Methods of Recruitment

 Identifying recruiting sources is a crucial phase in the recruitment process. Internal or external recruitment sources can be used in this regard, but most employ both, enhancing the odds of attracting individuals who are prepared and competitive. For an organization to grow and exist, both sources of recruiting must be used rationally (Kotey and Slade, 2005).

There are numerous ways of recruitment, but for the purpose of simplicity, it has been divided into two major categories (Gupta and Kumar, 2014).

·         Internal Recruitment

·         External Recruitment

Recruitment is the process of selecting, from among available applicants, those who are most likely to succeed in completely performing a task. Moreover, it is the process of obtaining all relevant information about candidates and using that information to determine which applications to hire. The selection process begins after an appropriate number of competent applicants are recognized through proper recruitment (Absar, 2012).

Small firm recruiting procedures to incorporate considerable use of media advertisements, government and private hiring agencies, employee recommendations, and unsolicited applications. Recruitment in the United Kingdom is primarily done through informal channels and networks based on prior knowing of the candidate by the owner, management, or trusted workers (Kotey and Slade, 2005).

·         Internal Recruitment

Internal recruiting refers to the use of the internal labour market. This mainly refers to organizations’ initiatives and efforts to fill vacant vacancies with people who are already employed by the organization. Internal recruitment strategies have a favourable impact on employee performance. When promotions and lateral transfers are effectively managed, they substantially improve employee performance. All internal recruiting approaches should be participative in character, so that institutions may profit from both existing and potential beneficiaries' performance (Muhereza, 2015).

Generally, internal sources of recruiting comprise current employees and employee recommendations. Professional associations, newspaper adverts, university recruiting, unsolicited candidates, management consulting companies, and the internet are all sources of potential sources of recruitment. (Absar, 2012).

Internal recruiting allows managers to monitor employees for a certain amount of time in order to assess each individual's potential and workplace performance. An organization that promotes its own personnel in newly accessible positions and/or new firms may provide additional motivation for employees. Recruitment within the organization can be especially effective if the organization has already recruited talented personnel with a high potential (Muhereza, 2015).

·         External Recruitment

External recruiting organizations are utilized when it is believed that the internal recruitment process will not provide a suitable candidate for a specific job. External recruiting must be properly planned and organized, and it is extremely crucial for fast-growing organizations or those with a substantial need for highly skilled employees  (Muscalu, 2015)

In general, hiring is one of the most essential choices a company makes. When an employer fills a vacancy with one of its own employees (through promotion or lateral transfer), it foregoes the option to acquire a new employee from outside the company. Despite the fact that both internal and external hiring strategies are employed, corporations usually favour insiders. Internal and external recruits have distinct features (such as skill levels), as do the employers who make each sort of recruiting decision. Understanding these characteristics aids companies in developing and implementing recruiting strategies that are appropriate for their organizations (California State University East Bay and DeVaro, 2016).

References

·         Absar, M.M.N. (2012) ‘Recruitment & Selection Practices in Manufacturing Firms in Bangladesh’, Indian Journal of Industrial Relations, 47(3), pp. 436–449.

·         California State University East Bay and DeVaro, J. (2016) ‘Internal hiring or external recruitment?’, IZA World of Labor [Preprint]. doi:10.15185/izawol.237.

·         Gupta, A. and Kumar, S. (2014) ‘A Study On Recruitment & Selection Process With Reference’. doi:10.13140/2.1.2424.0320.

·         Kotey, B. and Slade, P. (2005) ‘Formal Human Resource Management Practices in Small Growing Firms*’, Journal of Small Business Management, 43(1), pp. 16–40. doi:10.1111/j.1540-627X.2004.00123.x.

·         Muhereza, I. J., 2015. Internal Recruitment and Employee Performance in Security. Uganda, s.n.

·         Muscalu, E., 2015. Sources of Human Resources. Management and Economics, 3(79), pp. 351-359.

Comments

  1. Don upulMay 2, 2022 at 3:00 AM


    According to Gaupp-Berghausen et al.,( 2019) It was discovered that using a mixed recruitment method was quite beneficial in generating a high participation rate. Rebro, which likewise used random sampling to recruit participants, had the greatest attrition rate and the lowest average amount of questionnaires completed per participant.
    According to Gaupp-Berghausen et al.,( 2019) Although direct face-to-face interactions (for example, street recruitment) were extremely effective in terms of the number of recruited participants, recruiting people using social media (primarily Facebook) was not only effective but also time-efficient.
    Reference
    Gaupp-Berghausen, M., Raser, E., Anaya-Boig, E., Avila-Palencia, I., de Nazelle, A., Dons, E., Franzen, H., Gerike, R., Götschi, T., Iacorossi, F., Hössinger, R., Nieuwenhuijsen, M., Rojas-Rueda, D., Sanchez, J., Smeds, E., Deforth, M., Standaert, A., Stigell, E., Cole-Hunter, T. and Int Panis, L. (2019). Evaluation of Different Recruitment Methods: Longitudinal, Web-Based, Pan-European Physical Activity Through Sustainable Transport Approaches (PASTA) Project. Journal of Medical Internet Research,

