Methods of Recruitment

 

There are various methods of but for the sake of simplicity recruitment has been categorized under two main broad headings as Internal recruitment and External recruitment and further explains about benefits and importance of recruitment (Kumar & Gupta, 2014).

·         Helps to create a group of talented candidates for the benefit of the organization.

·        To increase the number of jobs seeking candidates on minimum cost effectively.

·         Helps to increase success rate of selection process.

·         Helps in identifying and preparing suitable job applicants to the appropriate job vacancy.

·        Finally helps in increasing organization recruiting techniques and for all type of job applicants.

Internal Recruitment

Internal recruitment is cost efficient, to support employee satisfaction and rights and it encourages the current employees before looking outside the company for talent (Abdullah & Rahman, 2015). Nothing is more disappointing the employee, who works hard to get promoted, to see someone new takes over the position earned (Demir et al. 2020).  Promote within the organization involves less training and changeover and internal recruitment is faster and easier to find needed employees when the organization planning to fill a vacant position on time and managers improve their decision making in the recruitment process using choices such as job bidding and job posting and employee references (Hamza et al, 2021).

External Recruitment

External recruitment refers to hiring skilled candidates out of the organization through outsourcing. In some case external recruitment useful and beneficially such as bringing new candidates which brings new skills and new idea for the company but in some case, external recruitment has weakness like less experiencing because new employee will take excessively time to learn rules and points on employee's job (Anwar & Abdullah, 2021).

The external recruitment has been stated as follow; (Kapur, 2018)

·       Direct recruitment – The recruitment of qualified candidates is carried out by putting a notice regarding the job vacancy on the notice board of the company. 

·       Employment exchanges – Employment exchange is a government entity, where the details of the job searchers are placed and given to the employers for filling the vacant positions. This source will be helpful in hiring of the unskilled, semi-skilled and skilled workers to the company.

·       Employment agencies – Employments agencies are functioned by various sectors, such as private, public and government. Mostly the job seekers register with employment agencies and in this way, the agencies will have a data base of the candidates and then the organization can use the service at the time of the relevant requirement.

·       Advertisement – Advertisement is most common and one of the traditional methods of recruiting. The job vacancy is displayed on various print and electronic media with the specific job description and specification of the requirement. Mostly the advertisements are displayed on newspapers, magazines and websites. Advertisement is the best way to find candidates in a short duration.

·        Professional associations – Professional associations can help the organization in hiring professional, technical, and managerial personnel which will focus on mid-level and high-level sources.

·        Campus recruitment – Campus recruitment is a source where educational institutions such as colleges and universities providing information to the students of job opportunities. In this process of hiring the organization will visit to the relevant college or university to recruit students directly to new positions.

·       Word of mouth – There are many reputed organizations with good reputation, such organizations need only a word-of-mouth advertising regrading a job vacancy to produce large number of candidates.

Advantages and disadvantages of Internal and External recruitment in Figure 1.0

Figure 1.0: Advantages and disadvantages of Internal and External recruitment

Source: (Armstrong,2010)

Some Research results explain with the development of information technology  the recruitment process can be done through online methods in order to be able to expand access to information (Azmy, 2019).

List of references

Armstrong, M. and Taylor, S. Armstrong’s Handbook of Human Resource Management Practice. (2014) 13th Edition, London: Kogan Page, p.225.

Armstrong, M. (2010). Armstrong's essential human resource management practice. London: Kogan Page.

Azmy,A., (2019) Recruitment strategy to hire the best people for organization, Tanri Abeng School of Management & Leadership, Ulujami-Pesanggrahan South Jakart [online] Available at: https://www.researchgate.net/publication/334319147_RECRUITMENT_STRATEGY_TO_HIRE_THE_BEST_PEOPLE_FOR_ORGANIZATION [Accessed on 7 August 2022]

Hamza,P. A., Othman,B.J., Gardi, B., Sorguli,S., Azia, H.M., Ahmed, S.A., Sabir, B.Y., Ismael, N.B., Ali, B.J, Anwar, G. (2021) International journal of engineering, business and management. Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performanc, Vol-5,Issue-3. [online] Available at: https://www.researchgate.net/publication/351779948_Recruitment_and_Selection_The_Relationship_between_Recruitment_and_Selection_with_Organizational_Performance [Accessed on 7 August 2022]

 Kapur,R., (2018). Recruitment and Selection, University of Delhi, India [Online]. Available at www.researchgate.net/publication/323829919_Recruitment_and_Selection. [Accessed on 2 August 2022]