Effective Recruitment

Identifying the requirement

Correctly Identifying the recruitment requirement is one of the main factors for a successful recruitment (Opatha, 2009). The potential vacancy could be for one of following requirements (Opatha, 2009).

1.       Current job vacancy

2.       Replacement

3.       Future vacancy

Recruitment requirements are stated as ad hoc demands for people because of the creation of new posts, development into new activities or areas, or the need for a replacement (Armstrong, 2014).

Then need to identify the number of vacancies for that position.

So once the requirement identified correctly then, the manager request the resource using HR Requisition form (Opatha, 2009). In my organization, initially used hardcopy of HRF forms and then moved into soft copies (Excel) and currently HRF’s are send via online application called “Hiring Manager”

 When there’s vacancy, recruiting a new employee can be the most understandable approach. But Torrington, D., Hall, L. & Taylor, S. (2008) has highlighted below alternatives for vacancy as well.

•         Reorganise the work

•         Use overtime

•         Mechanise the work

•         Stagger the hours

•         Make the job part time

•         Subcontract the work

•         Use an agency

 

Determine the requirement

 

Recruitment manager should determine the job requirement in order to advertise it (Opatha, 2009). What level of competency needed for the job and what level of certification or knowledge needed for that position (Opatha, 2009). HR manager or relevant manager who’s responsible of recruitment should know the job characteristics and qualifications and qualities for the vacancy (Opatha, 2009). These factors will help create good advertisement for the vacancy.

Further, Armstrong, (2009) highlight that role profiles and person specification can be used to identify the requirement of recruitment. Further, Armstrong, (2009) defines role profile “as the overall purpose of the role, its reporting relationships and the key result areas”. Further, personal specification defines as the knowledge, skills and ability (KSAs) that need to carry out the job (Armstrong, 2009)

 

Personal specification is skills, knowledge and experience needed to do the job (Leech, C. 2005)

 

Advertise the requirement

 

Vacancies need to advertise in a way that the job seekers respond. More the application better the finding best suited individual for the requirement. (DeCenzo, D. & Robbins, S. 2005). A recruitment to be effective it needs to have significant pool of candidates so the recruitment has more diversity (DeCenzo, D. & Robbins, S. 2005).

 

How to attract candidate

 

Armstrong, (2014) highlighted following to attract candidates for a job

1.       Analyse recruitment strengths and weaknesses to develop an employee value proposition and employer brand

2.       Analyse the requirement to establish what sort of person is needed.

3.       Identify potential sources of candidates.

 

So, these jobs posting can be published on the company’s website or on the internet, as an advertisement or through agencies and hiring consultants (Armstrong, 2014). A recruitment to be effective it needs to have significant pool of candidates so the recruitment has more diversity (DeCenzo, D. & Robbins, S. 2005).

 

The company where I work has an online application that helps with recruitment and selection. When a manager needs to hire a new employee, he or she should submit a hiring request (HRF) through the hiring manager application.Then the HR team will create an advertisement for that job which includes expected technical and other skills, certification and other professional qualification. Then the HR team will advertise it on sites, such as topjobs.lk and LinkedIn.

 

Referencing

Armstrong, M. (2014), Armstrong’s Handbook of Human Resources Management Practices, (13th edi, pg.226), Hong Kong: Jellyfish.

DeCenzo, D. and Robbins, S. (2005), Fundamentals of Human Resource Management (8th edi), USA: Wiley

Leech, C. (2005), Positive Recruitment and Retention, Burlington: Elsevier Butterworth-Heinemann

Opatha, H.(2009), Human Resource Management, Sri Lanka: Author

Torrington, D., Hall, L. & Taylor, S. (2008), HUMAN RESOURCE MANAGEMENT (7th edi), Spain: Pearson

Comments

  1. Chamara GunarathneMay 3, 2022 at 7:16 PM

    Correct Nuwan, having an effective recruitment process entails beginning with a clear understanding of what the business requires, then communicating that clearly to attract quality candidates and carefully selecting the one who best meets those requirements. It is more than simply finding the most talented or qualified individuals. It's all about finding the right people for the job and the company; people with the best skillset and the right personality for the team and the company (Compton, 2009)

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 4, 2022 at 9:34 AM

      I agree with your point of view; additionally, for recruitment to be successful, it must be cost-effective, and once a candidate is hired, the probability of him leaving the organization should be as low (Opatha, 2009).

