Recruitment methods

 

Recruitment methods

 

There are two types of recruitment methods: internal and external. Internal recruitment is the process of finding employees from within the company to fill a position. The term "external recruitment" refers to the process of seeking out potential individuals from outside the organization (DeCenzo, D. and Robbins, S. 2005).

“Employee recruiting is the activity of identifying and soliciting individuals—either from within or outside an organization—to fill job vacancies or staff for growth” (SHRM, 2022).

Opatha, (2009) has stated below methods for recruitment.

Internal

1.       Word of mouth – the management informed internal employees verbally about the job vacancies and request them to apply. Least expensive and can attract internal applicants.

2.       Job posting and bidding – posting the job vacancy on organization’s notice board or organization’s magazines or booklets or newsletters.

3.       Skills inventories and management inventories – skill inventory refers to a document that specifies competencies of a current non-management employee in the organization. Management inventory means document that shows technical, human relations and other competencies of a current manager in the organization.

4.       Intranet – advertising job vacancies using the company intranet. This is not accessible by the external people.

5.       Succession plans – Human resource plans and they show future replacement when job vacancy occur.

 

External

6.       Employee Referrals (internal) - requesting current employees concerned to send suitable candidates for the job vacancies. In this method the current employees may recommend their relatives, friends and neighbours for job vacancies.

7.       Employee referrals (external) – usually a well-recognized outside person is requested to recommend applicants.

8.       Pre-Applicants (Walk-ins and Write-ins) – Job seekers who come to the organization in search of jobs are Walk-ins while Write-ins are job seekers who write to the organizations by sending their application

9.       Past Employees -Employees who have worked with the company previously.

10.   Educational institutions – Recruiting from schools, colleges and universities.

11.   Employment agencies (Private and public) – an organization can delegate the work of recruitment to an employment agency which is a business organization specialising in recruitment.

12.   Executive and professional search firms – this also a type of employment agency, but differ from recruitment approach. Recruit people using personal contact.

13.   Employee organizations / trade unions – recruit people from employee organizations such as trade unions.

14.   Professional institutes – Institutes such as Chartered institute of Accounts of Sri Lanka, Sri Lanka institute of Marketing

15.   Open houses and job/Career fairs – open house is a special event organized by one organization to recruit job applicants to fill its vacancies.

16.   Internet job posting sites – there are special sites to post all the relevant details of job vacancies.

17.   Clients – Organizations can request from its local clients to nominate job applicants for selection. But not a popular method.

18.   Advertising – Organization publishes its job vacancies through modes such as televisions, radios, banners, posters and newspapers.

 

In addition, DeCenzo, D. and Robbins, S. (2005), highlighted the following methods as an alternative recruitment approach.

 

·         Temporary help services

·         Employee leasing

·         Independent contractors

 

Further, as stated by SHRM, (2022) below are some recruitment methods that used by media.

·         Internet

·         Social media

·         LinkedIn

·         Radio and television

·         Newspaper

·         Billboards

·         Posters

·         Cinema advertising and transit advertising

 

 In our organization, we do internal and external recruitment where internal recruitment will be done through emailing details of vacancy to prospective candidates. Then the prospective candidates will forward their CV's to HR.Prospective candidates can now apply for the job if they possess the necessary skills and qualifications. After they apply for the position, the candidate's CV will be updated on a web application called jobadder.

 

 

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

Web article: SHRM, “Recruiting Internally and Externally”, Date viewed: 28th April 2022, https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/recruitinginternallyandexternally.aspx

 

 

Comments

  1. Chamara GunarathneMay 3, 2022 at 7:10 PM

    Hi Nuwan, agreeing on the fact that, an effective recruitment process begins with a clear understanding of what the business requires, followed by effective communication. As per DeVaro. J, and Morita.H, (2013) despite the benefits of internal hiring, excessive reliance on promotion and lateral job rotation can have negative side effects which can be mitigated with a transparent process and a balanced mix of internal and external recruiting. However, it's important to build a successful hiring process to ensure fair and effective hiring with more structured interviews to help evaluate candidates more objectively

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 11:30 AM

      Hi Chamara, Thanks for your view on this. I also agree that there should be a balance between internla and external reqruitment. If the organization have the required skill set within the organization, then they can go to intenal recruiting and if not can go for the external recruiting. As stated by Armstrong, (2011) Internal recruting should be done based on the data available about the skills and potentials.

