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MAIN METHODS OF RECRUITMENT

 

MAIN METHODS OF RECRUITMENT

According to Anwar & Abdullah, 2021, in the recruitment process, there are a several methods of recruitments but which are narrow to two main methods.

 

Internal Recruitment

Internal recruitment is cost efficient, support current employee satisfaction and moral. Encourage existing employees before looking outside the company for their talent, who works hard to get promoted, to take over the position deserved or desired. Promote within the organization involves less training and transition. (Demir, & Maroof, 2020)

 

External Recruitment

This Source is generally used to make recruitment for passage level occupations and skilled employments or recruiting candidates from outsourcing agenesis are called as external sources of recruitment (Khan & Abdullah, 2019). External recruitment in some case it is useful and beneficially like bringing new candidates, it brings new skills and new idea for the company but in some case, it has disadvantage like less experiencing because new employee will take too much time to learn rules and points on their job (Anwar & Abdullah, 2021).

 

EXTERNAL RECRUITMENT METHODS

Online Recruitment

Online or e-recruitment uses the internet to advertise or ‘post’ vacancies, provide information about jobs and the organization and enable e-mail communication to take place between employers and candidates. The latter can apply for jobs online and can e-mail application forms and their CVs to employers. Tests can be completed online (Demir, & Maroof, 2020).

 

Using Agencies and Job Centers

Most private agencies deal with secretarial and office staff. They are usually quick and effective but quite expensive. It can be cheaper to advertise or use the internet, especially when the company is in a buyer’s market. Shop around to find the agency that suits the organization’s needs at a reasonable cost. They produce unsuitable candidates from time to time but the risk is reduced if they are clear about the requirements.  Mamoria,C. & Gankar,V (2008).

Using Recruitment Consultants

According to Mamoria, & Gankar, (2008), recruitment consultants generally advertise, conduct interviews and produce a short-list. They provide expertise and reduce workload. When choosing a recruitment consultant organizations check reputation of them with other competitors and compare fees.

 

Using Executive Search Consultants

Use an executive search consultant for senior jobs where there are only a limited number of suitable people and a direct lead to them is wanted. Executive search consultants’s first approach their own contacts in the industry or profession concerned. The good ones have an extensive range of contacts and their own data bank. They will also have researchers who will identify suitable people who may fit the speciation or can provide a lead to someone else who may be suitable. (Mamoria, & Gankar, 2008).

 

Educational and Training Establishments

According to Anwar & Abdullah, (2021), many jobs can be filled by school leavers. For some organizations, the major source of recruits for training schemes will be universities and training establishments, as well as schools. Graduate recruitment is a major annual exercise for some companies, which go to great efforts to produce glossy brochures, visit campuses and use elaborate sifting and selection procedures.

References

·       Anwar, G., & Abdullah, N. (2021), Inspiring future entrepreneurs: The effect of experiential learning on the entrepreneurial intention new recruitment at higher education. International Journal of Social Sciences, pp. 6-10.

·   Anwar, K., & Qadir, G. (2017), A Study of the Relationship between Work Engagement and Job Satisfaction in Private Companies in Kurdistan. International Journal of Advanced Engineering, Management and Science, pp.139-146.

·       Anwar, G. & Abdullah, N. (2021),The impact of Human resource management practice on Organizational performance. Journal of Business and Management pp.5-9.

·       Demir, A. & Maroof, L. (2020), "The role of E-service quality in shaping online meeting platforms, Journal of Applied Research in Higher Education. pp. 74-8. 

·       Khan, S.  & Abdullah, N. (2019), The impact of staff training and development on productivity. Economics, Management and Sustainability, pp.37-45.

●      Mamoria,C. & Gankar,V (2008), Human Resources & Personnel Management, Himalaya Publication, pp. 16-30.

 


Comments

  1. Asitha GalhenaAugust 23, 2022 at 11:26 PM

    According to Boone and Kurtz (2010), Internet recruiting is a fast, efficient and affordable method of finding many candidates and a special attraction method for new college graduates and workers aged around 20s and 30s. Therefore, more organizations use the Internet, including social media sites, to fill vacancies.

