because they know what they’re getting
into, boomerangs may be more committed this time and less likely to leave
again. Perhaps most importantly, they may have improved thanks to the
experiences they had during their time away and will bring back fresh
knowledge, skills, and maturity. (Arnold, et al, 2021)
2. External Recruitment
Worker mobility has
increased substantially in recent years as firms have moved away from an
employment model that focused on lifetime employment and internal mobility, and
towards greater reliance on the external labor market to staff positions
(Cappelli, 1999; Farber, 2008).
External Recruitment Methods
According to Noe et al. (2011),
the external recruitment methods available to organizations are;
-
Advertisements in media
-
Employment agencies and consultants
-
Career fairs
-
Direct applications
-
Referrals
-
College recruitment
-
Company website
-
Word of mouth and
-
Other electronic recruitment such as job boards or the organization’s own
website.
According to Cordner
& Cordner (2011), The figure below shows how groups of candidates are
created from different external sources.
Figure 2.0 Methods of External Recruitment
Source: (Cordner & Cordner, 2011)
The company I serve for,
being a “Public Sector organization”, methods of recruitment for each category
inclusive of the proportionate of both external & internal recruitment is
pre-determined by the “Scheme of Recruitments and Promotions (SORP) Document”
which is pre- approved by the Board of Directors.
The junior level employees
(Entry level) of the organization are recruited through external sources. Further,
it is more concerned on recruiting externally mainly at the entry level to
“senior executive category’ (For instance, Engineers & Accountants) with
the intention of attracting professionally qualified candidates with external
experience.
However, the higher
positions of the senior executive category (i.e., Deputy General Manager,
General Manager, Finance Manager) and “Junior Executive Category” (i.e.,
Accounting Assistants, Engineering Assistants) are filled exclusively through
the internal sources such as promotions & transfers.
When considering the
External Recruitment, the traditional method of paper advertisement followed by
posting on the company website is practiced by the company, whilst the
selection process of the external candidates is solely based on an “interview”
for all the service categories of the organization.
Promotions and Transfers
are the most common “Internal Recruitment” methods, whilst methods such as Hiring
employees for the second time” is infrequent in public sector as the employee
turnover is very low, unless of the retirement at the age of sixty.
References:
- Armstrong, M. (2010). Armstrong's Essential
Human Resource Management Practice. London: Kogan Page.
- Armstrong, M. & Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management Practice. 13th ed. Ashford Colour press Ltd. London
- Arnold, J. D., Iddekinge C.H.V., Campion
M.C., Bauer, T.N., and Campion, M.A. (2021). Should You Rehire an Employee
Who Left Your Company?
- Bidwell, M. J. (2011). Paying More to
Get Less: The Effects of External Hiring Versus Internal Mobility.
Administrative Science Quarterly, 56 (3), 369-407.
- Cappelli, P. (1999), The New Deal at
Work: Managing the Market-driven Workforce. Boston: Harvard Business School
Press
- Cordner, G. and Cordner, A. (2011). Stuck
on a plateau? Obstacles to recruitment, selection, and retention of women
police. Police Quarterly, 14(3), pp. 207-26.
- Devaro, J. and Morita, H. (2013). Internal
Promotion and External Recruitment: A Theoretical and Empirical Analysis.
Journal of Labor Economics. 31. 227-269. 10.1086/667814.
- DeVaro, J. (2016).
Internal hiring or external recruitment? IZA World of Labor, ISSN 2054-9571,
Institute for the Study of Labor (IZA), Bonn, Iss. 237, http://dx.doi.org/10.15185/izawol.237
- Hoye G. and Lievens F. (2005). Recruitment
Related Information Sources and Orgnisational Attractiveness: Can Something Be
Done About Negative Publicity? Int. J. Selection Assess. 13(3).
- Kleynhans, E. (2006). The Role of Human
Capital in The Competitive Platform Of South African Industries. South African
Journal of Human Resource Management. 4. 10.4102/sajhrm.v4i3.100.
- Korsten A.D. (2003). Developing a training
plan to ensure employees keep up with the dynamics of facility management
Journal of Facilities Management, Volume 1, Number 4, pp. 365-379(15).
- Mohammad, A. (2020). A Review of recruitment
and selection process.
- Mondy, W. & Noe, R. (2008). Human Resources Management. 10th Edition. Harlow: Prentice Hall.
- Naqvi Q. (2016). Recruitment and Selection.
- Otoo, I. C., Assuming, J. and Agyei, P. M. (2018) “Effectiveness of Recruitment and Selection Practices in Public Sector Higher Education Institutions: Evidence from Ghana”, European Scientific Journal, ESJ, 14(13), p. 199. doi: 10.19044/esj.2018.v14n13p199.
Agreed, The recruitment process starts with an introduction to vacancies among potential candidates through different recruitment methods (Muduli and Trivedi, 2020). Alsultanny and Alotaibi (2015) state that an organization's attitude remarkably influences the intention to use a specific recruitment method.
