Recruitment Methods in the Consumer Durables Industry

Recruitment invariably recommends a systematic procedure comprising four stages: an assessment of whether the vacancy needs to be filled, a job analysis, the production of a job description and a person specification (Taylor, 1999). Recruitment “includes those practices and activities carried out by the organization with the primary purpose of identifying and attracting potential employees” (Starke, 2000).

The prescriptive literature usually makes the distinction between formal recruitment methods including press advertisements, Job centers and other agencies and more informal methods, such as recommendations from existing staff. Word-of-mouth methods are recognized as having some distinct advantages. As well as the obvious advantages of speed and cost, not only is the new recruit a ``known quantity'', he or she is likely to have been given more prior knowledge about the firm and the job, and what to expect from it (Watson, 1989).

Existing employees who have recommended people tend to ``socialize'' the new recruit because it is in their interests to make sure that the new employee fits in. Word-of-mouth recruitment is, therefore, sometimes recommended to employers as a way of reducing staff turnover (R.Forbringer, 1992).

Businesses irrespective of their sizes have to recruit to meet up staffing needs (Bratton & Gold, 2003). Several means to attract applicants are available, they best depend on the organizations goals and requirements. Before advertising take some time to have a look at the business plan and how it relates to human resource planning (McIntyre, 2010).

Recruitment can be made through countless methods. Bear in mind the company’s budget, skills, knowledge and abilities required. With vigilant planning recruitment needs can be fulfilled with the least possible expense (ZAHARIE, 2014).

 

Category of Recruitment Methods (Shafique, 2012)

 

01. Internal Recruitment Methods

Internal recruitment is cost efficient, support employee satisfaction and moral (Bruch, 2019). Spend some time recruiting or promoting the current employs before looking outside of the company for talent. Nothing is more disappointing for the employee, who has been working hard to get promoted, to see someone new seize the position he deserved or desired (MUSCALU, 2015). Promoting inside the organization involve less training and transition (McIntyre, 2010).

 

01.1     Internal Environment of Recruitment (Windolf, 1986)

Ø  It is easier and faster to get needed employees on time when we planned in advance

Ø  Managers can make enhanced recruitment decisions if they can discover the best alternatives.

Ø  There should have a Policy of filling vacancies, above entry-level positions, with employees presently employed by the company.

Ø  Employees have an incentive to strive for improvement.

Ø  Employer is sentient of employee’s potential.

Ø  A procedure for informing the company employees that a job opening exists is called a Job posting.

Ø  Permitting individuals to apply for a posted job, who assume that they possess the required qualifications, is done through Job bidding technique.

Ø  The recommendation of current good employees may provide excellent prospects.

Ø  Current employees will vacillate to recommend mediocre ability applicants.

 

Internal Recruitment Method (Goldberg, 2020)

Ø  Post internal job ads

Ø  Make an internal transfer

Ø  Employee referrals

 

02. External Recruitment Methods

Another method of bringing employees is through external recruitment. To bring new skills and outlooks into the work group is an advantage here. It is also easy to target specific groups. (McIntyre, 2010)

The external recruitment methods available to organizations are advertisements in media, employment agencies and consultants, career fairs, direct applications, referrals, college recruitment, company website, word of mouth and other electronic recruitment, such as job boards or the organization’s own website (Noé, 2011).

External recruitment also has advantages. It brings fresh ideas to an organization. Outsiders are not enmeshed in organizational politics, making them less susceptible to unproductive influences by peers and subordinates (Naeem, 2013). The pool of potential job candidates is larger for external recruitment, particularly if the firm is willing to cast a wide net and invest heavily in complementary recruitment and screening strategies (DeVaro, 2020).

02.1     External Environment of Recruitment (Holm,2014)

Ø  Demand and supply of specific skills is vital factor in the labor market.

Ø  Highly recruiting effort need to be made if demand for a specific skill is grater then supply.

Ø  In case of low unemployment rate more creative approaches are needed

Ø  Especially on discrimination at the time of recruiting.

 

External Recruitment Method (Resume, 2019)

Ø  Company Websites

Ø  Employee Referrals

Ø  Job Boards (Paid and Free)

Ø  Networking (Informal, Formal)

Ø  Job Fairs (Online and Virtual)

Ø  On-campus college recruiting

Ø  Print, Radio and TV Advertising

Ø  Social Media

Ø  Staffing Agencies (Temp, Direct-to-Hire)

 

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

Internal

Ø  Post internal job ads

Ø  Make an internal transfer

Ø  Employee referrals

 

External

Ø  Company Websites

Ø  Employee Referrals

Ø  Job Fairs- Virtual

Ø  News Paper Advertising

 

 

List of References

Bruch, H. (2019). Linking employer branding orientation and firm performance: Testing a dual mediation route of recruitment efficiency and positive affective climate.

DeVaro, J. (2020). trategic shirking in competitive labor markets: A general model of multi‐task promotion tournaments with employer learning.

Goldberg, M. (2020). The Top 5 Skills and Tools Recruiters Need For 2020 & Beyond.

Gordon, J. S. (2015). Online Recruitment Methods for Web-Based and Mobile Health Studies: A Review of the Literature.

Holm, A. B. (2014). Employee Relations.

McIntyre, J. (2010). International Approaches to Teacher Selection and Recruitment.

MUSCALU, E. (2015). SOURCES OF HUMAN RESOURCES RECRUITMENT ORGANIZATION .

Naeem, R. J. (2013). The Impact of Outsourcing External Recruitment Process on the Employee Commitment and Loyalty: Empirical Evidence from the Telecommunication Sector of Pakistan.

Noé, R. A. (2011). Alveolar recruitment maneuver in patients with subarachnoid hemorrhage and acute respiratory distress syndrome: A comparison of 2 approaches.

R.Forbringer, l. A. (1992). Reducing turnover in the hospitality industry: an overview of recruitment, selection and retention.

Resume, E. (2019). Internal vs. External Recruitment.

Shafique, O. (2012). Recruitment in the 21st Century.

Starke, J. A. (2000). Research on Employee Recruitment: So Many Studies,So Many Remaining.

Taylor, S. (1999). Recruitment in small firms: Processes, methods and problems.

Watson. (1989). Recruitment and selection.

Windolf, P. (1986). Recruitment, Selection, and Internal Labour Markets in Britain and Germany.

ZAHARIE, M. (2014). RECRUITMENT FOR COMPETENCIES IN PUBLIC AND PRIVATE SECTORS.