Recruitment

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Recruitment is a way of searching candidates for the job role and invigorating them to go after the positions by applying for the said job rolls (Biswas 2012). The main purpose of recruitment is to identify and find out, evaluate, cognate and get the commitment from the prospective employees to fill up the positions and fulfill the job roll in order to achieve the goals of the organization (Raghavi and Gopinathan 2013).

As indicated by Fried and D Fottler, 2015, "Enrollment is the way toward finding and pulling in fit candidates for work. The interaction starts when newcomers are

 looked for and closes when their applications are submitted."

There are various methods of recruitment but for the sake of simplicity, they have been categorized under two broad headings (Kumari 2013).

Internal Recruitment

The selection process is done by the employees who are already employed at the organization. Employees are invited through their respective internal communication portals and eligible participants may participate in the selection process. Stonner, Freeman and Gilbert (2000), defines said advantages and disadvantages of this process.

  •         Advantages of internal recruitments.
  1.      Individuals are already familiar with the organization and its policies.
  2.      Increase loyalty and inspires the employees to put more effort to achieve the organization's success.
  3.      Less cost compared to hiring employees from outside the organization.
  • Disadvantages of internal recruitments.
  1. Chances are less for fresh points to enter the organization.
  2.  Limits the pool of available talent.
  3. This might lead the employees to assume that seniority might be taken into consideration and preferred more during the process.
External Recruitment

Workforce applicable for this process might be from any other institutions or a fresh set of people who have completed some sort of education level (Bushra Bintey Mahbub 2020).

DeVaro, 2020 states below said advantages and disadvantages of recruiting an external workforce.
  • Advantages of external recruitment
  1. Innovative and new ideas are brought into the organization and potential candidates are more compared to the internal candidates.
  2. When an external force is recruited an additional vacancy will not be created as it is in the internal requirement.
  3. Workforce recruited externally are rarely trammeled in inside politics of the organization.
  •  Disadvantages of external recruitment
  1. Employees who are recruited externally for high job positions have a very less chance to move forward the ladder since they are already in a higher position.
  2. The existing workforce might not be much associated with the new ones who were hired externally compared to the existing ones and this might increase the risk of less agreement and problems arising.
  3. When an unfit external hire is done for a higher level of position it might earnestly damage the organization
It is visible that both the internal and external candidates are recruited into the workforce in the bank I am working for. It was observed that the major part of the workforce was recruited externally and appointed for several job roles. Although the external candidates were recruited the bank has not failed to reward the internal workforce with job role promotions.

Figure 4: Recruitment highlights

Source: Annual Report - HNB Sri Lanka, 2020

The bank is continuously being recognized for its resilience, strength, and innovative spirit both locally and internationally. As the bank is focused much focused on its future goals the major part of recruitments is done from external sources to go forward mainly towards innovative ideas. But also the internal workforce is not neglected and recruitments are also made from the existing workforce to inspire them and put more effort into achieving the organizational goals.


Reference

  • Biswas, N. (2012). Recruitment and selection process at Viyellatex group. 
  • DeVaro, J., 2020. Internal hiring or external recruitment?. IZA World of Labor.
  • Fried, B. and D Fottler, M., 2015. Human resources in healthcare : managing for success. 4th ed. Chicago, Illinois : Health Administration Press ; Arlington, Virginia : Association of University Programs in Health Administration.
  • Hnb.net. 2021. 2020. Annual Report - HNB Sri Lanka. [online] Available at: <https://www.hnb.net/2020>.
  • K. Raghavi and  N.Gopinathan, “Role of Human Resources as Change Agent in Enabling Equal opportunity Practices, “ Journal of Economics, Business and Management vol. 1, no.3, pp.300-303,2013.
  • KUMARI, N., 2013. A STUDY OF THE RECRUITMENT AND SELECTION PROCESS: SMC GLOBAL. ZENITH International Journal of Multidisciplinary Research, 3(2)
  • Mahbub, B. B. (2020). Internship Report on Recruitment and Selection Process of BRAC Bank LTD.(BBL). 
  •   Stoner, J., Freeman, R. and Gilbert, R., 2000. Management. 6th ed.

