The Recruitment Process
The recruitment process can vary in complexity and degree of difficulty depending on the recruitment objectives and the recruitment sources chosen. The most commonly used sources for external recruitment are newspaper ads, private and public employment agencies, Internet job boards, corporate websites, employee referrals, colleges and universities, search firms, job fairs, etc. As e-recruitment uses online job ads as the recruitment source, the focus here will be solely on the recruitment process for sourcing applicants from advertising (Holm, 2010).
Furthermore, according to Holm, (2010), recruitment is treated as a business process, defined by
Davenport and Short as a set of logically related tasks performed to achieve a
defined business outcome for internal or external recipients. A business process occurs
across or between organizational subunits and is independent of formal organizational
structure. In the case of recruiting, this process is normally performed for either internal
customers – line managers and executives from various parts of the organization - or
external ones, resulting in a shortlist of candidates from which customers can choose (ibid.). There is a traditional paper-based recruitment process using job advertisements, this is illustrated in figure 1.0.
Figure 1: traditional paper-based recruitment process using job advertisements
 |
(Holm, 2010). |
Choice of sources
According to (Armstrong and Taylor, 2014), the first consideration should be given to internal
candidates. In addition, it is always worth trying
to persuade former employees to return to the
organization or obtain suggestions from existing
employees (referrals). Talent banks that record
candidate details electronically can be maintained
and referred to at this stage.
If these approaches do not work, the sources
of candidates are online recruiting, social media,
advertising, recruitment agencies, job centers, consultants, recruitment process outsourcing providers
and direct approaches to educational establishments. The main sources used by employers, as
established by the 2013 CIPD survey, were:
- Own corporate website - 62 %
- Recruitment agencies - 49 %
- Employee referral scheme - 33%
- Professional networking, eg LinkedIn - 32 %
- Commercial job boards - 32 %
There is no specific one or best way to recruit. It depends on the situation and needs of the company. The following factors are influencing the choice process (Kornai, Maskin, and Roland, 2004).
1. Quantity of the labor
They have to give special attention if there is high recruitment and lack of applicants. Hence, they have to contact recruitment agencies, advertise through newspapers.
while this process company concern about low cost and productive sources.
3. Experience required
choosing sources depend on experience and job requirement
Many companies present a manpower budget annually before the relevant date. Some department heads get approval for some positions a year in advance. This procedure is using companies such as Hemas Pharmaceutical, Sunshine Healthcare for entry-level positions. But approval must be obtained when the increase in manpower exceeds the approved limit.
Most people would agree that the job search
process can be nowadays a long, time-consuming, and
demanding process. It entails the seeking and gathering
information practices about potential jobs and is usually
operationalized in terms of intensity and effort (Boswell,
Zimmerman, & Swider, 2011). Intensity is defined as the
frequency with which the individual is involved in job
search activities, whereas effort reflects the perseverance and energy the individual shows during the job
search period. Job search research has received increased attention during the last two decades, as a result of the changes occurring in jobs and the economy in
general. Most people in most countries will embark a
few times on a job search effort with employees in the
United States changing jobs an average of 10.2 times
over 20 years (Bureau of Labor Statistics, 2005). Most of
this research has focused on the antecedents, correlates, and outcomes of job search in various contexts
(Kanfer, Wanberg, & Kantrowitz, 2001)
Once the above two steps are completed, the search for candidates begins (Hanifa, 2014).
A medium is selected to communicate the message of choice. The information provided by the company is very important for the decision of the applicant. Any company can use any type of messages methods (De Alwis and Umayangana Kulasekara, 2015).
- Traditional messages
- Realistic recruitment messages
- Attractive messages
- Targeted messages
Figure 2.0 Brand Manager Job Description
 |
| (mypromo.lk, 2019) |
Further, Alwis and Kulasekara, (2015), as an organization, must think about communication mediums. It is more important. There are many communication mediums as follows,
- Classified advertisements
- Classified displayers
- Display ads
- Online adds
- Education institution
According to the advertisement guideline, HR finalized the advertisement and give it to the communication department to publish. One is published on the company notice board to inform internal employees. Today, all organization is using methods is online ads. It is very fast and goes within few minutes through job seekers. Further, it is very cheap. However, there are many items that should in the advertisement (Alwis and Kulasekara, 2015). Those are,
- Company name and logo
- Brief about the company
- Title and summary of jobs
- Required qualifications and personality traits
- Contact address for application
- Encouraging and attractive words for candidates
The top few candidates who are shortlisted during the screening, undergo further evaluation in the form of interviews, written tests, group discussions, etc. The feedback from these evaluation processes is used to make the final hiring decision. In this paper, our focus is the screening task which is a tedious and time-consuming task. A candidate’s profile is multifaceted and often the various attributes in his profile are not directly comparable with others (Singh et al, 2010). For example, candidate A may be highly experienced in the technical area but may not have the desired industry domain expertise. Another candidate B might have the required domain expertise, but maybe slightly less experienced in the technical area than candidate A. Yet another candidate, C, might be much more versatile, possessing skills in a large number of technical areas and business domains, but lacking the required mastery of a specific technical area. The screener has to go through the resume of each applicant and quickly decide whether to shortlist the candidate or not.
