What is
Recruitment?
Recruitment
is the process establishing the best & most qualified a suitable pool of
candidates from which final selection is made. It is one function whole Human Resources
function and which is a continuous process in an organization. Because of,
1)
Staff
Departures,
Eg:- Employee’s
retirements/Sacking/ Employee’s Resignation
2)
Change
in business Location (A relocation often triggers the need for substantial
recruitment)
3)
Change
in Business requirements
Eg:-
New products/Markets/Expanded operations
4)
Promotions
Barber
(1998) defines Employee recruitment as “practices and activities carried on by
an organization for the purpose of identifying and attracting potential
employees”. Many large corporations have employee recruitment plans that are
designed to attract potential employees that are not only capable of filling
vacant positions but also add to the organization’s culture.
According
to Costello (2006) recruitment is described as the set of activities and
processes used to legally obtain a sufficient number of qualified people at the
right place and time so that the people and the organization can select each
other in their own best short and long term interests.
Jovanovic
(2004) said recruitment is a process of attracting a pool of high quality
applicants so as to select the best among them. For this reason, top performing
companies devoted considerable resources and energy to creating high quality
selection systems. Due to the fact that organizations are always fortified by
information technology to be more competitive, it is natural to also consider
utilizing this technology to re-organize the traditional recruitment and
selection process through proper decision techniques, with that both the
effectiveness and the efficiency of the processes can be increased and the
quality of the recruitment and selection decision improved.
Recruitment
is becoming more & more important in business.it should be done very carefully.
Because, always suitable people should be recruited for the company when
fulfill the vacancy. Though right peoples cannot be recruited, Organization’s
goal & objective will not be able to achieve as expected.
Recruitment
Methods
In an Organization, can be applied mainly two method for recruitment
process. With new technology and the rise of social media new ways to recruit
have emerged. Mainly, focused methods are;
Ø Internal
recruitment
Ø External
recruitment
Internal
Recruitment
This refers to the filling of job vacancies form within the
business-where existing employees are selected rather than employing someone
from outside. A business might decide that it already has the right people with
the right skills to do the job, particularly if its training and development
program has been effective. Source of internal recruitment as below;
I.
Promotions
II.
Department internal exam
III.
Intranets
IV.
Employees recommendation
V.
Transfer
VI.
Internal advertisements
VII.
Staff meetings
External
recruitment
The other
way organizations often recruit is external. When a company is recruiting
externally, they will often post their open job positions through several ways
to outside. Nowadays social media also plays an important role in external
recruitment. Another way to recruit externally is through
referral of current employees. When recruiting
externally, third parties may be used to outsource the recruitment process. Source of internal recruitment as below;
I.
Employment
Agencies
II.
Job
Centre
III.
Management
consultant
IV.
Campus
V.
Advertising
VI.
Government
funded training scheme
VII.
Walk
in interviews
Why is internal recruitment more
effective than external recruitment?
Source of
Internal recruitment further explanation
Promotion :-
Companies
can give promotion to existing employees. This method of recruitment
saves a lot of time, money and efforts because the company does not have
to train the existing employee. Since the employee has already worked with the
company. He is familiar with the working culture and working style. It is a
method of encouraging efficient workers.
Internal advertisement :-
In this
method vacancies in a particular branch are advertised in the notice
board. People who are interested are asked to apply for the job. The method
helps in obtaining people who are ready to shift to another branch of the same
company and it is also beneficial to people who want to shift to
another branch.
In this
method employees are asked to recommend people for jobs. Since the employee is
aware of the working conditions inside the company he will suggest people
who can adjust to the situation. The company is benefited because it
will obtain.
Transfer:-
Many
companies adopt transfer as a method of recruitment. The idea is to select
talented personnel from other branches of the company and transfer them to
branches where there is shortage of people.
Staff Meetings:-
If there
are vacancies to fulfill in the company, which is informed through the staff
meeting. So that, if someone is interesting that position, who can apply and
He/she has a good understanding about that position already.
Advantages
of internal recruitment:
1.
Gives
existing employees greater opportunity to advance their career in the business.
It will be motivation factor not only opportunity taken employee, but also
other employees. They will keep expectation to take somehow, suitable
opportunity for them.
2.
May
help to retain staff who might otherwise leave.
3.
Employee
should know more about the internal candidate’s ability. A little competition
will build up between internal candidates and company can select more efficient
and most suitable candidate for the position.
4.
Requires
a short introduction training period. If can be deployed an internal employee
who knows about company’s nature and other persons behaviors and company vision
& mission. No need to get extra effort for introduction about the
organization to recruited persons.
5.
Usually,
quicker & less expensive than recruiting from outside. When the company
goes towards profitability should be considered about the cost also. If doing
the external recruitment, an additional cost will have to be spent for the
recruitment. To advertise about vacancies through several ways (Papers
advertisement/Job bank/ Employment Agencies/ etc) and when candidates come to
the interview at couple of days hidden cost will be seen at external recruitment.
But if it is followed internal recruitment method relevant vacancies can
fulfill from less expensive.
6.
Most
important thing is time saving which can be seen at the internal recruitment.
Because, If have any vacancy in the company, Suitable candidate can be deployed
for the vacancy within short period. Right person already is in the company and
no need take more time to be finalized about the relevant position &
candidate. Already the company knows about him or her.
Disadvantages
of external recruitment:
1.
The
method is costly because it involves recruitment cost, selection, training
cost.
2.
The
method reduces loyalty to the company
3.
Some
internal employee can be demotivate and it might be a reason of some employee’s
responsibilities abandon.
4.
After
the recruitment from outside, training programs have to be conducted for the
new comers. It’s also additional cost and wasting the time.
5.
Without
proper study about the candidate, though wrong person is selected for the
vacancy, it will be directly effect to productivity. And also, if the company
do not know about candidate’s bad behaviors and attitudes, its may be spread in
other employee’s mind also. Ultimately it will be a disaster in the
organization.
Above mentioned
arguments show that internal recruitment is more effective than external recruitment.
References
Could get a clear view on recruitment process
ReplyDeleteShows that you have a clear idea about the topic. Good piece of writing Thanuj. Keep it up
ReplyDeleteIt is very informative and interesting for those who are interested in blogging field.
ReplyDeleteThanks to All
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