    ReplyDelete
  2. Naomi KalageMay 5, 2022 at 9:13 AM


    I agree on the facts on this article and would like to add some more insight on internal and external hiring .DeVaroWhen(2020) has stated, “Choosing between internal and external hiring, managers must consider their own organizational environment, the nature of the job and its level within the organization's job hierarchy, characteristics of the firm and industry, and the interaction of internal and external hiring policies and other practices in a firm's human resources management system. Hiring practices are also relevant for retention policies, because one firm's poached manager is another's external hire. Whether the job is a promotion or a horizontal transfer (meaning the job changes but the rank does not) is also relevant. The extent of external hiring also affects workers’ incentives, because promotions are harder to achieve when the competition includes outsiders. This overview of what is (and is not) known about internal and external hiring can equip managers to design and manage effective hiring policies in their organizations”.

    ReplyDelete
    Replies
    1. Theekshana KariyawasamMay 6, 2022 at 12:03 PM

      Agree with your comment, Internal recruitment is cost efficient, to support employee satisfaction and moral. Spend some time in the recruitment or Encourage current employees before looking outside the company for talent (Abdullah &Rahman, 2015).
      External recruitment is Competent competitors are included to apply for job position. This Source is generally used to make recruitment for passage level occupations and skilled employments (Khan & Abdullah, 2019). Or recruiting candidates from outsourcing agenesis etc. are called as external sources of recruitment (Anwar & Abdullah,2021)

      Delete
  3. Usama IqbalMay 7, 2022 at 2:29 AM

    Agreed on the discussion and add more info to the topic, The organization’s choice of a particular method of external recruitment to effectively “get its message across” to external candidates, can make all the difference to the success of recruiting efforts. The advantages of recruiting outside the organization must be weighed against the advantages of recruiting inside the organization (Riya K, 2022).

    ReplyDelete
  4. RIFKY AMMMay 13, 2022 at 2:04 PM

    Cable and Turban’s cited in Van Hoye, G., (2012) recent theory-driven taxonomy to identify four major types of recruitment sources (recruitment advertising, recruitment events, publicity, and word-of-mouth) .

    ReplyDelete

Post a Comment

Popular posts from this blog

Challenges in Recruitment & Selection

Image
 One of the most significant truisms in human resource management is that the personnel process is a system. As a result, it is critical to approach human resource management as part of a much larger cultural and political setting that impact (or even dictate) personnel decisions (Lavigna and Hays, 2004). ·          Approaches for Identifying Challenges The Applicant Attribution-Reaction Theory (AART) is a framework that was used when it comes to identifying challenges in the recruitment & selection process ( Ployhart & Harold, 2004) . Ployhart and Harold's AART approach integrated attribution theory with applicant responses. The core concept of AART was that the employee selection process was governed by an attributional process in the form of the applicant's reply. This was primarily concerned with applicants' reactions to the four primary aspects of selection judgments, as Figure 1. Furthermore, since questions were presented to ...
Read more

Use of Maslow’s Hierarchy of Needs Theory in Motivating Employees

Image
 Motivation is one of the most important factors in increasing productivity, boosting performance, gaining a sustainable competitive advantage, and achieving organizational goals at the lowest possible cost. It is a close factor relating to terms such as formal authority, charisma, rewards, and punishment: and indeed, a key factor in management that is frequently overlooked. As a matter of fact, motivation becomes an essential tool for increasing productivity with limited financial resources. Many theories have been proposed, and much research has been conducted on motivation for analysis purposes (Jonas, 2016). Maslow’s Hierarchy of Needs Maslow's Need Theory is said to be one of the foundational principles of psychology, and it has been applied to a variety of fields such as organizational behavior, organizational & behavioral economics, and management studies and beyond. It has been applied in the fields of organizational behavior, organizational economics, and mana...
Read more

E-Recruitment & Selection Process

Image
E-Recruitment & Selection Process   The use of information and communication technologies has transformed many organizations’ e-recruitment and selection functions, particularly by transforming it into a time- and space-independent process of sourcing and evaluating candidates. Organizations use websites, social media, and job portals to source candidates, and computerized and online assessment tools are used to select the best-qualified candidates. Similarly, their communication with job seekers has moved to cyberspace and is frequently performed through applicant tracking systems, where hiring managers track and evaluate candidates using mobile technologies (Holm and Haahr, 2018) . Evolution of E-Recruitment E-recruitment has been a topic of discussion for the past ten years. The internet is regarded as the most recent tool for hiring. It is a global revolution that is rapidly spreading the world of job hunting and hiring. The terms online recruitment, e-recruitment, cyber cr...
Read more