Any
organization must make sure that personnel chosen to work there are
trustworthy, capable of carrying out their responsibilities, and have the
possibility for professional progression, especially those operating in highly
competitive environments. Additionally, in order to support the company's
vision and goal, new hires must fit with the company's culture. Employers have
access to a wide range of selecting and recruiting tactics to make sure the
proper person is selected for any open position (Harky et al 2018).
Recruitment
Techniques
- Internal Sourcing
Internal sourcing is a very prevalent practice for the majority of senior positions. If this strategy is employed, the open position is publicized within the business or to certain employees who would be a fantastic fit for the role (Richason, 2017). Internal hiring is typically one of the best options since it gives employers the chance to select someone who is already familiar with the organization's culture and organizational structure and has a track record of success.
Second,
internal recruiting eliminates the need for further training and on boarding,
which may significantly lower the costs associated with replacing an employee
(Richason, 2017). The employer might be biased against some employees, which
could result in the selection of an unsuitable candidate for the position or,
on the other hand, the failure to consider a candidate who could succeed.
- External Sourcing
It's
safe to say that external sourcing is the most common approach to hiring. For external
hiring, positions are advertised in publications, job boards, and websites
(Richason, 2017). The individuals hired through the use of external sourcing
come from outside the business (Richason, 2017). External sourcing is typically
used to fill entry-level positions, however there are other jobs for which this
method of hiring works best. For instance, individuals who have never worked
for the organization before may provide a fresh perspective on particular
difficulties and present novel approaches to enhancing operations.
- Third-Party Sourcing.
Third-party
sourcing is the term used to describe the process of recruitment when positions
are marketed through head-hunters, placement agencies, and other particular
services (Richason, 2017). These techniques also provide some significant
advantages. For senior management positions, for instance, head-hunters can be
used to identify a highly experienced individual. Another benefit of this
approach is that the HR department may concentrate on selection while the third
party is responsible for search and selection. This hiring method has a
significant cost disadvantage because all recruiting companies are paid on
commission, and some positions may have much higher commission rates than
others.
Selection Techniques
For
both internal and external employment, HR specialists typically employ
comparable selection methods. Nevertheless, there can be variations based on
the position type and the applicant's prior employment.
- · Application Evaluation
Application
evaluation is the first step in every recruiting procedure. In the case of
external sourcing, an HR specialist reviews the CVs of job applicants to assess
whether they possess the necessary credentials and work history to fulfil the
requirements of the new function. In order to narrow down the candidates, HR
professionals may look for additional indicators, such as evidence of teamwork
abilities, contributions to a positive workplace culture, and more, given that
the qualifications and skills of the person currently employed in the company
have already been reviewed.
- ·
Interviews
Before
making a hiring choice, many businesses advise conducting at least one
in-person interview (Mayhew, 2017). When interviewing candidates from outside
the organization, it is common to ask about prior employment history, roles,
and other topics. On the other hand, for internal candidates, the interview
questions may be more focused and pertinent to the applicant's prior work with
the organization.
- ·
Testing
Testing
is an optional component of the hiring process, but it is necessary for
positions that demand a certain level of expertise in fields like engineering,
languages, or other specialized fields. The findings of the test is utilized by
the recruiter to back up the applicant's resume and interview testimony in
order to establish the applicant's suitability for the position (Brown, 2008).
- · Candidate Selection
The
selection of a single candidate who best meets the requirements of the post is
the last step in any selection process. Recruiters and managers compare the
outcomes of earlier selection processes at this step to decide who will receive
a job offer.
Overall,
the selection process is a crucial component of the work performed by HR
specialists because it guarantees that any new hires are fully qualified for
their positions and will mesh well with the company's culture. On the other
hand, various recruitment strategies enable the process to be modified in
accordance with the particulars of the position to be filled.
References
Brown, M. (2008), "Assessment Methods in Recruitment, Selection and Performance: A Manager's Guide to Psychometric Testing, Interviews and Assessment Centres"
Harky,
Yashar Fadhil Mohammed 2018. The
Significance of Recruitment
and Selection on Organizational Performance:
The Case of
Private owned Organizations in
Erbil, North of Iraq .
Mayhew,
R. (2017), Methods of HR selection techniques.
Richason,
O. E. IV. (2017). Methods of recruitment & selection.
Agreed Dulakshi. Further, the use of online recruiting portals, which are now the approach most favoured worldwide and used by every firm, greatly aids in attracting a solid talent pool (Slonim, 2013). This makes it simpler for applicants to apply for a position as well as for recruiters to find and screen prospects, track their applications, and either accept or reject their applications based on that information (Breaugh J, 2013).
ReplyDeleteThank you for response. However, E-recruitment, commonly referred to as online recruiting, is the process of locating, luring, evaluating, interviewing, and employing job prospects utilizing technology, particularly web-based resources ( Hosain et al, 2020). Which is a separate technique of recruitment and selection.
DeleteInteresting part was Recruitment techniques and Due to the paucity of research in the field of recruitment methods, we must look to literature from other fields to develop a theoretical framework( Kapur, 2018).And also the recruitment process begins by making potential candidates aware of open positions through several RMs, including advertisements, internet recruitment techniques, social media, etc( Kapur, 2018). These techniques serve as a means of communication for recruiters to present prospective candidates with useful and reliable job-related information, which in turn encourages those candidates to apply for the same position in a business( Kapur, 2018).
ReplyDeleteThank you and agree with our comment. In addition, to find and recruit qualified applicants to fill open positions, recruitment is used (Chang and Chin, 2018). For the purpose of obtaining qualified candidates, recruiters employ a variety of recruitment methods (RMs), including job advertisements (JA), online job and web portals, word-of-mouth, social media, etc. According to research, recruiters' intentions to use these methods depend on a number of pre-hire and post-hire outcomes, including the volume and caliber of applications, the speed with which positions are filled, the performance of new hires in their jobs after they start, and the applicants' commitment and satisfaction (Fisher et al., 2014;Wei et al., 2016). For instance, Fisher et al. (2014) discovered that recruiters like social media recruiting (SMR) since it is more efficient and fills positions quickly. Wei et al. (2016) discovered that because online portals are less expensive, they are more popular.
Delete