Recruitment Strategies

  

Every organization has a vision and mission on every goal achievement. Vision is the dream of the company's future is expected, while the mission is the stage that must be done company in realizing the company's dream. This vision and mission will be formulated in the form of strategic planning. Strategic planning will be made in more detail and formulated the resources needed at the implementation stage. One of the resources needed is human resources where the organization needs the competence and ability to execute the planning for the achievement of business targets (Hill and Jones 2011). Vision and mission serve as a guide in the planning process so that human resources understand organizational expectations and achieve business targets (Azmy 2019).

The process of obtaining superior human resources must be created a mechanism or system to hire the best candidates. Human resource management organizes a mechanism or system whereby company is able to hire desired candidate for the success of business achievement (Brannick and Levine 2002). The process of obtaining candidates according to the needs of the organization is called recruitment (Mangaleswaran and Kirushantan, 2015). Recruitment is the process of collecting relevant information about work-related tasks and human characteristics needed to do the work so as to help managers determine the qualifications and types of skills needed in the recruitment process (Dessler, 2013).

Recruitment will play a strategic role in company's business. The right recruitment strategy will produce human resources according to company's business needs. The accuracy of recruitment methods will have a positive effect on Performance Company and business as a whole (Adeola, 2016).

As the job market becomes increasingly competitive and the available skills grow more diverse, recruiters need to be more selective in their choices, since poor recruiting decisions can produce long-term negative effects, among them high training and development costs to minimize the incidence of poor performance and high turnover which, in turn, impact staff morale, the production of high quality goods and services and the retention of organizational memory. At worst, the organization can fail to achieve its objectives thereby losing its competitive edge and its share of the market (Richardson, 2012).

 

Recruitment may be conducted internally through the promotion and transfer of existing personnel or through referrals, by current staff members, of friends and family members (Djatabet, 2012). Where internal recruitment is the chosen method of filling vacancies, job openings can be advertised by job posting, that is, a strategy of placing notices on manual and electronic bulletin boards, in company newsletters and through office memoranda. Referrals are usually word-of-mouth advertisements that are a low-cost-per-hire way of recruiting (Peterson, 2004)

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Recruitment strategies and processes

01. Posting Vacancies

Job posting refers to the practice of publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organization) the jobs that are to be filled (Paul C, 1988).

 

02. Recruiting from internal sources

There are sound reasons for recruiting from sources within the organization (Azmy 2019).

  2.1 The ability of the recruit is known so it is easy to assess potential for the next level.

  2.2 Insiders know the organization, its strengths and weaknesses,

  2.3 Promotions from within build motivation and a sense of commitment to the organization

    2.4Internal recruitment is cheaper and quicker than advertising in various media and   interviewing      

                                                                                                                                   

03. Recruiting from external sources

External recruiting methods can be grouped into two classes: informal and formal. Informal recruiting methods tap a smaller market than formal methods (Haruna, 2019). These methods may include rehiring former employees and choosing from among those “walk-in” applicants whose unsolicited résumés had been retained on file. The use of referrals also constitutes an informal hiring method (LaVoie, 2020).

04. Online Applications/ Recruiting on the Internet

The size of the labor pool avail- able through the Internet ensures an employer’s access to the greatest number of prospective employees and the richest source of superior knowledge, skills, and ability. Consequently, competition for labor will generate expanded recruiting activity on the Internet (RaymondL.Hogle, 1998). Using the Internet is faster and cheaper than many traditional methods of recruiting. Jobs can be posted on Internet sites for a modest amount (less than in the print media), remain there for periods of thirty or sixty days or more - at no additional cost - and are available twenty-four hours a day. Candidates can view detailed information about the job and the organization and then respond electronically (Cullowhee, 2007).

The Internet speeds up the hiring process in three basis stages (Azmy 2019)

          4.1 Faster posting of jobs

          4.2 Faster applicant response

          4.3 Faster processing of résumés       

                                                                                                                               

05. College Recruitment

College recruiting, sending an employer’s representatives to college campuses to prescreen applicants and create an applicant pool from that college’s graduating class – is an important source of management trainees, promotable [entry-level] candidates, and professional and technical employees. College recruitment offers an opportunity for recruiters to select the potential employees with the personal, technical and professional competencies they require in their organization (Richardson, 2012).

 

06. Job Fairs

The concept of a job fair is to bring those interested in finding a job into those companies who are searching for applicants. Job fairs are open for at which employers can exhibit the best their companies have to offer so that job seekers can make informed choices. They are considered one of the most effective ways for job seekers to land jobs (Beam, 2015).

 

Example of Recruitment Strategy at a Leading Consumer Durable Organization in Sri Lanka where I work

Ø  Treat candidates like customers

Ø  Check whether shortlisted candidates are available

Ø  Conduct written & Practical Exams

Ø  Implement an employee referral program

Ø  Create compelling job descriptions

Ø  Check resumes posted online

Ø  Consider past candidates

Ø  Attend industry-related meet ups

Ø  Include peers in the interview process

 

List of References

Adeola,( 2016). “Human capital development in the hospitality industry in Nigeria”.

Azmy, (2019). “Recruitment Strategy to hire the best people for Organization”.

Brannick and Levine 2002, “Job Analysis: Methods, Research, and Applications for Human Resource Management in the New Millennium”.

Beam, E. A. (2015). Do job fairs matter? Experimental evidence on the impact of job-fair attendance.

C, H. P. (1988). Recruitment strategies for muitiethnic family and community health reserch.

Cullowhee. (2007). ONLINE RECRUITMENT: ATTITUDES AND BEHAVIORS OF JOB SEEKERS.

DJABATEY, E. N. (2012). RECRUITMENT AND SELECTION PRACTICES OF ORGANISATIONS.

Gary Dessler,(2013). “Human Resource Management”, 13th Edition.

Haruna, J. (2019). External Sources of Recruitment.

LaVoie, L. M. (2020). Recruitment Sources: Best Practices for Internal & External Hiring.

Peterson, D. K. (2004). https://link.springer.com/article/10.1023/B:BUSI.0000020872.10513.f2.

RaymondL.Hogle. (1998). INTERNET RECRUITING AND EMPLOYMENT DISCRIMINATION: A LEGAL PERSPECTIVE.

Richardson, M. A. (2012). Recruitment strategies:Managing/Effecting the Recruitment.