Both success and
survival of an organization depends on the quality of human resources available
to it and/or use. Therefore the organization should focus on identifying and
attracting the most competitive candidates, which is achieved through a
recruitment process efficiently (MUSCALU, 2015).
Personal or informal recruitment sources (referrals, social
networks, rehires.) will systematically provide better information than formal
recruitment sources (newspapers, databases , employment agencies). In turn,
better information is believed to translate into higher probability of
obtaining employment and more positive post-hire outcomes, such as quality of employment,
entry wage and subsequent wage profile, organization- and job-related
attitudes, and lower voluntary turnover (CALDWELL,
1985).
At the earliest stages in an employee’s tenure, turnover
rates tend to be quite low. However, as information and experience are acquired
by the employee (Morrison, 1992).
Primarily,
organizations focus on calling for candidates through direct applications by
placing advertisements in their own websites, employment search websites and
newspapers (Drake, 1973).
Recruiting sources and
job survival rates observed several recruiting sources for obtaining new
workers used by an insurance company, a bank, and a professional abstracting
service were compared in terms of their relationship to later job survival.
Types of jobs studied included clerical, managerial, professional, and sales.
Significant differences were found among the various recruiting sources in
their relationship to later employee turnover (Decker,
1979).
Figure 01. Sources of Recruitment
Major Recruitment Sources (Miron, 2014)
01.
Job Boards
Post jobs in general job boards as well, especially when
looking for entry-level candidates, as they tend to go there first (Thomsen, 2007)
02.
Company Website
Posting all job opportunities on your company’s website is a
given. Whether candidates arrive there directly or are directed there from
another site (Thompson, 2003)
03. Social Media
LinkedIn, Google+, Face book, Twitter, among others—these
social media networks are key recruiting sources (Dolan Antenucci, 2014)
04. Referrals
One of the fastest growing recruiting sources out there is
employee referrals. Tapping into existing workforce to get new talent is a
smart strategy Consider offering referral incentives, like bonuses (Williams, 1993)
05. Direct Contact.
Similar to employee referrals, direct contact leverages
current employees specifically going after a candidate. This usually works well
with senior-level staff, since they know very well what the company is looking
for and they have wide professional networks. These employees seek out
candidates, cultivate relationships, and bring them in as referrals when the
right time comes (Copnell, 2017)
06. Temp-to-Hires
Bring in new employees is through temporary or part-time
employment first. Find temporary and seasonal employees can all be seen as a
recruiting source (Miron,
2014)
07. Career Fairs
Company presence at career fairs. Candidates with a
certain skill set—like software development or graphic design—as
industry-specific career fairs tend to yield more potential candidates (Phillips, 2010).
08. Agency
Recruiting agencies can be cost-effective options for finding
top candidates from wider talent pools, or to find heavily sought-after
candidates in more specialized industries (Steffen
Raub, 2006).
09. Newspapers
Print job ads are still playing a role in the recruiting
scene, especially considering the papers’ online presence (KATHRYN DOBIE, 1998).
Example of Recruitment Sources at a
Leading Consumer Durable Organization in Sri Lanka where I work
Ø Present
Employees
Ø Employee
Referrals
Ø Advertisements
Ø Campus
Recruitment
Ø Outsourcing
Consultancies
Ø Contractors
Ø Professional
Associations
List of References
CALDWELL,
C. A. (1985). The impact of normative social influence and cohesiveness on task
perceptions and attitudes: A social information processing approach.
Copnell,
A. E. (2017). Ethical and Practical Realities of Using Letters for Recruitment
in Bereavement Research.
Decker,
P. J. (1979). A note on recruiting sources and job survival rates.
Dolan
Antenucci, M. C. (2014). Using Social Media to Measure Labor Market Flows.
Drake,
L. R. (1973). Organizational performance as a function of recruitment criteria
and effectiveness.
KATHRYN
DOBIE, J. P. (1998). Motor Carrier Road Driver Recruitment In a Time of
Shortages: What Are We Doing Now?
Miron,
A. (2014). Understanding Recruitment Sources.
Morrison,
A. M. (1992). The New Leaders: Guidelines on Leadership Diversity in America.
Jossey-Bass Management Series.
MUSCALU,
E. (2015). SOURCES OF HUMAN RESOURCES RECRUITMENT ORGANIZATION.
Phillips,
P. S. (2010). Hospitality Career Fairs: Student Perceptions of Value and
Usefulness.
,(2008). “Sources
of Recruitment”,<
https://theinvestorsbook.com/sources-of-recruitment.html>.
Steffen
Raub, E. M. (2006). Realistic recruitment: An empirical study of the cruise
industry.
Thompson,
L. F. (2003). Internet Recruiting: The Effects of Web Page Design Features.
Thomsen,
D. (2007). Targeted collection and use of information from job boards, job
listings and similar sources.
Williams,
C. R. (1993). Recruitment sources and posthire outcomes for job applicants and
new hires: A test of two hypotheses.
Recruitment 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). I would like to add to your post the potential value of using employee referrals to recruit (SHRM, 2004).