      Delete
  2. Nilushi FernandoMay 4, 2022 at 12:06 AM

    Hello Nuwan, I agree with your post. According to Flippo (1984) sources of employees are classified as internal and external and Ejiofor (1989) has pointed out that according to the source of recruitment an organisation intends to use the recruitment method will be decided upon. Saviour et al. (2016) have stated that when an organisation decides for internal recruitment, to allow open competition the vacancies will be publicly notified.

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 11:38 AM

      Hi Nilushi, Thanks for your input on this. As Opatha, (2009) stated, internal vacancies can be communicated in many ways. Word of mouth, job posting, email and intranet are some of those methods.

      Delete
  3. Namal De SilvaMay 4, 2022 at 11:57 PM

    Hi Nuwan, I'm agree with you on this and Companies would have the benefit of reaching a far greater talent pool, along with attracting passive candidates with its convenience and efficiency (Jackson, 2019)

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 11:45 AM

      hi Namal, Thanks for your thoughts on this. When attracting candidates , employer brand is very crucial factor. Employer brand is essential factor when attracting candidates to an organization (Armstrong, M. 2011). I'm tring to highlight this on my blog "Employer branding" (https://hasithadias.blogspot.com/2022/05/employer-brand.html).

      Delete
  4. Pavani Damsara SamarasingheMay 5, 2022 at 11:03 PM

    Hi Nuwan, I agree that a successful recruitment process starts with a clear grasp of what the company needs, followed by efficient communication. Despite the benefits of internal hiring, over-dependence on promotion and lateral job rotation can have detrimental side effects that can be avoided with a transparent procedure and a balanced mix of internal and external recruiting. However, it's critical to have a successful hiring process that includes more formal interviews to help evaluate prospects more objectively. (Marsden, P.V., 1994)

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 11:56 AM

      Thanks for your view on this Pavani. The recruitment process to be successful, its required to identify the requirement correctly (Opatha, 2009). Even though interviews used widely
      to select candidates, it’s not the most effective way for the selection (CIPD, 2021). The interviews have many flaws and I’m discussing this on my post "Interviews" (https://hasithadias.blogspot.com/2022/05/interviews.html). Pls. have a look and drop your comment on that.

      Delete
  5. Ruwan AttanayakaMay 6, 2022 at 8:41 PM

    Hi Nuwan. I agreed with your post. According to Harky (2018), According to Harky (2018), when openings arise, internal candidates who are currently employed by the organization should be given priority

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 12:00 PM

      Thanks Ruwan for you view on this. Personally, I also agree to that if the organization have the required skill set internally. Further, Armstrong, (2011) also stated that Internal recruting should be done based on the data available about the skills and potentials

      Delete
  6. Maheshani Priyankara Weerarathne (Maheshi)May 6, 2022 at 8:48 PM

    Hi Nuwan , Nicely done ,Internal and external recruitment are both ways of recruitment that are used in conjunction with other strategies (Kumar and Gupta, 2014).

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 12:05 PM

      Thanks Maheshani for your comment on this. DeCenzo, D. and Robbins, S. (2005) have highlighted some alternatives for recruitment such as temporary help services, employee leasing, independent contractors as well.

      Delete
  7. Muditha WickramasingheMay 7, 2022 at 1:35 AM

    In addition, The promotion policy of your company will have a big impact on the hiring process. If the position is above entry level, it can be suitable to promote someone who is already employed by the company. Many companies use internal promotion as a motivation and  reward for good work or staying with the company for a long time.(Gusdorf,2008)

    ReplyDelete
    Replies
    1. Nuwan Hasitha DiasMay 11, 2022 at 12:14 PM

      Thanks Muditha for your view on this. Also, It is essential to make sure that selection and promotion procedures fit individuals' abilities to the do the jobs they must do (Armstrong, 2011).

      Delete

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