In this process, they filter the application under the qualification. There are three ways to screening the applicant (Candidate Screening & Selection Process And Pitfalls, 2021). This process is shown below.
The first step is the review. They check candidates' educational qualifications, work experience, and overall background. HR executives must think to follow points during the screening process.
- Reason for change of job
- Longevity with each organization
- Long gaps in employment
- Job-hopping
- Lack of career progression
Conducting Telephonic or video interview
This is the second step. After reviewing the application, the recruitment manager will contact the applicant by phone or video. There are two outcomes from this process.
- It helps to make sure that candidates are active and available.
- It also helps to provide a quick understanding of the candidate's attitude, ability to answer interview questions, and communication skills.
Identifying advanced applicants is the final step in screening applications/ candidates. They finalized the top layer of resumes and it will help to recruitment manager to take a decision. There are three outcomes from this process.
- Shortlisting 5 to 10 resumes for review by the hiring managers
- Providing insights and recommendations to the hiring manager
- Helps the hiring managers to take a decision in hiring the right candidate
Therefore is very important to note as human resource practitioners in the area of recruitment and selection procedures, when dealing with issues in respect to National health insurance hiring the right employees for specific roles can have positive impacts on the organization and the socio-economic development of the country as a whole (Birago, 2014).
This is the last step. This step concern the effectiveness, the validity of the process, and methods. This total process is a costly process. Therefore, it should evaluate properly. They can evaluate and control effectively (Birago, 2014). there are the following things include,
- Salaries to the candidates
- Cost of advertisements and cost of recruitment methods
- The cost incurred in recruiting suitable candidates for the final selection process
- Time spent by the Management and the Professionals in preparing a job description, job specifications, and conducting interviews
- Administrative expenses and Recruitment overheads
- Overtime and Outstanding costs, while the vacancies remain unfilled etc.
References
Birago, A., 2014. an evaluation of the recruitment and selection policies and practices of the national health insurance authority. a case study of the brong-ahafo region [online] Ir.knust.edu.gh. Available at: <http://ir.knust.edu.gh/bitstream/123456789/7628/1/Asafo-Adjei%20Birago.pdf> [Accessed 12 September 2021].
De Alwis, A. and Umayangana Kulasekara, A., 2015. Recruitment Advertising: Changes Within The Last Four Decades In Sri Lanka. International Journal Vallis Aurea, 1(1), pp.5-14.
Singh, A., Rose, C., Visweswariah, K., Vijil, E. and Kambhatla, N., 2010. A system for screening candidates for recruitment.
TalenX. 2021. Candidate Screening & Selection Process And Pitfalls [FREE Tool]. [online] Available at: <https://talenx.io/2020/06/10/candidate-screening-selection-process/> [Accessed 9 September 2021].
Holm, A., 2010. The Effect of E-recruitment On the Recruitment Process. [online] Citeseerx.ist.psu.edu. Available at: <https://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.204.4141&rep=rep1&type=pdf> [Accessed 8 September 2021].
Hanif, B., 2014. Social Networking Web Sites in Job Search and Employee Recruitment. Selection and Assessment, 22(2), p.180.
Hanif, B., 2014. Social Networking Web Sites in Job Search and Employee Recruitment. Selection and Assessment, 22(2), p.180.
Kornai, J., Maskin, E. and Roland, G., 2004. Understanding the Soft Budget Constraint. Voprosy Ekonomiki, (11), pp.4-33.
mypromo.lk, 2019. brand-manager. [image] Available at: <https://promolkwebsite.blob.core.windows.net/jobs/promo.lk-job-57e904b3d7c2411d906d8307544b9aa5.jpg> [Accessed 12 September 2021].
Singh, A., Rose, C., Visweswariah, K., Vijil, E. and Kambhatla, N., 2010. A system for screening candidates for recruitment.
Agreed with your points. In fact, the major corporate goals are translated into specific human resource objectives, policies, and practices via good human resource planning. Human resource planning, on the other hand, has an impact on the effectiveness of the recruitment and selection process (Kaplan and Norton, 2004). There may also be instances of misrepresentation, such as when applicants use certificates that belong to others, such as family and friends (Zinyemba, 2013).
ReplyDeleteThis comment has been removed by the author.
DeleteYes sampath. A recruitment plan is a strategy designed to streamline the hiring processes and act as a guideline for sourcing, qualifying, and interviewing job seekers. It acts as a timeline of events and actions to find qualified applicants while minimizing downtime for the company (Birago, 2014).
