[3].The Impact of Effective Selection criteria on Organizational performance
Source: (Krell, 2015)
Recruitment process is set
of activities which need to be followed when selecting an potential employee
for organizational job vacancy (Saviour, Kofi,
Yao and Letsa, 2016).The benefits of having proper
recruitment activities can be filtered the suitable candidates to make fulfil
the organizational needs. It leads to choose the right candidate, for the right
job at the right time. There are numerous methods of recruitment which can be separated into two major
sources such as Internal and external recruitment
Sources of Recruitment
Figure1
Source:
Internal Recruitment
The
term ‘Internal Recruitment’ is
the process of selecting the employees to a new position within the same
organization by considering the employees’ performance evaluation, length of
service, experience, of the current job role, seniority, employee
skill book and succession planning
Below Video 1.0 will discuss the methods
of the Internal Recruitment Process
Video 1.0 : Internal Recruitment
Source:
Sources of Internal Recruitment
Figure 2
Internal promotion is a selection method where
the organization's current employees are the candidates
Job postings
The company announces the job opening internally
without advertising it outside, and only current employees with the relevant
skill set are permitted to apply
Transfers
Transfer involves moving of an employee from one
job to another without any drastic change in responsibilities and status of
employee
External Recruitment
External recruitment opens the opportunity for external employees to apply for the available job opening. This could be considered if potential candidate is not available within the organization. The main benefit of the external recruitment is to attracting candidates with fresh ideas and new skill set (Cappelli, 2008). This procedure, however, can be time consuming and costly. External recruitment sources can be advertisement, employment exchange, employment agencies, education institute, private contractors, and recommendations (Saviour, Kofi,Yao and Letsa, 2016).
Sources of External Recruitment
Figure 3
Source: (Saviour, Kofi, Yao and Letsa, 2016)
- Press Advertisement-The press advertisement is one of the most common and preferred techniques for external recruitment since it provides a detailed description of the organization, the job description, and the required skills and experience for the available job (Al Azzam A & Jaradat, 2014).
- Campus Interviews-This is the best way to find students and
freshers who do not have industrial experience before. The organization visits
campuses and picks up the cream of the crop based on individual performance
through various interviews and aptitude tests. The selection board hands over
the offer letter to those who are aligned with the organizational needs
- Placement Agencies-This comes as a middle layer between the employee and the employer. The placement agencies provide employee profiles to organizations based on their job requirements. The agencies get paid commission based on the signed contract agreement, if they hire the right candidates from the given list for the particular job (Al Azzam A & Jaradat, 2014).
- Walk in Interviews-According to Louw (2013), an applicant can participate for the interview without having any prior appointment. Generally, organization schedule walk in interview on the specific date and time slot for the initial screening of applicant. The three forms of interviews are organized, semi-structured, and unstructured.
- Employee referrals-The existing employee can recommend a suitable employee from outside of the company, for a particular job vacancy and often gets rewarded with incentives and bonuses if they hire the recommended candidate (Saviour, Kofi, Yao and Letsa, 2016).
- E-Recruitment-As mentioned by Cappelli (2001) it is a more cost-effective and time-saving way of advertising. Employees can upload their resumes to electronic sites and allow recruiters to find them. The organization which I work at mostly uses the E-recruitment method to recruit employees.
Figure 4
Percentage of organizations using various external recruitment strategies
Source:
The company I work for is a leading software company in Sri Lanka which
does internal sourcing as the major source in terms of recruiting. Therefore,
existing employees are promoted to next-level positions faster, which will help
to reduce the retention of the employees. And employees work efficiently and
productively to further their professional development within the organization.
Apart from that, other external common methods are used, such as E-recruitment,
advertisements, and campus interviews, which will help to fill the company's
skill gap and boost the organizational climate patterns.
References
A
Absar, M. (2012). Recruitment & selection practices in manufacturing firms
in Bangladesh. Indian
Journal of Industrial Relations, 47(3), pp.436-449 [Online].Available at
https://www.jstor.org/stable/23267335. Accessed on 29th July
2021.
Al Azzam A & Jaradat. (2014). IMPACT
OF HR RECRUITMENT PROCESS ON JORDANIAN UNIVERSITIES EFFECTIVENESS.
Global Journal of Human Resource
Management, 2(1),
pp.16-29 [Online]. Available at
https://www.eajournals.org/wp-content/uploads/Impact-of-HR-recruitment-process-on-Jordanian-universities-effectiveness..pdf.
Accessed on 28th July 2021.
Cappelli,
P. (2001). Making the Most of On-Line Recruiting. Harvard
Business Review Home [Online].Available at
https://hbr.org/2001/03/making-the-most-of-on-line-recruiting. Accessed
on 01st August 2021.
Cappelli, P. (2008). Talent on Demand: Managing Talent in an Age of Uncertainty. Boston, Harvard Business Press [Online].Available at https://scholar.google.com.sg/scholar?q=Cappelli,+P.+(2008).+Talent+on+Demand:+Managing+Talent+in+an+Age+of+Uncertainty.+Boston,+Harvard&hl=en&as_sdt=0&as_vis=1&oi=scholart. Accessed on 03rd August 2021.
DeCenzo, D. (2012). Personnel/Human Resource Management (11th
ed.). NJ: John Wiley & Sons, Inc.Gokuladas, V. (2010). Factors that influence first‐career choice of
undergraduate engineers in software services companies A south Indian
experience". Career Development International, 15(2)
[Online].Available at https://doi.org/10.1108/13620431011040941. Accessed
on 03rd August 2021.
