RECRUITMENT OF CANDIDATES

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Recruitment of Candidates

 

Types of Recruitment

Internal Recruitment Sources (Asbar,2012)

Transfers

Promotions

Employee Referrals

Internal Advertisements and Job posting

Previous applicants

 

sources of recruitment are readily available to an organization (Asbar,2012).

 

Promotions refers to advancement of the employees by evaluating their job performance (Gusdorf, 2008).

Transfer refers to interchanging from one job to another without any change in the designation and responsibilities (Aswathappa,2010).

Employee referrals is an operative way of sourcing the candidate at a low cost (Gusdorf, 2008).

Reemployment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern (Aswathappa,2010).  

 

There are situations when ex-employees provide unsolicited applications also. Choosing someone internally from the workplace itself is internal recruitment and this can be done through performance evaluation, employee skill book and succession planning (Absar, 2012).

  

External Recruitment Sources

 

External source of recruitment refers to hiring of employees outside the organization. But it involves a lot of time and money. (Absar,2012).

As per Armstrong (2010) recruiting externally is a common practice. He further states some of the external recruitment methods as follows (Amstrong,2010).

 

Direct recruitment – factory gate recruitments.

 

Employment Agencies-Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as 'head-hunters.

 

Advertisements –Job vacancy is displayed print and electronic media (newspapers, magazines, websites)

 

Campus Recruitments (academic places)-organizations visit technical, management, professional institutions for recruiting students.

 

Executive search consultants -Source well-qualified candidates who would not necessarily respond to other media.

 

These include recruiting directly, advertising, through agencies involved in employing, contractors, recommendations and academic places (Cordner & Cordner, 2011).

 

Through external recruitment, although a wide variety of candidates are available for the management, the personal and attitudinal background of the candidate is not identifiable and hence the identification of the perfect match for the organization’s culture and system would be a challenge (Omolo, et al., 2012).

  

I work for one of the leading bank and they are using some of the internal and external sources to recruit the employees.

Management Trainees –either internal employees or qualified degree holders from outsides

Outsourced staff/ data entry operators/typists – recruit from outsourced agencies like Management Link /Global HR Solutions.

However, for the maximum possible extent, the suitable recruitment method should be used in minimizing the challenges faced in the process and in an effort to recruit the most suitable candidate for the organization. After the recruitment process, the right candidate should be selected using a wide range of selection methods.

 

REFERENCES

·        ASWATHAPPA, K. 2010. Human Resource Management. Text and Cases. New Delhi : Tata Mcgraw Hill, 2010. 687 p. ISBN 978-0-07068-213-9.

·        Absar, M., (2012). Recruitment & selection practices in manufacturing firms in Bangladesh. Indian Journal of Industrial Relations, Volume Jan, pp. 436-49.

·        Armstrong, M. (2010). Armstrong's essential human resource management practice. London: Kogan Page.

·        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.

·        Myrna L. Gusdorf, (2008). Society for Human Resource Management. Myrna Gusdorf, MBA, SPHR

·        Omolo, J., Oginda, M. and Oso, W., (2012). Effect of recruitment and selection of employees on the performance of small and medium enterprises in Kisumu municipality, Kenya. International Journal of Human Resource Studies, 2(3), p. 139.

 

 

 

Comments

  1. Dineth PereraNovember 28, 2021 at 2:44 AM

    Hi lakshan adding to your points, Direct recruitment is source from outside the company. But there's a lot of time and money involved for this process. External recruitment sources include- educational institutions, advertising, employment agencies, job exchanges, labor contractors, recommendations, factory gate recruitments(Anand et al., 2018).

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 19, 2021 at 6:15 AM

      Hi Dineth, Thank you for the comments. According to Armstrong (2006) , a highly entrepreneurial company operating in turbulent conditions, or one which has just started up, will probably rely almost entirely on external recruitment.

