RECRUITMENT TECHNIQUES & TYPES

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Recruitment

It is a process by which talented individuals can be allowed to get entry into an organization/company and with the time tenured training, the rationality of such type of recruitments can be testified and verified (Henry & Temtime, 2009).Recruitment can be considered to be a process in which the different types of desirable candidates who are in search of a suitable type of job can be allowed for entry to the said organization for gaining a talents pool of employees and gaining a competitive edge in the relevant market dynamics. (Abbasi, Tahir, Abbas & Shabir, 2020). Recruitment process includes a systematic procedure from sourcing the candidates to orchestrating and leading the interviews and requires numerous resources and time (Anwar, 2016).

Recruitment Techniques

  • Advertising

Advertising has traditionally been the most obvious method of attracting candidates and it is still important, although many organizations are outsourcing recruitment to agencies or consultants or using online recruitment. A conventional advertisement will have the following aims (Armstrong, 2009).

Aims of an advertisement 

  • Attract a sufficient number of good candidates at minimum cost.
  • Compete for the attention of potential candidates against other employee.
  • Communicate in an attractive and interesting way information about the job, the company and the terms and conditions of employment.
  • Prompt a sufficient number of replies from candidates with the right qualifications for the job (Armstrong, 2009). 

Figure 1 : Best practices for optimizing job advertisements 

 

Source: (Johns Hopkings University, 2021)

  •  Contracting Agencies

A recruitment agency, also known as a labour broker, is an organization that takes contract responsibilities of recruiting employees for an organization / company for an agreed consideration. This arrangement seems to be very efficient in recruiting the most able type of people in the different types of employability (Florea, 2014).

The relevant agency analyzes the job, prepares job and specifications and attributes. Give advertisement and sends out application form and interviews selected candidates, sometimes posting them. The final screening is done by employer with the help of a list of candidates and brief about employee’s education and future position he acquired (Yaseen, 2015).

  • Employee Referrals

Currently working employees are suggesting candidates to the vacant positions of the organization. Those are referrals seen less likely to leave the organization in the first year but they might leave in first year if the working condition or environment of the organization is not satisfactory and employee gives the realistic job preview to the referral (Yaseen, 2015).

  • E-Recruitment

Online / e-recruitment uses the internet to advertise or post vacancies, provide information about jobs and the organization and enable e-mail communication to take place between employers & potential candidates. The latter can apply for jobs online and can e-mail application forms and their CVs to employers or agencies. Tests can be completed online (Armstrong, 2009).

After emerging of COVID-19 Pandemic, e-recruitment has become a widespread workforce sourcing technique. As nations across the globe are experiencing social distancing measures, majority of companies are using technology for all the possible business activities, including recruitment (Ptel, 2020).

Some organizations are using Web 2.0 technologies to search for recruits online through social networking sites such as Facebook and MySpace. Websites such as Linkedin, which provides personal profiles, can be consulted. Other organizations are providing ‘blogs’ from existing employees covering their experiences in working for the organization (Armstrong, 2009).

  • Electronic Application system

Although companies widely use e-applications, in the emerging of COVID-19 Pandemic, it has become a much common practice. Local or international, majority of companies are noticed adopting electronic application systems. These systems facilitate to candidates to fill the application form and submit all necessary documents. Small and medium enterprises are also pushing themselves into this practice which is interesting to learn (Nguti & Mose, 2021). Also, government units in developing nations have also been attracted to using electronic recruitment systems since the Pandemic has started (Schislyaeva & Plis, 2021).

  • Labour and Union Offices

It has been observed that a labour pool is generally available with such type of union. Since the pool of labours, union can predict the most suitable labour/s respect to the positions where they will be placed (Shah & Othman, 2021). This recruitment type is very useful in the recruitment of the different type of labours and also require different types of labours of the various types of organizations in the business domain of mostly the building and construction industry as well as the printing industries (Keshav, 2013).

References

  • Abbas, S.I, Shah, M.H & Othman, Y.H (2021) Critical Review of Recruitment and Selection Methods: Understanding the Current Practices. Annals of Contemporary Developments in Management & HR (ACDMHR), 3(3).
  • Henry, O. & Temtime, Z.(2009) Recruitment and selection practices in SMEs: Empirical evidence from a developing country perspective. Advances in Management, 3(2), 52-58.
  • Abbasi, S. G., Tahir, M. S., Abbas, M. & Shabbir, M. S. (2020) Examining the relationship between recruitment & selection practices and business growth: An exploratory study. Journal of Public Affairs, e2438.
  • Anwar, K. (2016) Comparison between cost leadership and differentiation strategy in agricultural businesses. Custos E Agronegocio on Line, 12(2), 212-231.
  • Russo, G., Rietveld, P., Nijkamp, P. & Gorter, C. (2000) Recruitment channel use and applicant arrival: An empirical analysis. Empirical economics, 25(4), 673-697.
  • Michael Armstrong. (2009) Armstrong’s handbook of human resource management practice (11th ed). United Kingdom, Kogan Page.
  • Florea, N.V. (2014) Using recruitment agencies to obtain the best candidates. Land Forces Academy Review, 19(1), 80-89.
  • Yaseen, A. (2015) Recruitment and selection process of higher education sector and its impact on organizational outcomes. International Journal of Human Resource Studies, 5(4), 79-94.
  • Ptel, M. (2020) Social Posting in Covid-19 Recruiting Era-Milestone HR Strategy Augmenting Social Media Recruitment. Dogo Rangsang Research Journal, 10(6), 82-89.
  • Nguti, V.N. & Mose, T. (2021) The role of E-recruitment and selection functions on the organizational outcomes in HELB, Kenya. International Academic Journal of Human Resource and Business Administration, 3(9), 554-565.
  • Schislyaeva, E.R. & Plis, K. S. (2021) Personnel management innovations in the digital era: Case of Russia in covid-19 pandemic. Academy of Strategic Management Journal, 20, 1-16.

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