Recruitment

 

·        Recruitment

Researchers identify, in human resource management recruitment is the most critical & challenging activity (Khan,1991).

Before recruitment take place, it is essential for the manager to develop a comprehensive rational or need for a particular job with his\her area of supervision. Through this activity managers can provide guidance to other people who are engaging recruitment process (Khan, 1991).

 If an organization is able to recruit right people with the right knowledge abilities and skills in the right numbers at the right time, the organization easily deals with the opportunities & threats arising from there operating environment than competitors who are always struggling with their recruitments (Grace Karemu Gikera Kahara Veronese Marie jose, 2014).

·        Recruitment Process

Geoge & scott (2013) focus of the effectiveness of the recruitment process, effectiveness can measure how well organization utilize all available sources to recruit the most suitable employee. George & Scott interduce fallowing criteria to measure the effectiveness of the recruitment process. “Whether recruiters can recruit enough employees to full fill the organizational needs or not, how fast recruiters implement their recruitment process? whether line managers give their support with the prosses and are they happy about quality of the people hired? Are the recruiters’ employees happy about their job and whether they have intention to retain within the organization?” (George W.Bohlander Scott A.Snell, 2013).

 

Figure 1.0: The Recruitment Process



(Jane newell brown, ann swain, 2009)

 

1.      Recruitment Plan

Recruitment plan is prearranged schedule to hire people. Specially organizations are outlining all recruitment strategies and a step which companies will take to when filling a position (Jane newell brown, ann swain, 2009).

2.      Talent Search

Through the best talent attraction practices, organizations are able to search the best talent.  Through talent attraction practices companies can attract the best prospect candidates and organization should motivate prospects candidates to apply for the job (Jane newell brown, ann swain, 2009).

3.      Screening & short Listing

Basically, after the talent search, recruiters should screen applications and shortlist applications which are fulfilling the ideal requirements of the position. We can consider screen and shortlisting are simultaneous process (Jane newell brown, ann swain, 2009).

4.      Interviewing

The interview is the most familiar method of recruitment. the aim of interview is to identify the best candidates.  Through interviews companies can measure the level of candidates fit towards the organization.                                                                                                                      

An interview involves face to face discussion and it provide the best chance to identify the candidate by close contact. In most cases companies are using face to face discussion to check candidate’s skills and attitudes (Jane newell brown, ann swain, 2009).

 

·        Recruitment in practice.

Armstorng explains that, in some organization recruitment team faces some problem during their recruitment process because some vacancies are hard to fill and hard to find most suitable person to fill the vacancy in this situation recruiters should be more concern about applicants’ knowledge skills and attitudes to deal with the problem constructively it is necessary to take the fallowing actions: (armstrong, 2009).

 -Ensure that all possible candidates have been used.

 -Consider any ways in which the advertisement or web site entry could be made more attractive.

  -check the persons specifications is realistic-that recruitment have not been overstated.

  -Consider whether it might be necessary include the package offered to candidate-check market rates and ensure that the level of pay and benefits are competitive.

   -In discussion with line manager examine the possibility of reshaping the role to increase its attractiveness.

   -If the worse comes to the worst, discus with the manager alternative ways to carrying out the work with excessing staff (armstrong, 2009).

 

References

armstrong, M., 2009. Armstong's Handbook of Human Resourse Management Practices. 13th ed. s.l.:Kogan Page.

George W.Bohlander Scott A.Snell, 2013. Principles of Human resourses management. 5th ed. delhi: cengage learning India Private Limited.

Grace Karemu Gikera Kahara Veronese Marie jose, 2014. An analysis of the effect of employee recruitment strategies on employee retension at Equity Bank, Kenya. European journal of business and management, p. 96.

Jane newell brown, ann swain, 2009. The professional recruiter's handbook. 2nd ed. United states: Kogan page limited .

Khan, S., 1991. Selection and Placement. Managing service quality. An international journal, p. 201.

