In
discussing the recruitment process, Barber (1998) delineated three phases
(i.e., generating applicants, maintaining applicant status, and influencing job
choice decisions). That is, (a) certain recruitment activities (e.g.,
advertising on a Spanish-speaking radio station) may influence the number and
type of individuals who apply for a position, (b) certain activities (e.g.,
professional treatment during a site visit) may affect whether job applicants
withdraw during the recruitment process, and (c) certain recruitment actions
(e.g., the timeliness of a job offer) may influence whether a job offer is
accepted (James A. Breaugh and Mary Starke 2000).
A
case can be made that the recruitment literature has more than enough studies
demonstrating that recruiters, sources, or realistic previews are sometimes
related to both pre- and post-hire outcomes. What is missing is a clear
understanding of why, and under what conditions, such relationships are likely
to emerge. Thus, the time has come to pay closer attention to the design and
measurement issues necessary to isolate recruitment processes (Rynes, 1991, p.
437).
Physical
attractiveness has been defined as “the degree to which one’s physical and
facial image elicits favorable reactions from others. It is important to note
that some studies restricted physical attractiveness definition of
attractiveness to facial attractiveness. The consistent use of facial
appearance in evaluating physical attractiveness is justified because the face
has unique and powerful properties, which appear to make it omnipotent and
omnipresent” (Babcock, 2002).
Physically
attractive individuals are seen as more likely to achieve success and more
hirable as managers and management trainees than less attractive individuals.
Physically attractive individuals receive higher offers for starting salary and
receive higher performance evaluations (Johnson et al. 2010).
From
an organization’s viewpoint, a typical recruitment process can be divided into
four main phases: describing the requirements of the job position, publishing
the job posting, receiving of applications, and final decision making (Mochol,
2004).
Table 1.0 The Recruitment Process (Breaugh and Starke 2000)
• Retention Rate
• Job Performance
• Psychological Contract fulfilled
• Job Satisfaction
• Cost of Filing Jobs
• Speed of Filing Jobs
• Number of Positions Filled
• Diversity of Hires
• Number of Applicants
• Quality of Applicants
• Diversity of Applicants
• Ratio of Offers to Acceptances
1.2 Strategy Development
• Whom to Recruit?
• Where to Recruit?
• Recruitment Sources to Use?
• When to Recruit?
• What Massage to Communicate?
1.3 Recruitment Activities
• Recruitment Sources
• Recruiters
• Recruitment Massage
• Realism
• Completeness
• Timeliness
1.4 Intervening/Process Variables
• Applicant Attention
• Applicant Comprehension
• Massage Credibility
• Applicant Interest
• Job & Organizational Attractiveness
• Expectancy of Job Offer
• Accuracy of Applicant’s Expectations
• Self – Insight
• Knowledge, Skills, Abilities, Needs
1.5 Recruitment Results
• Compare Outcomes to Objectives
Starke - 2000
The emphasis towards training and enhancing skills of recruiters needs to be more and also consistent. Even though an HR manager has many challenges to face in order to ensure that the human resource department contributes to the bottom-line and emerges as a strategic partner in the business, it is “Talent acquisition”, that is the key determining factor in how well and Human resource department contributes towards the achievement of the overall objective of the organization and therefore is a daunting task for any HR manager (Neeraj, 2012).
Employee Recruitment Process of Leading Consumer Durable Organization in Sri Lanka -Recruiting Territory Manager
ü Analyzing the prevailing manpower shortage
ü Check whether shortlisted candidates are available
ü Planning
and Implementing the Email Campaign and Employee Referral Campaign Internally
ü Coordinate
and Advertise the Job Advertisements on Job Sites / News Papers.
ü Analyze
applications with all the documents of selected candidates
ü Conduct
the first interview
ü Had
a lunch with supervision Manager after
the field visit by the selected candidates in first interview
ü Conduct
written exam
ü Selected
candidates those who complete the written exam
ü Final
Interview with Kay Managers of the organization
ü Prepare the appointment letters and update the profiles of employees in to the system
List of References
Hakan
BOZ, Özer YILMAZ 2017, ‘Ecoforum’, An Eye Tracker Analysis of The Influence of
Applicant Attractiveness on Employee Recruitment Process: A Neuromarketing
Study 12, Volume 6, Issue 1(10), 2017.
Irving
B. Weiner 2003, ‘Handbook of Psychology’, Industrial and Organizational
Psychology, Volume 12.
James A. Breaugh and Mary Starke 2000, ‘ Journal of Management’, Research on Employee Recruitment: So Many Studies, So Many Remaining Questions, Vol. 26, No. 3, 405–434, < http://jom.sagepub.com/content/26/3/405>
Mochol,
M., Oldakowski, R. & Heese, R., (2004). Ontology based recruitment process.
In: Dadam, P. & Reichert, M. (Hrsg.), Informatik 2004, Informatik
verbindet, Band 2, Beiträge der 34. Jahrestagung der Gesellschaft für
Informatik e.V. (GI). Bonn: Gesellschaft für Informatik e.V.. (S. 198-202).
Neeraj
Kumari 2012, “A Study of the Recruitment and Selection process: SMC Global”,
Manav Rachna International University, Faridabad, India. Vol. 2, No.1, 2012
The recruitment process aims to provide the best elements with excellent qualifications and qualifications. The importance of the recruitment process to the Human Resources Department is to prevent hiring the wrong person, who may cost the organization very much. Away from the salaries and incentives offered, the process of employing an inappropriate and effective component may cost larger losses based on the decisions and activities wrongly practiced. Therefore, this process is one of the most important processes for managing human resources and for the company as a whole(Mohommad, 2020).
