Undoubtedly,
every organization in this highly competitive context, tends to increase its profitability,
market share and to secure and sustain their existence. Thus, organizations are
in continuous search of new resources that would distinguish them from their
rivals. Due to the high competitiveness, organizations functioning in the same
industry may have access to similar nature of raw materials, plant and machinery,
financial services, vendors and even the customer base (Djabatey, 2012).
However, it is evident that the human resources who are employed only differentiate the organization from its competitors and help it grow and achieve the strategic goals (O'Meara & Petzall, 2013). As such recruitment of employees refers to the ability of an organization to attract a suitably qualified pool of candidates for a vacancy in a cost-effective and a timely manner (O'Meara & Petzall, 2013).
However, it is evident that the human resources who are employed only differentiate the organization from its competitors and help it grow and achieve the strategic goals (O'Meara & Petzall, 2013). As such recruitment of employees refers to the ability of an organization to attract a suitably qualified pool of candidates for a vacancy in a cost-effective and a timely manner (O'Meara & Petzall, 2013).
Whilst
there are numerous sources of recruitment, those can be broadly categorized
into two major categories namely Internal and External (Aswathappa, 2008).
Source: Gregg Learning, (2018)
As
described, Internal Recruitment method is where the organizations seek candidates
for the desired job roles from within the organization. According to Creedy and
Whitfield (1992), internal labour markets have the following characteristics.
- Employment Stability: Employers want to ensure the maximum utilization of their investment on human resources by providing the best of opportunities of growth to their employees. And this has a significant contribution towards reducing the labour turnover.
- Ports of entry: Opportunities to the internal labour market is from the lower levels and vacancies for higher levels are filled from within the organization, thus creating career opportunities for employees.
- Attachment of wages to jobs: Often the wages are paid based on the job classification rather than employee performance.
- Constrained wage adjustment: Typically, employers respond to labour shortages by reducing output and recruitment rather than increasing earnings.
Internal
sources of recruitment include present
employees, former employees, and employee referrals.
Present
employees can be given either promotions to higher positions or transfers without
promotions considering the avenues for future promotions. This has a
significant impact on employee motivation. Former employees can also be a source
of internal recruitment as some employees who have resigned or retired may be
willing to join back and this is a cost effective, less time-consuming method (Djabatey,
2012). Employee referrals are when the internal employees themselves acquaint
their friends and families to the company. A large number of potential
employees can be reached at once and at a low cost (Aswathappa, 2008).
External Recruitment
Whilst External
Recruitment processes can be more costly and time consuming, organization can choose
the best fit from a larger pool of potential employees which promotes
creativity and work place diversity. However, external recruitment may also demotivate the employees and orientation and subsequent training costs
will also increase (Compton et al.,2009).
Figure 2 : External Recruitment
methods
Source: Aswathappa, (2008).
According
to the above diagram, sources of external recruitment outnumber the internal
recruitment methods. This would pump in new blood to the organization and
promote innovations due to the ability of access at a mass scale (Aswathappa,
2008).
The
organization I work for, chooses walk in interviews, outsourcing agencies for
entry level staffing needs while internal recruitment methods are being used for
middle and senior management level requirements.
References
- Aswathappa , K (2008), Human Resource Management, Text and Cases , Delhi, Tata McGrew-Hill Publishing Company Limited.
- Compton, R., Morrissey, W., & Nankervis, A
(2009), Effective recruitment and selection practices (5th ed.,).
- Creedy, J and Whitfield, K (1992), Opening the
black box; Economic Analyses of internal labour markets, Journal of Industrial
Relations, 34 (3), 455-471.
- Djabatey, E., (2012). Recruitment And Selection Practices of Organisations, A Case Study Of Hfc Bank (Gh) Ltd. Commonwealth Executive Master Of Business Administration. Institute of Distance Learning, Kwame Nkrumah University of Science and Technology.
- Gregg Learning, 2018. Internal Recruiting
Methods. [video] Available at:
<https://www.youtube.com/watch?v=1dYomsPpPNU> [Accessed 12 May 2020].
- O'Meara, B. and Petzall, S., (2013). Handbook
of strategic recruitment and selection: a systems approach. Dec ed. Bingley:
Emerald Group Publishing.
Agreed with your views and according to the Kamran, et al. (2015) recruitment is the process which involves the attraction range of people who are the potential candidates that or wish to be chosen for the organization in the particular departments. This involves communicating with definite or potential job seekers, welcoming them to have a go at the opportunity and try to convince them to work for the organization in any means of the fields.
ReplyDeleteThank you Charitha. In addition to that (Mirza, 2008) says that Recruiting internal candidate is the best way idea that, organization can access candidates competences due to previous work actions, low cost, higher motivation and time saving.
DeleteAgree with you jinesh. Adding further, Selection is the process of picking or choosing the right candidate, who is most suitable for the job. It is the process of interviewing the candidates and evaluating their qualities, which are necessary for a specific job and then selection of the candidates is made for the right positions. The selection of right candidates for the right positions will help the organization to achieve its desired goals and objectives. When selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Recruitment and Selection, 2016).
ReplyDeleteThank you Dilusha.in addition to your comment, (Ofori & Aryeetey, 2011) says, when the wrong candidates are recruited, the costs incurred by the organisation are high and also a waste, therefore, rather than quantity, quality counts a lot, recruiting quality number of employees for the organizational success is vital
DeleteAgree. Further, Parry and Tyson (2008) say, the online recruitment method is widespread in modern HRM practices, as it provides convenience to both candidates and managements of the organizations, additionally, the online recruitment facilitates finding right skills and experienced in remote locations, even from opposite side of the world.
ReplyDeleteThank you Pushpa, additional to your comment , Henderson and Bowley (2010) state using social media during the recruitment campaign can affect the authenticity of the organization. Further, this source is very useful when reaching the young crowd.
DeleteAgreed with your view, in addition to this recruitment has become more vital of organizations in current context because attracting and selecting a proper candidate from outside is difficult and time consuming hence most of the organizations are practicing online recruitment which reduce time and cost further online and social media recruitment gives the real view of candidate thus organization could decide whether this person is suitable for organizations requirement and culture (Muduli and Trivedi, 2020).
ReplyDeleteI agree with you Elancgoan. E-recruitment is fast, cheap and wide-reaching tool compared to traditional recruitment methods. Besides, with the new technology candidates can be interviewed online via video interviewing software (Parry & Tyson, 2008).
DeleteAgree on your views. Apart from your views, Sheeba and Latha (2019) argues that, traditional methods of talent acquisition do not always yield good results while organizations should concentrate on various innovative recruitment methods like; open-ended job postings, gamification, go on the field and gigiatal tools (survey monkeys) to attract passive job seekers who are more competent for the available positions.
ReplyDeleteThank you for the comment.(El-Hadidi, 2015) says, while both internal and external sources of recruitment each have pros and cons, companies should first deliberate the factors that affect recruitment before deciding on the past. These include, but not limited to, labor market, company recruitment policies, size of the organization and competitors.
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ReplyDeleteWhen selection of the employees takes place, it is vital to ensure that they possess the desired qualifications, skills and abilities that are required to perform the job duties in a well-organized manner (Recruitment and Selection, 2016).
ReplyDeleteAs a latest recruiting method E-recruiting provides the opportunity to reach applicants wherever they are through their mobile devices. As an example, there is a survey which found that 68% of active job seekers used their mobile phones at least once a week to search for jobs (Glassdoor, 2013).
ReplyDelete