Different Types of Recruiting the Best Employees

 

Because of various job requirements as well as each firm has different desires, employers have to use hiring tactics which will match their situation and the demand to the candidates the companies looking for (Zinyemba,2013). Moreover, recruitment source of an organization is chosen based on the company image, nature of the vacant position, recruitment budget and availability of the staff who engage in recruitment tasks. In order to have an effective and successful recruitment process, the management has to select at least two or more recruitment approaches from different categories (Eva, 2018).  

When the organization has identified the requirement of job vacancies, the next step of the process is recruiting the right person to the organization in effective manner and that will help to achieve organizational goals. Then a key issue will be derived of this hiring process within the Human Resource (HR) team. It can be identified as the candidates should be selected internally or externally (Afriyie, Blankson, & Osumanu, 2013). Additionally, Muscalu (2015) argues that the recruitment and selection procedure is a major task of the Human Resource Division of every organization. It is a very vital function as it affects the achievements of the business. One of the major changes in companies in recent is the growing attention to human resource. There are common internal recruitment methods which can be recognized as transferring from one department to another department, promoting to higher position and job rotations.

When talking about John Keells Holdings, advertising of the career opportunities is done on well-known websites such as Top Jobs and cv.lk as well as on LinkedIn. Not only that, but also, the organization gets the help of executive search firms such as KPMG to recruit executive and higher cadre personnel. Publishing on newspapers is at minimum level at John Keells. Further, educational institutions and career guidance programmes at universities is also used to identify young talents (Perera, 2016).

Internal or External recruitment drives?

There are mainly two types of recruiting methods such as internal and external. Among them, there are common internal recruitment methods which can be recognized as transferring from one department to another department, promoting to higher position and job rotations. When conducting the internal recruitment, the company already know the strengths and weaknesses of each applicant. In fact, that has been observed through regular performance inside the organization. On the other hand, since all applicants are part of the business, they are aware with its organizational culture, values policies and working style. 

The major recruitment approaches which are used by the recruiting companies are as follows (Armstrong & Taylor, 2014).

•         own corporate website

•         recruitment agencies

•         employee referral scheme

•         professional networking (e.g. LinkedIn)

•         commercial vacancy posts

•         local newspaper advertisements

•         specialist journals

•         job centers

•         link with educational institutes

•         social media

Internal Job Posting

This is the most using internal recruitment method and this is done by posting a notice on HR bulletin board, advertising on organization’s intranet, sending individual emails to the staff, through newsletters and job announcement flyers. Current employees in the organization is motivated by this type of internal recruitment methods (Zinyemba,2013). 

Online Recruitment (E- Recruitment)

This is an external recruitment approach which is used with the help of internet to publish about the vacant jobs of the organization and it provides facilities to communicate between employer and candidate via sending emails mainly, filling online applications, sending CVs and completing online tests also. Further, to execute this method, social media is widely used by the recruiters and not only employers, but also recruitment agencies use this recruitment method to advertise their vacancies (Armstrong & Taylor, 2014). 

Employee Referrals

This is a kind of internal recruitment approach and according to this method, current employees in the organization suggest candidates to the vacant position. Although this a good way to recruit, the company would get candidates’ profiles which do not have a diversity. Word of mouth would aid in this recruitment approach (Zinyemba,2013).

 

Educational & Training Institutes

This approach plays a significant role in fast growing organizations and the companies can obtain a pool of resumes through schools, universities, unions, professional associations, open days, carrier guidance units and job fairs (Muscalu, 2015).

 

Job Fairs

Mostly a physical place and sometimes an e- space where number of employers and a large of candidates meet each other is called as a job fair. Here, the companies are able to exhibit their best about the vacancies and the job seekers have different kind of choices to make (Richardson).

 

Recruitment Agencies

A third party will give the curriculum vitaes of prospective candidates to their registered companies and these recruitment agencies receive a fee for that service. This can be identified as a quick method of recruiting personnel to the firm. However, this is little bit expensive (Armstrong & Taylor, 2014).  

References

Afriyie, E. O., Blankson, G. A., & Osumanu, M. D. (2013). Effect of Recruitment and Selection Practices on the Performance of Small and Medium Hotels of Osu Klottey Sub-Metropolitan Assembly of Greater Accra. Developing Country Studies, 3(11), 133-141. [Online] Accessed on 16^th November 2023

Armstrong, M., & Taylor, S. (2014). Human Resource Management Practice (13 ed.). Kogan Page Limited. [Online] Accessed on 14^th November 2023

Eva, T. P. (2018). Recruitment and Selection Strategies and Practices in the Private Sector Commercial Banks of Bangladesh: Evidence from Human Resource Practitioners. European Business & Management, 4(1). [Online] Accessed on 16^th November 2023

Muscalu, E. (2015). Sources of human resources recruitment organization. Management and Economics, 3(79), 352-359. [Online] Accessed on 16^th November 2023

Perera, M. A., 2016. SlideShare. [Online]
Available at: https://www.slideshare.net/MarianAmandaPerera/assignmentmhc
[Accessed 19 11 2023].

Richardson, M. A. (n.d.). Reruitment Strategies: Managing/Effecting The Recruitment Process. Academia. [Online] Accessed on 15^th November 2023

Shafique, O. (2012, June). Recruitment in the 21st century. Interdisciplinary Journal of contemporary research in business, 4(2). [Online] Accessed on 14^th November 2023

Zinyemba, A. Z. (2013). The Challenges of Recruitment and Selection of Employees in Zimbabwean Companies. International Journal of Science and Research (IJSR), 2310-7064. [Online] Accessed on 15^th November 2023