ReplyDeleteThanks Nivethini. Indeed, this process seems like a chain or a sequence of actions involved in the recruitment and selection of the candidates who are seeking for the job and employable applicant of the organization. All the organizations, industrialist firms, enterprises have their own well defined policies and their own ways to recruit and select and hire employees for their organization (Breakwell et al., 1995).
DeleteAgree with your views Vindya, Recruiting has never been as challenging – and exciting! – as it is today. If you want to find the best candidates, you need to be creative and try some new, innovative recruitment methods every now and then. Doing so shows potential applicants that you’re an exciting company to work for, that you embrace technology and that you attach great value to the candidate experience (Neelie, 2018).
ReplyDeleteThank you Indeevari. The 21st century has seen a significant rise in technology and has seen modern day recruitment methods grow in influence and make a difference in landing candidates for organizations (Bassman, 2013).
DeleteI agree with you. Yaseen (2015) states that there are two methods of recruitment that company can use to attract potential candidates, internal and external. If there are enough talent to meet current and future requirements of company internal recruitment sources can be use to recruit employees.
ReplyDeleteThank you Chanaka. Agree, first consideration should be given to internal candidates. In addition, it is always worth trying to persuade former employees to return to the
Deleteorganization or obtain suggestions from existing employees (referrals). Talent banks that record candidate details electronically can be maintained and referred to at this stage (Armstrong, 2014).
Yes Vindya,recruitment is primary tool attracting applicants, recruiters attract potential applicants by sending massages containing information about the organization,job,career advancement ,company culture, that massage passing systems called as recruitment methods(Muduli & Trivedi,2020).
ReplyDeleteThank You Sandun. Indeed, job openings are informed to the external environment by using various methods such as advertisements, campus recruitment, employment exchanges, walk in interviews, organizational websites, job fairs, and job portals (Trivikram, 2020).
DeleteWell said Vindya , Pareto(2019) has stated that you get an access to a larger pool of candidates that u can bring talent in to the organization with wide range of abilities and experience when your hire from external sources. Also it gives you a chance in selecting the best option among huge choices than settling to the available one,
ReplyDeleteThanks Pernalla, the entire organization need to experience and start using various kinds of methodologies for job recruitment and selection in order to fulfill existing situation of the current labor market. It is found that all organizations have a distinctive methodology for recruitment and selection processes, in which the individuals or personals as applicants have to meet both the basic requirement of an employee and job vacancy specific criteria (Butcher and Clarke, 2003).
DeleteWhile I agreeing with you would like to bring the importance of role of the internet in recruitment process. The development of the Internet and social networks opens up new opportunities in the implementation of the recruitment and selection activities. The majority of company management finds that the structure of the labor force in the labor market has changed a lot, and traditional recruitment and selection techniques are not sufficient to attract and retain a new generation which has different demands and expectations from work. In order to obtain credible and useful information necessary for deciding on the choice of an adequate candidate, it is necessary to combine traditional and modern techniques, with the increasing use of the internet (Slavic et. al, 2017)
ReplyDeleteAgree Chamara, HR professionals can have a tremendous impact on employee satisfaction, engagement, and ultimately, the success of the company. With the help of modern technology, HR professionals can now supplement traditional skills with tools that can help them keep pace with the real-time demands of the modern workforce (Sivabalan et. al., 2014).
DeleteI agree with you. It should be noted that many recruitment and selection approaches have components of the biased decision. However, handling candidates genuinely and unmistakably helps make a prosperous and optimistic picture of the company (Korsten, 2003).
ReplyDeleteThank you Harsha. Indeed, there should be proper systematic and effective process for the recruitment and selection at all the stages, with the pre agreed terms and conditions, so that there should not be any bias positional to affect the decision for the recruitment (Vithal & Jansen, 1997)..
DeleteYes Vindya In the same vein, Henry and Temtime (2009) construed recruitment as the entry point of manpower into an organization and the path an organization must follow from there on in order to make sure that they have attracted the right individuals for their culture and vibes so that the overall strategic goals are achieved .
ReplyDeleteAgree with you Duminda, the organization should recruit and select carefully, the employees should be retained managed carefully as they do care for the other resources as employees are the best resources for the organization (De Mers, 2002).
DeleteAgree with you. Adding to that, E-Recruiting Strategy is the integration and utilization of internet technology to improve efficiency and effectiveness of the recruitment process. Most companies understand this and have begun the evolution by integrating e-recruiting strategy into their hiring process. As usage of the internet became widespread, the first wave of e-recruiting innovation was the creation of career solutions on corporate websites(Riya,K. 2019).
ReplyDeleteThank You Wasantha, Brewster et. al. (2008), mentions some reasons for its popularity in E-recruitment.
Delete1. Widen recruitment sourcing at relatively low cost
a) Fixed cost of designing a website have been incurred, the marginal cost of further website visitor is mostly zero.
b) At present internet user has grown highly, not only developed countries but also third world countries .So, now internet allows to firms reach potential applicants anywhere in the globe.
c) Similarly, now it is very easy for potential employees to apply for any kind of job and first stage is to fill a web form or email a copy of CV.