Sources of Recruitment
Sources of recruitment is
an approach that organization search potential candidates for employment (Otoo,
et al. 2018).
Figure 1 – Sources of Recruitment
(Source – Prashant, 2009, cited in Adu-Darkoh, 2014)
As
per the Figure 1 mainly there are two sources of recruitment that is Internal
Sources and External Sources. Internal Sources refers the recruitment done
within the organization itself where External Sources refers the recruitment
done from outside the organization. According to Figure 1 under Internal
sources of recruitment, positions can be filled through promotion, Internal
transfer from one department to other or one SBU to other, Job posting where
all employees are invited to apply for any vacant position and job bidding. Job
bidding is a career development program for employee’s career enhancement. In
addition to above, recall former employees and hiring employees the second time
also can be considered as internal recruitments sources (Otoo, et al. 2018). Under
External Sources potential candidates can be recruited from outside the
organization through advertisements from open market, e-recruitment by using
company website, referrals of existing employees and recruit from other
employment agencies or educational/training institutes (Saviour, et al. 2016).
The
organization where I am working a
leading organization in the Logistic industry both internal and external
sources are used for the recruitment of employees. During the annual performance
appraisals employees with high caliber are identified for prospective positions
in the organization and promoted when required. For any unfilled vacancies department
need to identify the source of recruitment based on the job design in the
Manpower Requisition Form (MRF) submitted to Human Resource Department. If the
department identified that employees within the organization may suit for the
job requirement and competencies, vacancy will be published in internal
communication platform. As example roles like Accounts assistant, HR assistant
are initially published in internal website that all employees within the group
of companies who has required knowledge, skills and experience can apply for
the job. Job roles where industry expertise, experience on industry best
practices and advanced competencies are required are recruit through external
advertisements, job hunters and employee referrals. As example positions like
Sales Managers, 3PL Warehouse Manager will be recruited from external industry
who are having a good market reputation and customer portfolio.
Advantages
and Disadvantages of Recruitment Sources
Internal Recruitment sources are cost effective where external sources like advertisements and recruit through agencies are costly. Internal recruitments process is easier since the capabilities of existing employees are known to the organization and they are fit with the organizational culture. Assessing the individuals who recruit from external source are challenging (Djabatey, 2012). When the people are promoted within the organization and allow employees to develop career, employees are motivated rather recruiting from external market. While the external recruitment sources permit to acquire new blood to the organization which brings new perspectives and industry best practices (Shammot, 2014).
List of Reference
Adu-Darkoh,
M., (2012), ‘Employee Recruitment and Selection Practices in the Construction
Industry in Ashanti Region’, MBA thesis, University of Science and Technology,
School of Business KNUST.
Djabatey
E. N. (2012), ‘Recruitment and selection practices of organizations: A case
study of HFC Bank (GH) Ltd’, MBA thesis, University of Science and Technology,
Ghana.
Otto,
I.C., Assuming J. & Agyei, P.M., (2018). Effectiveness of Recruitment and
Selection Practices in Public Sector Higher Education Institutions: Evidence
from Ghana. European Scientific Journal, 14(13), [Online]. Available at http://dx.doi.org.
Accessed on 22nd March 2021.
Saviour,
A.W., Kofi, A., Yao, B.D. & Letsa, (2016). The Impact of Effective
Recruitment and Selection Practices on Organisational Performance. Global
Journal of Management and Business Research, 16(11), [Online]. Available at
https://globaljournals.org/. Accessed on 28th March 2021.
Shammot,
M. M., (2014). The role of human resources management practices represented by
employee’s recruitment and training and motivation for realization of
competitive advantage. African Journal of Business Management, 8(1),
[Online]. Available at http:// www.academicjournals.org.
Accessed on 02nd April 2021.
It is true that employee recruitment through internal sources will motivate the employees. Alrhaimi and Alhumshry (2015) have found through their research that, internal recruitment has a significant impact on job satisfaction. When the level of job satisfaction of a particular employee is high, he/she will put all the effort to achieve organizational goals.
ReplyDeleteHi, Oshadee. Adding to what you have commented internal recruitments develop loyalty and sense of responsibility among employees that boosting their morale. This reduce the employee turnover rate of competent employees in the organization (Akrani, 2011).
DeleteAgreed with you Chanaka. According to Sinha & Thaly (2013) the effectiveness of different recruitment sources for new employees has been the most challenging topic of research for over 60 years. The effectiveness has primarily been tested by examining the rates of turnover as well as job performance. Re-hiring of former employees being considered the most effective source.
ReplyDeleteAs you pointed rehiring is one of the recruitment method and employees who rehired are referred as “Boomerang” employees (Shipp et al., 2014)
DeleteAgree on your views. Apart from your views, Sheeba and Latha (2019) argues that, traditional methods of talent acquisition do not always yield good results while organizations should concentrate on various innovative recruitment methods like; open-ended job postings, gamification, go on the field and gigiatal tools (survey monkeys) to attract passive job seekers who are more competent for the available positions.