 

 

Comments

  1. Theekshana KariyawasamApril 26, 2022 at 8:34 AM

    Recruitment refers to the processes and actions that a company engages in with the primary goal of discovering and recruiting potential employees. A successful recruitment process will attract a significant number of competent applications as well as providing information so that ineligible applications can be identified (Breaugh and Starke, 2000).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 5:13 AM

      Yes. As an example companies are using successful recruitment process to attract large number of prospect candidates to build a talent pool. However, many organizations are trying to identify ‘pivotal talent pools’ through advance recruitment practices which refers to pools with high return on investment and center on the changes in the value of talent as opposed to the average value of talent (Boudreau & Ramstad, 2006).

      Delete
  2. Ravindu MaddumaarachchiMay 6, 2022 at 7:43 PM

    This is a very interesting blog about recruitment. In addition to this information, The resignation of an employee usually triggers the recruitment process, and the business attempts to fill the position. Other scenarios may necessitate recruitment, like the development and expansion of the organization. Organizations must plan ahead of time for recruitment rather than waiting until an employee resigns (Newell,2005).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 5:49 AM

      This comment has been removed by the author.

      Delete
    2. SadeepaliyanageMay 13, 2022 at 5:51 AM

      Exactly. Recruitment of employee affect most employee retention. The fair recruitment
      significantly affect employee retention and through proper recruitment process organization can replace new employees easily and can recruit the most suitable candidate for a particular vacancy (Janjua and Gulzar, 2014).

      Delete
  3. H Harshani SriyanthikaMay 7, 2022 at 2:06 AM

    “Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization”(Biswas, N., 2012). Like every other aspect of business, Recruitment and selection also depend on speed and accuracy (Borowska, C. S. & Wilczewska, M., 2018

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 5:57 AM

      Agreed. But not only searching candidates for employment. Recruitment process will help to enhance the performance of the entire organization as well as individuals. the implementation of recruitment which are not in accordance with the plan that
      has been set, will cause problems such as low performance, high levels of employee absenteeism, often too late, and others. With a good recruitment, it will pull in more qualified employee so the performance will also be safer (Patimah, 2015).

      Delete
  4. Piyumi DissanayakeMay 7, 2022 at 5:58 AM

    I Would like to add below note as well .one of the drawbacks of internal hiring is that it can attract applicants from employees who are unsuitable or unqualified for the job, although in their present role they may be good employees. A series of unsuccessful applications can be viewed by the employee as a criticism by management of his / her ability, with consequent adverse effects on the morale and productivity of the employee. An employee's application may also be considered a criticism of their performance by the present team leader, especially if the new position is merely a lateral transfer (Compton, Morrissey and Nankervis, 2009).

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 6:05 AM

      True. As an example many organizations are practicing blind selection practices. Before hiring managers selected candidates to interview, one working group company masked resume information related to applicant characteristics like race and gender. This proved to be very successful and resulted in a more diverse applicant pool (Tunggal and Setiawan, 2015).

      Delete
  5. Amal Ishantha DissanayekeMay 8, 2022 at 12:17 AM

    Research evidence seems to suggest that selection interviews are a very ineffective way of making decisions. Nonetheless, interviews retain their appeal as a selection technique and virtually all employers use interviews for all categories of staff(Bach,2005). To overcome the limitations of selection interviews, organizations now adopt other methods such as aptitude tests, IQ tests , psychometric tests coupled with interviews.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 6:18 AM

      Agreed. Other than mentioned techniques, organizations are developing structured and unstructured interviews with intelligence tests , assessment centers, comprehensive numerical tests to recruit the most suitable candidate rather than using tradition selection methods (Armstrong, 2012).

      Delete
  6. Don upulMay 9, 2022 at 10:54 AM

    According to Mrs. B Renuka Devi et al., (2014)THERE ARE THREE TYPES OF RECRUITMENT NEEDS.
    PLANNED, i.e. the demands resulting from organizational changes and retirement policy.
    TO BE EXPECTED Anticipated requirements are personnel moves that an organization can foresee by examining trends in the internal and external environment.
    UNPREDICTABLE
    Unexpected demands arise as a result of resignation, fatalities, accidents, and illness.
    Reference
    Mrs B Renuka Devi, Mrs P Vijaya Banu, Professor, A. and Head (2014). Introduction to Recruitment. http://www.internationaljournalssrg.org/IJEMS/2014/Volume1-Issue2/IJEMS-V1I2P102.pdf.