    ReplyDelete
    Replies
    1. Masha PasquelSeptember 6, 2022 at 9:55 AM

      Very correct your comment Asitha and like to add view of Shukur, I. (2015) on the prolific use of the internet for recruiting has made it easier to source candidates and conduct interviews as well as process the relevant paperwork required to hire and train candidates. Online recruitment is a way to provide businesses with an efficient and cheaper way to fill positions.

      Delete
  2. Virosha AriyawanshaAugust 23, 2022 at 11:38 PM

    When considering the internal recruitment, insiders have acquired talents that are unique to the organization and have a thorough understanding of the business and its organizational culture. As a result of the mutually beneficial nature of their employment connection, talents tend to foster long-lasting working relationships between employees and employers. External hiring stimulates a company with new concepts. Outsiders are less susceptible to negative influences from peers and subordinates since they are not entangled in organizational politics. For external hiring, there is a wider pool of prospective employees, especially if the company is prepared to cast a wide net and invest extensively on hiring and screening processes (Devaro, 2016).

    ReplyDelete
  3. Kalana SankalpaAugust 25, 2022 at 9:53 AM

    With the online recruitment process, applicants can easily log in to their mobile phones and search for job opportunities.A survey which was conducted recently identified that 68% of people who are actively search for jobs at least once a week by using their mobile phones (Glassdoor 2013).

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    Replies
    1. Masha PasquelSeptember 6, 2022 at 9:52 AM

      Thank you for the input Kalana. Adding to your point, some organizations are using Web 2.0 technologies to search for recruits online through social networking sites such as Facebook and MySpace. Websites such as Linkedin, which provide personal profiles, can be consulted. Other organizations are providing ‘blogs’ from existing employees covering their experiences in working for the organization (Wood, R. and Payne, T.2021). The main types of online recruitment sites are corporate websites, commercial job boards and agency sites.

      Delete
  4. Indrajith AbeysingheAugust 28, 2022 at 7:53 AM

    Hi Mash, Recruiters use various recruitment methods (RMs) such as job advertisement (JA), online portals (job and web portals), word-of-mouth, social media, etc. for attracting suitable applicants. Research witnessed that recruiters’ intention to use these methods depends on several pre-hire and post-hire outcomes such as number of applications, quality of applicants, speed of filling up the vacancy, post-joining job performance, absenteeism, commitment and satisfaction of the applicants (Fisher et al., 2014; Wei et al., 2016)

    ReplyDelete
  5. Dulshan EdirisuriyaAugust 31, 2022 at 11:53 AM

    Hi Masha,
    You have done an excellent research on the recruitment methods. Additionally there is an informal method of recruitment, that is "Passive recruitment". There are publications and researches on advantages of passive recruitment but still not identified as a formal recruitment process. The passive recruitment is approaching to potential candidates who would not capture through the formal recruitment processes. One example is recruitment of potential candidates through the social contacts of the existing employees. In this method, the organizations do not need to expend on formal advertising methods (Yakubovich, 2006)

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  6. Nimshi RanawanaSeptember 1, 2022 at 9:45 PM

    Well explained Masha. The sources of recruitment is quite important for an organization. Both the methods have it's own perks and cons. Internal sources benefit the company as the employees know about the culture of the organization. But it might lead to power conflicts within the organization. External methods may benefit the company as new ideas and knowledge could be brought up to the organization but high cost of training needs to be incurred by the business.

    ReplyDelete
  7. Uditha WijethungaSeptember 8, 2022 at 12:14 AM

    Recruiters’decision to use recruitment methods (RMs) depends on several expected outcomes such as number applications, quality of applicants, speed of filling up vacancy, post joining job performance,absenteeism, commitment and satisfaction of the applicants. RMs may vary from each other in terms of its capability to communicate different type of information. The current research aims at exploring recruiter’s intention to use RMs like job advertisement (JA), online recruitment (OLR) and social media in reference to several recruitment outcomes (ROs). (Muduli and Trivedi,2020)

    ReplyDelete

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