      Delete
  2. Nilushi FernandoMay 4, 2022 at 12:04 AM

    Hello Nuwan, I agree with your post. Weihrich and Koontz (1994) have stated that recruitment is attracting applicants to fill vacant jobs in the organisational structure. Opatha (2010) has explained recruitment as the process of attracting and finding suitable people apply for vacancies.

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 4, 2022 at 9:43 AM

      Hello, Nilushi. That is correct. To be effective in recruitment, the organization must be able to attract potential individuals. The employer brand is critical in attracting potential candidates. When it comes to attracting candidates to a business, the employer brand is critical (Armstrong, M. 2011). Please see my blog "Employer Brand" for more information.
      https://hasithadias.blogspot.com/2022/05/employer-brand.html

      Delete
  3. Pavani Damsara SamarasingheMay 5, 2022 at 10:58 PM

    Hi Nuwan, I agree with your blog. The shifting corporate landscape and fierce competition for talent highlight the need for innovative recruitment techniques. HR's relevance in any firm has increased dramatically in this scenario. Because of its considerable impact on Return on Investment (ROI) and a company's success in the marketplace, successful recruitment tactics from an individual, organizational, and societal standpoint have become increasingly important, leading to higher ROI and economic sustainability. In a word, good recruitment methods result in the development and employment of a dedicated staff whose talent and superiority provide competitive advantages and incomparable firm success in the marketplace. (Sangeetha, K., 2010)

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 10:00 AM

      Hi Pavani, thanks for you insight on this. Yes, if an organization has employees who can perform well it will have impact to the ROI. so to have employees who can perform well, the company recruitment needs to be effective.The effective recruitment effort shows organization's ability to locate and keep people who can perform well (DeCenzo, D. and Robbins, S. 2005).

      Delete
  4. Ruwan AttanayakaMay 6, 2022 at 9:43 PM

    Hi Nuwan. Agreed on your blog and would like to validate further elaborate your post adding that It is critical to choose the correct person in order to improve performance, save costs, and comply with legal duties (Kumar and Gupta, 2014).

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 10:08 AM

      Hello, Ruwan. Thank you for sharing your thoughts on this. Optha, (2009) also stated that recruitment to be effective it should be cost effective, correct qualified individuals should be acquired, and that once hired, they should not leave the organization soon.

      Delete
  5. Polwattage Dinith Tharushika PereraMay 7, 2022 at 12:37 PM

    Hi Nuwan, I agree with the contents of this post. I would like to add few more things to it. The changing business scenario and vigorous talent hunt underline the need for new recruitment strategies. In this context, the importance of HR in any organization has grown several fold. Its strong impact on Return on Investment (ROI) and company's success in the marketplace have placed significant emphasis on effective recruitment strategies from an individual, organizational and societal perspectives that lead to increased ROI and economic viability of the organization. In a nutshell, effective recruitment strategies result in developing and engaging a committed workforce whose talent and supremacy lead to the creation of competitive advantages and unmatchable business success in the marketplace (Sangeetha, 2010).

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 10:16 AM

      Hi Dinith, thanks for your comment and Pavani also highlighted the same on her comment above. Yes, if an organization has employees who can perform well it will have impact to the ROI. so to have employees who can perform well, the company recruitment needs to be effective.The effective recruitment effort shows organization's ability to locate and keep people who can perform well (DeCenzo, D. and Robbins, S. 2005).

      Delete
  6. Employee Motivation IntroductionMay 14, 2022 at 4:45 AM

    Hi Chamara, I agree with the topic of Effective Recruitment, "Personality testing in the selection process will help to identify the best match candidate according to the job requirement, because it is very necessary to identify the most suitable candidate, so that it will be helpful for the organization(Ahsan, M., 2018).

    ReplyDelete

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