Impact and Effectiveness of Recruitment and Selection

 

EXTERNAL RECRUITMENT AS A SOURCE OF RECRUITMENT

 

When short-term demands arise such as need of replacements, unplanned expansion into new area or in the event of ad hoc creation of new posts the HR Department of an Organisation will be under pressure to deliver suitable candidates without delay (Armstrong, 2010) and therefore information required to with regard to posts and vacancies may be published on the website or the internet of the company (Armstrong & Taylor, 2014).

For Example, a leading Outsourcing Company which I previously worked for, Externally Recruit Software Engineers, Network Developers, and Programmers for special projects.

 

External Recruitment is attracting those who are not attached to the organization to apply for posts within the organization when job vacancies exit and to create awareness, attract candidates and to make them interested for the vacant jobs External sources of Recruitment such as Advertisements, E-Recruitment, Employee Referrals, Labour Offices, Employment Agencies, Education and Training Establishments could be made use of (Armstrong, 2006).

 

Advertisements

 

The most common method of External Recruitment is publishing Advertisements and the vacant positions are advertised using both electronic and print media. (Saviour et al., 2016).

In terms of attracting candidates Advertising has traditionally been the most common method (Armstrong & Taylor, 2014).

For Example, the leading Logistic Company that I work for, when vacancies are available for forklift drivers, prime-mover drivers and machine operators the vacancies are advertised in local newspapers.

 

E-Recruitment

 

Of the above said External sources of Recruitment, in E-Recruitment method the Internet website of the Organisation is used to attract outside candidates and screening of applications, selecting rejecting and offering are done through electronic means which is considered one of the most cost-effective methods (Cappelli, 2001). Cappelli (2001) further states that E-recruitment process also cause online employment to a certain extent.

For Example, the leading Outsourcing Company uses E-Recruitment method to Recruit Data Entry Associates for new projects.

 

Employee Referrals

 

Employee Referrals being another aforesaid method of Recruitment, it could be described as recommending or referring a suitable outside person to the HR department by a current employee and in such instances when such person is hired the employee who made the recommendation shall be rewarded (Saviour et al., 2016).

For Example, when employees are hire on contract basis for short term projects in the leading Outsourcing Company widely use this method.

 

Labour Offices

 

The source labour offices are considered as unions available in Organizations. Unions are labour pools that supply workers to Organizations. At times, union could regulate which candidate should be hired by the Organization and in such instances union face problems in deciding the person to be selected and to which position to be selected (Harky, 2018).

 

Employment Agencies

 

Generally, Employment Agencies are quick and effective but they are expensive as they charge a fee for finding someone for employment, but there is a risk of getting unsuitable candidates if the Agency is not clear of the requirements. (Armstrong & Taylor, 2014).

For Example, in the leading Outsourcing Company, the service of Employment Agencies is sort for when Recruiting top management positions.

 

Education and Training Establishments

 

As the those who are almost to pass out of Universities are enthusiastic and motivated to perform well, picking and interviewing candidates form campuses is the Education and Training Establishment method which is also known as campus recruiting (Saviour et al., 2016). This is one of the cheapest methods of the recruitment and selection (Harky, 2018).

For Example, University students who need to complete their internship are given opportunity and later absorbed to the Company once graduated in the leading Logistic Company.

 

 

References

•  Armstrong, M (2006). A handbook of human resource management practice, 10th
  edn, Kogan Page, Ltd.
• Armstrong, M. (2010). Armstrong's essential human resource management practice. London: Kogan Page.
• Armstrong, M. & Taylor, S. 2014. Armstrong’s Handbook of Human Resource Man-agement Practice. 13th ed. Ashford Colour press Ltd. London.
• Cappelli, P. (2001). Making the Most of On-Line Recruiting. Harvard Business Review. [online] Available at: https://hbr.org/2001/03/making-the-most-of-on-line-recruiting.
• Cappelli, P. (2001). ‘The national employer survey: Employer data on employment practices’.Industrial Relations 40(2), pp. 635-47. Coleman, James S. 1988, Social Capital.
• Harky, Y. (2018). The Significance of Recruitment and Selection on Organizational Performance: The Case of Private owned Organizations in Erbil, North of Iraq. International Journal of Contemporary Research and Review, Section: Social Science, [online] 9(02). Available at: https://www.researchgate.net/publication/323380295_The_Significance_of_Recruitment_and_Selection_on_Organizational_Performance_The_Case_of_Private_owned_Organizations_in_Erbil_North_of_Iraq.
• Saviour, A., Kofi, A., Yao, B. and Kafui, L. (2016). The Impact of Effective Recruitment and Selection Practice on Organisational Performance (A Case Study at University of Ghana). Global Journal of Management and Business Research: A Administration and Management, [online] 16(11). Available at: https://globaljournals.org/GJMBR_Volume16/3-The-Impact-of-Effective-Recruitment.pdf.