ReplyDeletePreliminary Steps for Recruitment:
1) Requisition: Whenever recruitment is needed the respective department informs the HR Operations about their vacancy position and thus the HR starts their activities.
2) Timing: The HR Operations department usually gets days to recruit and select a candidate. This time is not specified by the respective department in which a vacancy has been opened. Time period is totally controlled by the HR Operations.
3) Types of Contact: Qualification needed to perform the job is provided to the HR operation by the respective department to make the recruitment process more efficient.
4) Recruitment budget: Division wise this budget is allocated.
5) Sources of candidates: ( Sintheya Rahman 2011)
Organizational recruitment plays a crucial role in the development of human capital and strategic human resource management (Cober, et al., 2004) Recruitment can be defined as practices and activities carried out by an organization for the primary purpose of identifying, attracting and influencing the job choices of competent candidates (Beech, 2008)
DeleteRecruitment process starts with generating awareness about vacancies among potential candidates through different methods and users’ attitude remarkably affect the intention to use a specific recruitment method (HO et al.,2012). Social media is a medium of free participation which can allow communities to participate and try to build a authentic relationship (Narvey, 2009). As per Topolovec-Vranic and Natarajan (2016), more than 40% of the studies found that social media recruitment can be the most successful method compared to traditional methods.
ReplyDeleteThe recruitment process can vary in complexity and degree of difficulty depending on the recruitment objectives and the recruitment sources chosen (Breaugh & Starke, 2000). 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. (Ployhart, Schneider, & Schmitt, 2006)
DeleteMost commonly in Sri Lanka selection approach is conducting the interview. The aim must be to find three key requirements such as competency, motivation and culture. Tests of personality and ability can also be used to measure certain aspects of an individual's behaviour to try and assess their suitability for a particular role (Bratton & Gold, 2007).
ReplyDeleteIn the hiring process, a number of additional factors have been reported to have an impact on obesity discrimination, such as the candidate’s gender and the requirements of the job. (Roehling et al., 2007)
DeleteStaffing, which is concerned with recruitment, selection, placement, evaluation and promotion of individuals lies at the heart of how businesses procure human resource (HR) in an organization (Peters et al., 2000).Wickramasingha (2007), find that , Sri Lankan companies placed higher weightage to external labour market in the recruitment and use objective criteria in selection. The common ground for the companies is the heavy role that the interview, written examination, psychometric test and assessment center play as selection methods.
ReplyDeleteAdding your comment Madura, Sources of the traditional recruitment are by employee referrals, transfers and promotions, walk-in and by the advertisements. In the modern economy the recruitment process was drastically changed with the entry of social media. Many organizations are following the online recruiting methods for attracting the prospective employees (Rahaman,2016)
DeleteRecruitment can be recognized as finding of the perfect candidate for a specific job, within a given period, in a cost-beneficial manner (Leisink & Steijn, 2008). Recruiting process can be demonstrated as; establish recruitment objectives, developing a strategy, carrying out recruitment activities and evaluating recruitment results. Would like to add to your post the job applicant-related variables that affect the recruitment process (SHRM, 2004).
ReplyDelete• Attracting the attention of targeted individuals.
• Generating individual interest in a job opening: – Position attractiveness. – Expectation of a job offer.
• Accuracy of the applicant’s position expectations.
• The applicant decision-making process: – The decision to apply. – The decision to remain a candidate during the entire recruitment process. – The decision to accept a job offer if one is extended.
Adding your comment Asitha ,Selection process will be lengthy for large organizations and will be wider for manufacturing organizations and it differs from one industry to other (Venkatesh, 2008)
DeleteRecruitment is the process of seeking applicants for positions within a business - on either a general basis or targeted to address particular vacancies. Selection takes the next step, where the employer makes a choice between two or more interested applicants. However, applicants also select their future employer, making decisions as to how further they wish to pursue their original employment enquiry (Torrington et al, 2014).
ReplyDeleteAdding your valuable comment Kanishka, nowadays, job postings are written in form of free text using uncontrolled vocabulary. In contrast, semantic annotation of job postings using concepts from a controlled vocabulary, based on Semantic Web technologies, results in language independent descriptions and better machine process ability, i.e. improved matching of job postings and applications (Oldakowski,2003)
DeleteStaffing can be divided into recruitment and selection: (1) Recruitment is defined as searching for and obtaining potential job candidates in sufficient numbers and quality so that the organization can select the most appropriate people to fill its job needs. (2) Selection is the process of gathering information for the purpose of evaluating and deciding who should be employed in particular jobs. In reality, recruitment and selection are usually not separated (Liang, 2020).
ReplyDeleteAdding your comment Thilini, from an organization’s viewpoint, a typical recruitment process can be divided into four main phases: describing the requirements of the job position, publishing the job posting, receiving of applications, and final decision making (Oldakowski,2003)
DeleteThe difference in employee recruitment and selection needs to be specified appropriately. Recruitment can be defined as “the process of confirming the need to employ fresh staff, locating where potential recruits exist and attracting appropriate application for employment” (Akwetey, 2011).
ReplyDeleteHuman resource management is a set of management practices used for recruitment in the company. It ensures higher performance and contributes to the achievement of organizational objectives (Bláha, 2005). It is a wide range of procedures, different methods of work with people whose goal is to help a company to obtain a privileged position in the market, with the assistance of people (Armstrong, 2007). The existence of the enterprise, its prosperity and dynamic progress are primarily affected by the quality of human resources. Prosperous enterprises realize that the most profitable capital of the enterprise is its employees (Hitka, 2011
Delete