      Delete
  2. Nirmika FernandoDecember 1, 2021 at 10:12 AM

    Hi Lakshan, Agreed with your points; furthermore, Choosing someone internally from the workplace itself is internal recruitment, and this can be done through performance evaluation, employee skill book and succession planning (Absar, 2012). promoting a currently existing member in the workplace to a higher position, making a temporary member to a permanent member in the workplace, hiring a retired worker to work part-time or as a freelancer, or the free position being advertised within the company are some internal recruitment methods (Schultz & Schultz, 2015). External recruitment is recruiting new blood to the organisation. These include recruiting directly, casual callers, advertising, through agencies involved in employing contractors, recommendations and academic places (Cordner & Cordner, 2011).

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 19, 2021 at 6:53 AM

      Hi Nirmika, Thank you for the comments. Further organization needs to decide on the degree to which it ‘makes or buys’ talented people, to what extent it should grow its own talent and how much it should rely on external recruitment (bringing ‘fresh blood’ into the organization). The policy may be to recruit potentially high performers who will be good at their present job and are rewarded accordingly (Armstrong and Taylor,2014).

      Delete
  3. AmilaDecember 7, 2021 at 6:26 PM

    Agreed, recruitment is about hiring and choosing the right employees while choosing the right employees takes place (Walker, 2009). The success and growth of an organization depends on the candidates recruited.

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 19, 2021 at 7:27 AM

      Hi Amila, Thank you for the comments. By hiring and developing more talented staff and by extending their skills base. Resource-based strategy is therefore concerned with the enhancement of the human or intellectual capital of the firm (Boxall, 1996).

      Delete
  4. Gihan AmaratungaDecember 15, 2021 at 12:29 AM

    Hi Lakshan. Nicely written article. Most of the companies, prefer to hire experienced people due to various reasons. Aside from the cost savings, train, and keep less experienced people, the advantages of hiring a more dependable and consistent staff are worth considering (Johannessen, et al., 2020).

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 19, 2021 at 7:34 AM

      Hi Gihan, Thank you for the comments. Further number of lists of ‘best practices’ have been produced, the most quoted being by Pfeffer (1998) such as employment security, selective hiring, self-managed teams and high compensation contingent on performance.

      Delete
  5. Upeksha PathiranaDecember 16, 2021 at 8:20 PM

    Well said Lakshan. Recruitment strategy is a formal company plan that lays out of course of action for identifying , recruiting, hiring and retaining top talent (Bailey Reiners,2021).

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 19, 2021 at 7:41 AM

      Hi Upeksha, Thank you and agreed. The effectiveness has primarily been assessed by examining the rates of turnover, job survival and job performance along with organizational issues such as referrals by current personnel, in-house job postings, and there-hiring of former employees (Zottoli & Wanous, 2000).

      Delete
  6. Ravi Dissanayake, PhDDecember 25, 2021 at 1:49 AM

    The job description defines the knowledge, skills and abilities (KSAs) required to perform the role, as well as the education, training, qualifications and experience required to acquire the required KSAs. Therefore, formulating correct job specifications is critical. Job descriptions can be described under the following headings: Knowledge, skills and abilities, behavioral skills, qualifications and training, experience, specific requirements and special requirements such as travel, unsocial working hours, mobility.

    Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management practice.

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 25, 2021 at 6:11 PM

      Hi Ravi, thank you for the valuable comments. Further adding to that key KSA and competencies parts of a person specification for an HR recruitment adviser is Knowledge of all aspects of recruitment such as sources of recruits, Skills and abilities in interviewing techniques and test administration and able to relate well to others and use interpersonal skills to achieve desired objectives and able to influence the behavior and decisions of people on matters concerning recruitment and other HR or individual issues (Armstrong and Taylor,2014).

      Delete
  7. Surangi PereraDecember 25, 2021 at 5:29 PM

    Much wanted blog, Further to your points, while recruitment is the process of recognizing and attracting potential candidates from within and outside an organization to begin evaluating them for future employment, selection begins when the right calibre of candidates are identified (Walker, 2009).

    ReplyDelete
    Replies
    1. Lakshan SamaranayakaDecember 25, 2021 at 6:18 PM

      Hi Surangi, thank you for the comments and further, Boxall (1998) revealed that firms which recruit and retain exceptional individuals have the capability of generating human capital advantage. According to Sparrow et al., (2002), technology and capital can be learned by most firms any time, for a price, but it is not easy to get a ready pool of highly qualified and motivated employees.

      Delete

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