ReplyDeleteYes Pernalla, Traditional recruitment methods may not be effective as previous with the technology advancements that facilitate employer and job seekers to become more sophisticated, interact and globally connected (Barber, 2006).
DeleteThe success of the organization is dependent on attracting and retaining qualified resources. The easiest way to develop an obedient workforce is to recruit one. Human resource management is purely responsible for recruiting the employees for the organization employees are foundation of organization for generating revenues (Sameen 2016).
ReplyDeleteAgreed Treva, Recruitment and Selection are two words come together but there is a clear distinction. Recruitment is creating a pool of potential candidates while selection is choosing the best from the pool (Bratton and Gold ,2007). It is a responsibility of HR to have effective recruitment and selection practice in place to acquire the best talent for the organization.
DeleteVery informative article Chanaka, Adding to your view where organization need to consider in the internal recruitment, the employee's performance on one job may not be a good predictor of performance on another because different skills may be required on the new job. Successful employee may not make a good supervisor because in most supervisory jobs an ability to carry out the work through others requires skill with people that may not have been a factor in previous jobs (Yu-Ru, 1999).
ReplyDeleteObviously Sachith, Organizations should have been acquired skilled and qualified employees previously or have been developed their staff through effective training and development program in order to use internal sources as effective recruitment for an organization (Muscalu, 2015).
DeleteYes Chanaka, Recruitment as “the process of searching for potential employees and inspiring them to apply for the jobs in the organization, the purpose of recruitment is to identify suitable man power to meet the job requirements and job specifications through innovative recruitment methods(Naveen & Raju,2014).
ReplyDeleteAgreed Sandun, Collins & Smith (2006) also argued that mistakes of recruitment and selection process loose the competitive advantage of an organization. Therefore organizations should use appropriate sources to recruit best candidates.
DeleteAgreed, Also, the more objective the recruitment and selection criteria are the better the organization's performance (AKYUZ,M., 2019)
ReplyDeleteTrue Wasantha, Recruitment and selection is initial stage of HR process and inaccurate selection decision will lead to reduce organizational effectiveness, invalidate reward and development strategies (Rees and Rumbles, 2010).
DeleteChanaka, when it comes to recruitment, it is a process of selecting strengthen applicants from within the company or outside of the company to start to appraise them for the future as well. After the identify the potential candidate, then the selection will begin. (Walker, 2009).
ReplyDeleteYes Harsha as you correctly said after an organization attract pool of candidates through internal or external sources, best potential will be selected through a process of screening applications and resumes, testing and reviewing work samples, interviewing, checking references and background (Djabatey, 2012).
DeleteAgreed. As Freeman and Gilbert (2000) identified, there are three main advantages of internal recruitments within the organization.
ReplyDelete1. Internal recruits are already familiar with the organization and its members, and this knowledge increases the likelihood that they will succeed.
2. Promotion from within policy fosters loyalty and inspires greater effort among organization members.
3. This process is less expensive to recruit or promote from within than to hire from outside the organization.
Yes Uddika internal recruitment like promotion will motivate existing staff in return the belongingness to the organization and performance level will increase significantly (Kaufmann, 2005).
DeleteAgreed. If the Human Resource department is to be treated as the inimitable competencies
ReplyDeletefor the organization, then the recruitment and selection has a critical and good role to play as it s part too. It does not mean that payroll and solution to different problem is the only job for the HR department but to convince for the best needs of the organization is their main role to play. (Kamran et al., 2015)
Further, in best organizations effective HR practices for recruitment and selection, placement, evaluation, training and development, compensation and benefits and retention are in place to support the company objectives and strategies (Mullins, 1999).
DeleteYes Sandun ,further to your point the study conducted by Subbarao (2006) explained the recruitment sources used by individual job seekers at various levels, the study further highlighted the importance of different types of approaches used at the time of recruitment which in turn makes any organization well established or less established. According to Sarkar and Kumar (2007) organizational performance is hinged on the approach which the organization adopts in the recruitment and selection of employees.
ReplyDeleteAdding to that Duminda, Human Resource Information System is important which provide and analyze critical information relevant to human resource, for decision making purposes HR practices including recruitment and selection (Huselid, 1995).
DeleteI agree with you. The first priority should be given to internal recruitment. 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 (Armstrong, 2014).
ReplyDeleteAgreed with you. Also, promotion from internal sources is considered to have positive effects for the high satisfaction at work among employees in the organization whilst external recruitment determines introduction of new ideas, concepts and methods in the organization, but has the disadvantage that new employees need a longer period of adjustment to the new organization, therefore external recruitment is primarily used is used when organizations are expanding, they diversify and expand (Muscalu, 2015).
ReplyDelete