Employee Recruitment

 

EMPLOYEE RESOURCING:

Employee Recruitment

Recruitment involves seeking and attracting a pool of people from which qualified candidates for job vacancies can be chosen. According to Hamza et al (2021), Recruitment is the process of discovering or selecting and hiring or best-qualified candidates from inside or the process by which organizations locate and attract individuals to fill job vacancies. According to Devi & Banu (2014), The process of finding and hiring the best qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee into the organization.

Process of Recruitment

According to Oyadiran et al (2023), the Quality of an organization's human resources (HR)  determines its success or failure,  recruitment continues as one of the most essential responsibilities of HRM. Further, it stated the process of recruitment begins with,

1.     Identification of Job Vacancies: the first step in the recruitment process would be to identify what number of vacancies exist, where and in what positions in the organization, and by when you need to fill them.

2.      Preparation of Job Description and Job Specification: The JD will be a detailed statement of the job title, location, a summary of duties to be performed, responsibilities and authority, and key performance indicators. The JS will specify what type of person will be identified as suitable for the job.

3.      Decide on the best recruitment method: decide on internal or external recruitment to proceed based on the importance organization deciding the most appropriate method of recruitment.

4.      Implementation of recruitment: once decided on the most appropriate method of recruitment, can go ahead and implement the recruitment process.

For example: if you have decided to recruit through job advertising, you should get the advertisement designed, based on your requirements, and make sure that it appears in the papers on the specific date that you have decided so.

5.   Evaluate recruitment: it is very important to evaluate your recruitment in order to correct any shortcomings in your future recruitments and also to evaluate and see whether the recruitment methods that you used were best indeed the best.

Methods of Recruitment

There are many different methods available for recruiting personnel and mainly can be classified into internal and external recruitment methods (Muduli & Trivedi, 2020). The Internal sources relate to an organization’s policy in finding employees from within the organization to fill particular vacancies. In this regard, an organization should have a good idea of the strengths and weaknesses of its employees. And external recruiting is often needed in organizations that are growing rapidly or that have a large demand for technical, skilled or managerial employees (Shanfari & Banu, 2019). The below table presents the sources of internal and external recruitment sources can be used.

According to Abbas et al (2021), the advantages of internal and external recruitment methods can be compared as below.

Advantages of Internal Sources	Advantages of External Sources
1.      Familiarity: The Organization knows the abilities and skills as well as the weaknesses of the likely candidates since they are insiders.	Wider Options: More people to select from.
2.      Better utilization of internal talent: Reliance on internal recruitment enables the enterprise to make the best use of the capabilities of its employees.	Infusion of new blood: People with new ideas and different ways of seeing things.
3.      Economy: The cost of recruiting internal employees is minimal.	Element of Competition
4.      Motivational Value: Internal recruitment is a source of encouragement and motivation for employees as it enables career advancement within the organization.	Easy to change existing defective systems.

 

The Recruitment Interview

The Recruitment interview can be viewed as either part of the recruitment process or part of the selection process. in this context the recruitment interview serves as part of the recruitment process and the first step in the selection process. the content and quality of the recruitment interview influence an applicant’s decision to join an organization (Odeku, 2015).

However, according to Huffcutt (2011), in spite of the importance of recruitment interviews, many interviewers have little or no training. Additionally, many interviewers acknowledge that they are looking for certain personality characteristics that may or may not relate to the successful performance of the job.

References

Abbas, S, I., Sayed, M, H, S. & Othman, Y, H (2021). Critical Review of Recruitment and Selection Methods: Understanding the Current Practices, Annals of Contemporary Developments in Management and HR, (Online), Available at: https://www.researchgate.net/publication/353648009_Critical_Review_of_Recruitment_and_Selection_Methods_Understanding_the_Current_Practices [Accessed on 28^th March 2024]

Devi, B, R. & Banu, P, V (2014) Introduction to Recruitment, SSRG International Journal of Economics and Management Studies, Vol 1 (2), (Online), Available at: https://www.internationaljournalssrg.org/IJEMS/2014/Volume1-Issue2/IJEMS-V1I2P102.pdf [Accessed on 26^th March 2024]

Hamza, P, S., Othman, B, J., Gardi, B. & Soruguli, S (2021). Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance. International Journal of Engineering, Business and Management, Vol 5 (3), (Online), Available at: https://www.researchgate.net/publication/351779948_Recruitment_and_Selection_The_Relationship_between_Recruitment_and_Selection_with_Organizational_Performance [Accessed on 25th March 2024]

Huffcutt, A (2011). An Empirical Review of the Employment Interview Construct Literature, International Journal of Selection and Assessment, Vol 19 (1), (Online), Available at: https://www.researchgate.net/publication/228253889_An_Empirical_Review_of_the_Employment_Interview_Construct_Literature [Accessed on 29^th March 2024]

Muduli, A. & Trivedi, J, J (2020). Recruitment Methods, Recruitment outcomes and information credibility and sufficiency, (Online). Available at: https://www.researchgate.net/publication/340514158_Recruitment_methods_Recruitment_outcomes_and_Information_credibility_and_sufficiency [Accessed on 27^th March 2024]

Oyadiran, P, A., Ishaq, M, F. & Kola, A, A (2023). Effects of Recruitment and Selection Process on Performance in Organizations. International Journal of Human Resource Management and Humanities, Vol 1 (1), (Online), Available at: https://www.researchgate.net/publication/372992916_EFFECTS_OF_RECRUITMENT_AND_SELECTION_PROCESS_ON_PERFORMANCE_IN_ORGANISATIONS [Accessed on 27^th March 2024]

Odeku, K, O. (2015) The role of interviewers in Job effective recruitment and selection processes, Journal of Governance and Regulation, Vol 4 (1), (Online), Available at: https://www.researchgate.net/publication/311551477_The_role_of_interviewers_in_job_effective_recruitment_and_selection_processes [Accessed on 29^th March 2024]

Shanfari, R, J. & Banu, R (2019). Recruitment and Selection in Practice: A Qualitative Study, International Journal for Research in Engineering Applications and Management, (Online), Available at: https://www.ijream.org/papers/EGBPC2019004.pdf [Accessed on 28^th March 2024]