How does HR evaluate a potential new recruit?

 

Introduction

In the age of talent competition, the "recruitment" function has been viewed as critical. It is used to find potential candidates and entice them to apply for available positions. Recruiters use a range of recruiting methods to find competent individuals, such as job ads, online job and web portals, word-of-mouth, social media, and so on (Gupta & Kumar, 2014). According to research, recruiters' intentions to use these methods are influenced by a variety of pre and post-hire outcomes, such as the volume and quality of applications, the speed with which positions are filled, the performance of new hires in their jobs after they start, and the applicants' commitment, engagement, and satisfaction. Fisher et al. (2014) discovered, for example, that recruiters prefer social media recruiting since it is more affordable and quickly fills openings (Muduli & Trivedi, 2020).

Recruitment 

The recruitment process involves identifying potential candidates for existing or future organizational positions. Alternatively, it could be viewed as a connecting activity that brings together persons looking for work and those with open positions. According to Falcone, depending on the type of job opportunity, a company can hire individuals from a range of sources (Kamran, et al., 2015).

 

Methods of recruitment

In the recruitment process there are a several types of methods but which are narrow to two main methods which are:

Internal recruitment

Internal recruitment is economical and supports employee morale and satisfaction (Muhereza, 2019). Prior to searching outside the organization for talent, invest some time in recruiting or motivating current personnel (Aina & Atan, 2020). Nothing is more upsetting for an employee who has worked hard to advance than seeing a new person assume the sought or deserved position. Less training and transition are required to move forward within the organization (Devaro & Morita, 2009).

Job postings and job bidding

• A job posting is the procedure for informing the staff members of a company that a position is available (Muduli & Trivedi, 2020).

• by the use of the job bidding approach, permit those who assume they have the necessary qualifications to apply for a job that has been offered (Muduli & Trivedi, 2020).

Employee testimonials:

• Could provide a fantastic opportunity already mentioned workers (Devaro & Morita, 2009).

 • Current employees will waver to set down average capacity candidate (Abbas, et al., 2021).

External recruitment

Competent individuals have been considered for the job role. This source is often used to recruit for entry-level and skilled professions. To identify candidates, external sources of recruiting such as outsourcing or agenesis are used (Devaro & Morita, 2009).

Direct recruitment is an external source of employment in which qualified candidates are recruited by putting a job announcement on the company's notice board. This sourcing approach is also known as "factory gate recruitment" (Muduli & Trivedi, 2020).

Employment Exchanges - According to the law, the organization is required to provide information to the employment exchange for specific job openings. In order to fill open positions, the employment exchange, a government entity, deposits and distributes information about job seekers to businesses. When it comes to employing unskilled, semi-skilled, and skilled people, this external source of employment is adaptable (Muduli & Trivedi, 2020).

Process of Recruitment

Figure 1: Process of Recruitment

Source: (Chenthamarakshan, 2022)

1. Recruitment Planning

A systematic recruitment approach is required to choose eligible individuals from a pool of applicants. Candidates should be knowledgeable, experienced, and capable of handling the responsibilities required to accomplish the organization's objectives (Muduli & Trivedi, 2020).

 

 

2. Strategy development

What type of recruitment method to use, what geographic area to consider for candidate searches, which source of recruitment to use, and what sequence of activities to follow in recruiting candidates in the organization are just a few examples of strategic considerations that may need to be considered (Azmy & Abeng, 2019).

3. Searching

HR managers consider both internal and external sources and methods of recruitment (Brändle, et al., 2020).

4. Screening

 The methods for screening candidates vary depending on the source of supply and the recruiting strategy. Preliminary applications, de-selection examinations, and screening interviews are among the procedures used to screen candidates (Muduli & Trivedi, 2020).

5. Evaluation and control

During the assessment and control phase, managers analyze the effectiveness of hiring processes. There is no need for control as long as it meets the needs of the organization (Brändle, et al., 2020).

Factors Affecting Recruitment 

Internal:

Size of the Organization - One of the most significant elements influencing the recruiting process is the size of the organization. Planning the hiring of additional resources, which will be essential in the administration of upcoming operations, is required for business development (Newington & Metcalfe, 2014).

Recruitment Policy - An organization's recruitment strategy may involve hiring from both internal and external sources. It is a significant factor that has an impact on the hiring process. It defines the goals of recruitment and offers a structure for putting recruitment initiatives into action  (Muduli & Trivedi, 2020).

External:

Demographic factors: The characteristics of potential employees, such as their age, religion, level of education, gender, occupation, economic position, and location (Newington & Metcalfe, 2014).

Labor market: Recruitment will take more work if there is a shortage of employees with the necessary skills and talents. On the other hand, hiring will be comparatively easier to manage if demand is lower than supply (Muduli & Trivedi, 2020).

References

Abbas, S. I., Sayed, M. . H. & Haji-Othman, Y., 2021. Critical Review of Recruitment and Selection Methods: Understanding the Current Practices. Annals of Contemporary Developments in Management & HR , 3(3), pp. 46-52.

Aina, R. A. & Atan, T., 2020. The Impact of Implementing Talent Management Practices on Sustainable Organizational Performance. Sustainability, Volume 12, pp. 1-21.

Azmy, A. & Abeng, T., 2019. RECRUITMENT STRATEGY TO HIRE THE BEST PEOPLE FOR ORGANIZATION.

Brändle, T., Grunau, P., Haylock, M. & Kampkötter, P., 2020. Recruitment Strategies and Match Quality - New Evidence from Representative Linked Employer-Employee Data.

Devaro, J. & Morita, H., 2009. Internal Promotion and External Recruitment: A Theoretical and Empirical Analysis. Gupta, A. & Kumar, S., 2014. A Study On Recruitment & Selection Process With Reference.

Kamran, A., Dawood, J., Hilal, S. . B. & Kamran, A., 2015. Analysis of the Recruitment and Selection Process. Proceedings of the Ninth International Conference on Management Science and Engineering Management, Volume 362, pp. 1357-1375. .

Muduli, A. & Trivedi, J. J., 2020. Recruitment methods, recruitment outcomes and information credibility and sufficiency. Benchmarking: An International Journal, 27(4), pp. 1615-1631.

Muhereza, I. J., 2019. INTERNAL RECRUITMENT AND EMPLOYEE PERFORMANCE IN SECURITY.. Master of Management Studies (HRM).

Newington, L. & Metcalfe, A., 2014. Factors influencing recruitment to research: Qualitative study of the experiences and perceptions of research teams. BMC Medical Research Methodology, 14(1).