Introduction of Recruitment in Human Resourcing
Recruitment is a core function of the Human Resource department. It is a process that involves everything from identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and on-boarding employees.
The recruitment teams can be large or small depending on the size of an organisation. However, in smaller organisations, recruitment is typically the responsibility of a recruiting manager. Many organisations outsource their recruiting needs, while some companies rely exclusively on advertisements, job boards, and social media channels to recruit talent for new positions. Many companies of today, use recruitment software to make their recruitment process more effective and efficient (Jobsoid Team, 2018).
The Purpose of recruitment
The main aim of recruitment is to ensure that the organisation is adequately and effectively staffed at all times. Therefore, the purpose is to attract suitable people to apply for employment vacancies by making them aware that such vacancies exist (Compton, Morrissey & Nankervis, 2009).
Theoretical Models of recruitment
Many theoretical frameworks should serve as the strategy's compass. A variety of human resource (HR) processes are supported by a number of theories. Organisations can employ a variety of tactics during the hiring and selection procedures to guarantee the correct people are hired.
The human capital theory (HCT) emphasise that people have a variety of skills, talents, and personalities that may be used to identify the amount of human capital in an organisation. To add value to the organisation, people with particular talents, ideas, and information will be sought out (Ekwoaba & Ikeije, 2015).
According to the human capital theory, leaders can encourage communication and teamwork in an effort to boost performance. Organisational capital is the institutional capacity and knowledge developed to deliver quantifiable outcome. Given this, the hiring, recruiting, and retention processes all depend on this hypothesis. (Nalla & Varalaxmi, 2014).
The resource-based view (RBV) is another model or theory that that emphasizes the idea of long-term competitiveness within an organization. This model suggests that businesses who take further steps to improve their human resource assets will face the challenge of competition successfully (Nalla & Varalaxmi, 2014).
Steps of Recruitment
In general, the seven steps involved in a recruitment process are:
- Recognise the hiring requirements
- Preparing the job description
- Talent Search
- Short listing and screening
- Conducting Interviews
- Evaluation and employment offer
- Conducting Introduction and induction sessions for new employees
Types of Recruitment
Internal Recruitment
Methods of internal recruitment
- Internal advertisement
- Promotions
- Transfers
- Rehiring of previous employees
- Workers who were previously engaged on a contract basis or for part-time work.
- Retired employees
External Recruitment
Methods of External recruitment
- Exchanging employees
- Job consultancies
- References and recommendations
- Walk-in Interviews
- Advertising on newspaper, magazines, and website, etc
Internal recruitment is the process of finding people within the organisation itself to fill open positions. It can be accomplished by promoting or transferring existing employees.
External recruitment is the process of finding qualified individuals from the external labor market to fill open positions. Those who are unemployed or employed by other organisations are eligible to apply for the position.
Key Differences Between Internal and External Recruitment
E-recruitment
E-recruitment,
commonly referred to as online recruitment, is the process of advertising,
evaluating, choosing, hiring, and on-boarding job candidates using web-based
technology.
In modern days e recruitment is a most popular recruitment method
It alerts about open positions, online application forms, electronic fee payments, office procedures, and a link between an employer and employee, all of which are very helpful in locating and hiring a suitable pool of talent or possible applicants.
Conclusion
There is just one element that determines whether an organisation is successful or unsuccessful, and that element is its workforce. The organisation will rise if employees give all efforts into their work.
Selecting the best workers is a really difficult task.
It is difficult to say which recruitment method is suitable. If a company has a strong employee base, it can choose an employee for the open position within the company; but, if no current employee is the best fit, it can turn to outside sources for staffing.
References
Surbhi, S. (2018) Difference Between Internal and External Recruitment. [online] Key Differences. Available from: https://keydifferences.com/difference-between-internal-and-external-recruitment.html [Accessed 7 April 2023].
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ReplyDeleteHi Gayathri, the interesting and factful article, the human capital is the most valuable and precise asset in the organization. Selecting the best and suitable candidate and fixed at the right time and right place is the responsibility of HR. Whatever the recruitments sources, whether internal or external, the best fit should be selected without bias. What is your argument always the recruitment team select the best fit to vacant position using the expanded methods of recruitment? is it a requirement of a probation period even internal recruitments?
ReplyDeleteYou have chosen an critical and important topic to start with Gayathri. As rightfully mentioned, finding the best people can be difficult task and the right recruitment strategy will depend on the needs of the company. When a company has a good base of employees, internal recruitment seems logical, but if there are no existing staff members who are a good fit for the role, external recruitment may be required. Overall I believe, the success of any organization ultimately depends on its ability to recruit and retain the best people which in turn has a direct impact on organization's performance.
ReplyDeleteYour article is very important to every organisation. According to Ranad Isaam Abdullah Alzoubi (March 2020), He said that “ The process of recruiting and selecting Is an valuable process for the company. Otherwise hire the right person and to fit him / her in to the right position and right place we need to go through many steps that can help us get to the final result. The strategic point of view, staffing close the gaps and provide companies with a competitive advantage. The human resource department to full fil the needs of the company and to select and hire the most competent and capable employees they need to have a wide knowledge of how to and the resources to do so. Therefore your acritical tallying with Journal idea.
ReplyDeleteRecruitment is indeed a core function of the Human Resource department, and this article provides a comprehensive overview of the process. The article highlights the importance of recruitment for an organization, which is to ensure that the organization is adequately staffed at all times. The article also discusses the different theoretical models of recruitment, such as the human capital theory and the resource-based view and explains the seven steps involved in a recruitment process. Very important article and good luck.
ReplyDeleteEach and every step of the recruitment process is really important. From advertising to interviews, the company shows its brand to an external party who's willing to join. Its better to pay attention to employer branding too.
ReplyDelete