ReplyDeleteEmployee Referral Effectiveness • seek out job candidates • prescreen candidates • provide realistic information
Job Candidates • more qualified • realistic expectations • passive job seekers
New Employees • better performance • better retention • better morale • less transition time
Thank you Asitha for valuable comments adding to that Recruitment is described as “ the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests” (Richardson,2012)
DeleteNothing is more disappointing for the employee, who has been working hard to get promoted, to see someone new seize the position other one deserved or desired. Promoting inside the organization involve less training and transition. (McIntyre, 2010)
ReplyDeleteAgree with you Kelum on the other hand needs assessment to determine the current and future human resource requirements of the organization. If the activity is to be effective, the human resource requirements for each job category and functional division/unit of the organization must be assessed and a priority assigned (Margaret,2012)
DeleteRecruitment and selection have several processes to identify suitable person and qualified them for the job, which enables the organization to get the maximum output from each and every individual employee to maximize the performance. The basic method for recruiting employee are to have a interview with him or her and it can be conducted as telephone interview, personal interview, behavioral interview, group or panel interview, video conference interview (Ullah 2010). Identifying the best employee for the best position will provide the organization to maximize the performance and to create the correct work force to meet the challengers in this rapid changing market.
ReplyDeleteAdding your comment Dimuthu, Organizations today take great care in retaining its valuable employees and good employees as they are increasingly becoming more difficult to fin . (Walker,2001) was of the view that managing and retaining promising employees’ is an important fundamental mean of achieving competitive advantage among the organizations. (Cutler,2001) was of the view that one of the most important demands on management today in any organization
DeleteIt can be also added to your blog that With fast development of technology, recruitment and selection of employees has become more efficient and less time waste (Collins and ↠, 2018). Newspaper advertising methods are still used and have fast online databases where they can store a pool of applicants and find them whenever the position is open (Opus Recruitment Solutions, 2018). Since 2010, use of social media and relying on social networking sites has increased when applying for jobs. It is easier to apply and recruit employees from the online platform by providing easy access to the professional profile of the applicant. (Options, 2018).
ReplyDeleteAdding your valuable comment Isuru Recruitment, as a human resource management function, is one of the activities that impact most critically on the performance of an organization. While it is understood and accepted that poor recruitment decisions continue to affect organizational performance and limit goal achievement (Margaret,2012)
DeleteWhile agreeing with you and wish to add another advantage of internal recruitment is reduction the employee turnover. However, new innovative ideas, methods and strategies will not come in to the organization with this internal recruitment process (Trivikram,2017).
ReplyDeleteAgree with you Sohan one way to improve performance is to select participants who have higher levels of internal motivation and ability— even within the same institution (Harries,2006)
DeleteHuman Resources Outsourcing Association (HROA) defines RPO as a type of business process outsourcing, in which the company management transfers the responsibility for the recruitment process to the service provider. In the past, RPO was mainly viewed as a service that helped companies to fill low-level positions quickly and cheaply without taking the time of the HR personnel (Gale, 2016). The RPO market is rapidly changing and companies are now looking for a strategic partner to team up with in order to bring new capability to the HR-function instead of the main motivation being in cost savings (Cappello, 2011).
ReplyDeleteEvery organization wants to consider for staffing their role or position requirements. Whatever sourcing or hiring method adopted, some active or planned, but persistent tactics are needed for this approach to yield results (Aithal, 2018)
DeleteEffective recruitment sources should have characteristics which attract high numbers of qualified job applicants, in terms of high degrees of Person-Job Fit and Person-Organization fit, as well as occupational experience (Flecke, 2018).
ReplyDeleteRecruitment advertising represents the most typical example of a company‐dependent recruitment source and can be defined as any paid form of non‐personal presentation and promotion of an organization as an employer by the organization itself (Highhouse & Hoffman, 2001)
DeleteRecruitment is the process of attracting a pool of candidates from which we can hire people suitable for the vacant positions. Companies should attract a sufficient number of candidates with knowledge, skills, attitudes who help the organisation to achieve its goals and objectives. For that companies can go with either internal or external methods based factors such as the nature of the job, time involved, money spent and other important factors which would affect the efficiency (Armstrong, 2009; Dessler, 2013; Pioro and Baum, 2005)
ReplyDeleteAttracting and retaining the most talented employees is crucial for organizational success and survival (Chapman, Uggerslev, Carroll, Piasentin, & Jones, 2005). Recently, the focus of recruitment research has shifted towards studying the impact of early recruitment activities on organizational attraction (Collins & Stevens, 2002)
DeleteOver the last decade the internet has dramatically changed recruitment practices. For organizations, the internet provides an efficient and less costly means to provide more job and organizational information to potential applicants in a much more dynamic and consistent way than was the case in the past (Cober, Brown, Blumental, Doverspike, & Levy, 2000; Lievens & Harris, 2003). Internet recruitment has also substantially affected how potential applicants look for a job (Van Rooy, Alonso, & Fairchild, 2003). In the past, job seekers had to consult newspapers or contact acquaintances to locate a suitable job opening. In the internet age, however, job seekers can immediately search through thousands of available job openings. Apart from the speed and quantity of the information provided through the internet, potential applicants also have a broader array of information available. On the one hand, there is a wealth of company‐ supplied information, which is typically placed on job boards or company websites (Lievens & Harris, 2003). Examples are job ads and employee testimonials (Geisheker, 2001). On the other hand, there also exists a lot of information about jobs and companies that is ‘going around’ on the internet (Dellarocas, 2003).
ReplyDeleteAs such, for the past forty years, the main finding has been that employees recruited through informal sources show higher job satisfaction, better job performance, and lower turnover than employees recruited through formal sources (Breaugh, 2008)
DeleteAccording to Chaudhuri (2010), the basic principle in selection is "right man for the right job" and can be achieved only through scientific recruitment and selection. This is because the ability of an organization is determined to a great extent by the ability of its workforce. The old belief that capital was fundamental to the progress of the organization and does not hold good any longer as employers around the world have begun to believe that a smart workforce is the key to the success of an organization.
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