Gregg,
U. (2019). Internal Recruitment. [Video]. Available at
https://www.youtube.com/watch?v=4XIMh-O7n7g Accessed on 06th August
2021 Islam, M. (2014). Green Recruitment and Selection Process Model:Evidence
from the Banking Sector of Bangladesh. Green Recruitment and Selection
Process Model.[Online].Available at
https://www.researchgate.net/publication/316476022. Accessed on 06th August
2021.
Krell, E. (2015). Weighing Internal vs. External Hires.
(E. Krell, Producer) .SHRM. Online].Available at
https://www.shrm.org/hr-today/news/hr-magazine/pages/010215-hiring.aspx.
Accessed on 08th August 2021.
Louw, G. (2013). Exploring recruitment and selection
trends in the Eastern Cape. SA Journal of Human Resource Management/SA
Tydskrif vir Menslikehulpbronbestuur, 11(1). [Online].Available at
https://sajhrm.co.za/index.php/sajhrm/article/view/319/660. Accessed on
10th August 2021.
Saviour ,A,Kofi, A,Yao,B and Letsa. (2016). The Impact of
Effective Recruitment and Selection Practice on Organizational Performance (A
Case Study at University of Ghana. Global Journal of Management and
Business Research: A Administration and Management, 16 I(11).
[Online].Available at https://globaljournals.org/GJMBR_Volume16/3-The-Impact-of-Effective-Recruitment.pdf.
Accessed on 13th August 2021.
Shammot, M. (2014). The role of human resources management
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realization of competitive advantage. African Journal of Business
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on 11th August 2021.
Tomčíková, L. (2016). The effective recruitment and
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[Online].Available at
http://exclusiveejournal.sk/files/files/10/64/25/cb5cae0d6c1a414b8e83d629f14bf20e/cb5cae0d6c1a414b8e83d629f14bf20e.pdf.
Accessed on 14th August 2021.
Most of the time these days external recruitment are done through online. Do you think is this correct way or do we need physical interviews for better understanding for new staff
ReplyDeleteHi Sumeera,
DeleteVirtual interviewing became essential in 2020 for most companies when in-person job interviews were suddenly stopped due to social distancing orders.
There are pros and cons available for both two interviewing methods.
"Some candidates aren't able to easily travel due to any number of circumstances, and virtual interviews allow them a level of flexibility," Buchenroth said. For positions with several rounds of interviews, a predominantly virtual approach also works well(shrm.org,2020).
"Some candidates aren't able to easily travel due to any number of circumstances, and virtual interviews allow them a level of flexibility," Buchenroth said.
Blogpost well-aligned all the details. In addition, The organization needs a holistic understanding of the recruitment process and a legitimate framework and the recruitment process aligned to fulfil organizational future goals must (Breaugh and Starke, 2000).
ReplyDeleteThank you Amila. When it comes to employee selection and recruitment, job analysis is one of the most important issues, as it allows firms to select the best candidate for the job. A job analysis is a tool for determining the knowledge, skills, talents, and other needs that each Organisational role requires in order to perform effectively Anderson and Caldwell, 2018).
DeleteAgreed with the given scenarios and arguments. On the other hand, there are number of challenges identified by the surveys done for the recruitment selection of workers which can be includes as poor HR Planning, ineffective job analysis, cost for recruitment and selection, lack of HR Department and poor working conditions of workers, so it was recommended to reflect the real requirement of the job before recruiting or selection take place(Adu-Darkoh, 2014).
ReplyDeleteThank you Thshari.In some situations, the recruitment process will fail to provide individuals who meet the job's requirements (Djabatey, 2012). As a result, finding the best candidate from a pool of underqualified candidates will be difficult. In a case like this, the best candidate, not the most qualified for the job, would be chosen. The organization should also examine the candidate's learning and development capacity in this situation (Djabatey, 2012).
DeleteI agree with what you've said. Large firms, according to Srimannarayana (2006), are constantly developing and standardizing a rigorous selection process to choose the best possible people for their organizations, whilst small organizations typically satisfy them with an ordinary procedure to select their personnel. In reality, many small businesses hire individuals for unskilled positions without putting them through any of the official processes in the hiring process.
ReplyDeleteThank you Sampath. Employers choose only one or two selection methods, and not all selection methods to assess a wide variety of employee talents, due to the increased expenses connected with the selection processes. This will often overlook some of the job's requirements and result in the hiring of an incompatible person (Caers & Castelyns, 2011).For a small business owner, the recruitment procedure is difficult. In fact, it can be time-consuming and exhausting. Filtering through resumes might feel like an endless chore without an in-house HR team, and connecting with prospects just adds to the effort.
DeleteThank you Nimna.The selection methods must be fair and legitimate, and the human resources department must consider broader organisational goals (such as succession planning and future competence requirements) (Armstrong & Taylor, 2014).
ReplyDeleteEither internal or external selection, Chungyalpa and Karishma (2016) in their article about “Best Practices and Emerging Trends in Recruitment and Selection”, describe three main phases in selection process;
ReplyDelete-Job Analysis
-Manpower Planning
-Recruitment and Selection.
Thank you Udaya. When we talk about employee selection and recruitment, job analysis is one of the main topics, since this leads organizations to choose the most suitable person for the job. A Job analysis is a tool for determining the knowledge, skills, abilities, and other requirements that are required for each organizational role to function effectively.(Anderson and Caldwell, 2018).
Delete