    ReplyDelete
    Replies
    1. SadeepaliyanageMay 13, 2022 at 6:26 AM

      Yes. To overcome unexpected demands, it is better to develop diversified talent pool. Talent pool has been described mostly as a pool of employees that display high potential and/or high performance (Mäkelä, Björkman, & Ehrnrooth, 2010). Hence better to develop high potential talent pool to meet unexpected demands.

      Delete
  7. SadeepaliyanageMay 13, 2022 at 3:57 AM

    Yes. Other than that, The most significant change in recruiting practices has been the rise in the use of online recruiting. Many organizations post job openings on their web sites or on specialized sites like Career Builder and Monster.com, and some accept only online
    applications, completely eliminating the hard-copy application (Myrna L. Gusdorf, 2008).

    ReplyDelete
  8. RIFKY AMMMay 13, 2022 at 12:35 PM

    Russell, S. and Brannan, M.J., (2016) say employee recruitment, selection, training and on-going
    monitoring is key to the alignment between behavior and brand image, and potentially
    represents a new ‘frontier for control’ for the employment relationship.

    ReplyDelete
  9. Employee Motivation ChathurikaMay 13, 2022 at 9:25 PM

    Agree with your comments, furthermore with e recruitment job seekers will be visible for all the organization who seek applicants to fullfill there vacant positions, therefore the potential customer can be located from anywhere in the world (Devaro, 2017).

    ReplyDelete
  10. Employee Motivation ChathurikaMay 13, 2022 at 9:33 PM

    Agreed, recruitment is the process of hiring qualified people for the available job vacancies (Ofori & Aryeetey, 2011). Although many people may apply for a job posting, only attracted individuals will be qualified for the job (Gamage, 2014) .

    ReplyDelete

Post a Comment

Popular posts from this blog

Employee Motivation

Image
Employee Motivation Motivation is the force that energizes, directs and sustains behavior. A motive is a reason for doing something and factors that influence people to behave in a certain way (Amstrong, 2012) . Motivation is a significant factor that urges people to give their best execution and help in arriving at big business objectives. Solid positive inspiration will empower the expanded yield of workers yet a negative inspiration will decrease their exhibition (Dr. Ankur & Jain Dr. Meenakshi Bindal, 2019). Motivation of employees in the workplace still remains one of the sensitive subjects that determine the level of input that employees will put into the organization to commit to good performance (Elizabeth Boye Kuranchie-Mensah & Kwesi Amponsah-Tawiah, 2016)   Types of Motivation A distinction is made between intrinsic and extrinsic motivation. Extrinsic motivation occurs when things are done to motivate people including incentives, increased pay, promotio...
Read more

Performance Management

Image
  Performance Management Performance management is a system that improves individual, team & organization performance. a strategic performance goal is to help the organization to achieve its business goals. From an individual point of view, performance management means getting the best result within an agreed framework of planned goals, standards & competency requirements  (Amstrong, 2012) . Objectives of performance management for individuals The focus on performance management for individuals is to improve the ability of people to achieve & exceed expectations to achieve their full capacity to gain a positive impact on themselves & the organization (Pulakos, 2004) . Goals of Performance Appraisal   Both organization and individual wants performance appraisal to meet their individual KPIs and organizational overall goals and objectives. In some cases, these objectives or goals are compatible, but in many cases, they are not. KPIs are important t...
Read more

Reward Management

Image
    Reward Management Reward management is concerned with the strategies, policies, and processes required to ensure that the value of people and the contribution they make to achieving an organizational goal is recognized and rewarded (Amstorng, 2012) . Literally, the term rewards can be defined as a particular monetary return, object, or event that an employee receives in exchange for his/her work or for having done something well (Franco-Santos, 2015) . Reward System The Total Reward System comprises the extrinsic and intrinsic reward mechanisms available to an employer to motivate, attract and retain employees. Different combinations of rewards will generate different employer-employee relationships (Franco-Santos, 2015) . ·          Reward Strategy Reward strategy sets out what the organization intends to do in the longer term to develop and implement reward policies, practices and processes which will further the achiev...
Read more