DeleteAgreed with the argument and to add. Recruitment process has nine simple and actionable steps as: (1) Identify Your Needs; (2) Prepare the Job Description; (3) Create a Recruitment Plan; (4) Start Searching; (5) Recruit Top-Tier Candidates; (6) Conduct a Phone Screening; (7) Interview in Person; (8) Offering the Job; and (9) Onboarding a New Employee (Daren, 2019).
ReplyDeleteYes Khalid. as i mentioned also. Further, we can go through as follows
DeleteForm a selection committee. ...
Write a job description. ...
Post your job advert. ...
Create a shortlist & arrange interviews. ...
Conduct interviews & review scores. ...
Make your preferred selection. ...
Check references. ...
Send a formal job offer (Devs.2018)
Agreed and the recruitment process is to supply the best resource with excellent qualifications The paramount objective of the recruitment process to the organization is to deter recruiting the unsuitable person, who may cost the organization very much. The process of hiring an inappropriate may cost larger losses based on the decisions and activities wrongly practiced. Therefore, this process is one of the most crucial for managing human resources and for the organization (Mohamed, 2020)
ReplyDeleteYes. Recruitment consists of activities intended to identify sources of talent to
Deletemeet organizational needs, and then to attract the right numbers and types of
people for the right jobs at the right time and in the right places (Rothwell & Kazanas,
2003).
Agreed with your insights as stated above. I would also like to bring to your attention as Robbins (2005) observed, a accurate and solid human resource policies and practices laid by a company will in fact shape the employee behaviour and attitudes on the company. Whereby, if correct recruitment process is established it definably gives a good impression to the employee.
ReplyDeleteYes Shanil. Further, many workplace attitudes have been found to be correlated to job performance, such as organizational commitment (Meyer and Herscovitch, 2001) and commitment to change (Chen and Wang, 2011). Those high in competitive attitude devote more effort and energy, which in turn leads to high performance.
DeleteAgree to your argument that the recruitment process may vary depending on the organization. Mohammad (2020) describes about five basic steps of recruitment process.
ReplyDelete1 Requisition
2 Timing
3 Type of contract
4 Recruitment budget
5 Sources of candidates
Thank for the comment. However, Processes for hiring new employees includes several stages. Before an organization starts to search for new candidates, it is important to define whether the job needs to be redesigned or can be fulfilled differently or with current capacities. If a new person for the job is needed, the organization has to determine the most appropriate method(s) for advertising the job advertisement and attracting the right person for role or organization fit (Armstrong & Taylor, 2014).
DeleteAgreed with your view, In addition, a study has also highlighted the applicability of methods such as self-Evaluation, group selection, and work sampling for enhancing the selection process to suit the unique requirements of present-day organizations (Torrington, Hall, & Taylor, 2005).
ReplyDeleteYes Gajendra. Defining requirement are job specification and consider alternatives. Attracting candidates process are analyzing recruitment strengths and weaknesses to develop an employee value proposition and employer brand, analyzing requirements to set criteria for candidates, identifying methods of recruitment/sources of candidates, creating and posting job advertisement (Armstrong & Taylor, 2014; Foot, Hook & Jenkins, 2015; Koubek, 2012;Wapshott & Mallett, 2016).
DeleteYes. Recruitment policy of an organisation including hiring from the internal or external sources of organisation it is an important factor that affects the recruitment process and identifies objects of recruitment and provides a framework or the implementation of recruitment programs.(Kapur,2018)
ReplyDeleteYes Rshini. Recruitment process can go through internal and external. Organization can determine their application method to fill vacant. Of primary importance also is the fact that internal recruitment is good for employee morale. (Shrm.org, 2021)
DeleteYes Sanjeewani,
ReplyDeleteCorporate Social Media proved to be an effective advertising medium with many advantages over traditional media. With unemployment rates higher than ever mainly due to financial crises in recent years, people turn toward social media to seek new opportunities of international recruitment (Eurostat, 2013)
Yes DIyanada. According to Armstrong and TAYLOR, (2014)There are many advantages and disadvantages such as, Generally, can reach a wider range of possible applicants, and it is quicker and cheaper than traditional methods of advertising. More details of jobs and firms can be supplied on the site and CVs can be matched and applications can be submitted electronically. Websites can use an organization’s brand to attract candidates. Job boards are keyword searchable. Job details can be changed and CVs managed electronically. Social media are good for reach. On other hand, Generally, may produce too many irrelevant or poor applications and it is still not the first choice of many job seekers. Websites are expensive and still need other media to drive traffic to the site. Job boards are bad for ‘passive seekers’. Social media – employer/ recruiter has to manage own profile.
DeleteYes Agree. The recruitment process is the most important function of HRM department. The Human Resource Manager use different tactics to reach the potential candidate (Azar, 2010). The recruitment method used to contact the candidates differs based on the source of recruitment (Paul, 2005).
ReplyDeleteYes Nadeeka. Further, there is no specific one or best way to recruit. It depends on the situation and needs of the company. The following factors are influencing the choice process (Kornai, Maskin, and Roland, 2004).
Delete