Comments

  1. Nivethini Manoharan27 April 2021 at 21:47

    Adding to your detailed introduction on recruitment, The recruitment process is a progressive and time-consuming activity for an organization, with high costs. Every organization aims to achieve the highest possible level of efficiency of the recruitment process in a way that they hire the person who possesses the required eligibilities for a particular position. Therefore, a significant element of every recruitment process is both a proper plan for the whole recruitment process, as well as an effective check of competencies of a potential candidate (Grabara et al., 2016).

    ReplyDelete
    Replies
    1. Pernalla Vincent3 May 2021 at 21:08

      Thank you Nivethini. In addition to that (Mirza, 2008) says that Recruiting internal candidate is the best way idea that, organization can access candidates competences due to previous work actions, low cost, higher motivation and time saving.

      Delete
  2. Treva Patterson2 May 2021 at 17:12

    And also Pernalla, by improving recruiting and hiring, an organization places the right people in the right positions, creating an environment where everybody win, employees are happier, management is more effective, executives hit their numbers and the organization overall is better positioned for success (Abourmahma 2013).

    ReplyDelete
    Replies
    1. Pernalla Vincent3 May 2021 at 21:11

      Thank youTreva, additional to your comment , Henderson and Bowley (2010) state using social media during the recruitment campaign can affect the authenticity of the organization. Further, this source is very useful when reaching the young crowd.

      Delete
  3. Sachith Fernando10 May 2021 at 17:06

    Agree with you Pernalla, with adding to your argument when it comes to internal recruitment there are positives as well as negatives. I wanted to highlight another negative factor of internal recruitment that the employee's performance on one job may not be a good predictor of performance on another because different skills may be required on the new job. Successful employee may not make a good supervisor because in most supervisory jobs an ability to carry out the work through others requires skill with people that may not have been a factor in previous jobs (Yu-Ru, 1999).

    ReplyDelete
    Replies
    1. Pernalla Vincent10 May 2021 at 19:54

      Correctly said Sachith , N.Marian,(2001) stated that internal recruitment has a benefit that a better knowledge about employee strength and weakness is well known by the organization but also there is a risk of restricting the new ideas from new blood.

      Delete
  4. Harsha Wijesinghe11 May 2021 at 16:41

    The recruitment and selection process has become a foremost duty in the dynamic business environment, distinguished as highly challenging. Additionally, I agree with you, and I would like to add more to this. Current interests on the possible warning of irrational thoughts about employees' selection processes incorporate personality measurements (Anderson et al.,2004). The image of the organization depends on domestic circumstances concerning the recruitment process. Additionally, Kapur (2018) suggests some other internal determinants, including the organization's size, job perception, and recruitment strategies.

    ReplyDelete
    Replies
    1. Pernalla Vincent14 May 2021 at 10:13


      Yes Harsha, Adding further even though earlier it was considered that recruiters either play a small role or completely does not play a role in determining the applicant decisions , but nowadays it is confirmed through several researches that they do play a huge role in applicant job choice (Chapman et al., 2005).

      Delete
  5. Arjun Landers13 May 2021 at 16:46

    Yes Pernalla, In addition, head hunting and close relationships with universities (Eg: University Job fairs, Internships) are also methods of recruitment that is widely used nowadays as it attracts best potential candidates (Grabara et al., 2016).

    ReplyDelete
    Replies
    1. Pernalla Vincent14 May 2021 at 10:03

      Thankyou for your valuable comment. Various research evidence shows that online recruitments have become an easy way to save cost and valuable time (Hart, Doherty & Ellis Chadwick, 2000). In recent times there has been a massive improvement in online selection methods(Hopkins and Markham, 2003).

      Delete
  6. Chanaka Babaranda14 May 2021 at 22:31

    True. Recruitment is the initial step of human resource management that drive workforce towards organizational goals. This link with other human resource strategies of performance appraisal, training and development programs and rewarding systems. Attract the best from the market is very important for an organization execute the HR and organizational strategies (Compton, 2009).

    ReplyDelete
    Replies
    1. Pernalla Vincent14 May 2021 at 23:27

      Yes Chanaka, Further Nahayo(2019) has said that organizational performance seems to be high when the organization has effective recruitment strategy and it may contribute to the competitiveness of the organization too.

      Delete
  7. Hashanika Mohan 15 May 2021 at 03:02

    Yes Pernalla, agreed with your points Klug, (2017), recruitment takes place internally, within the organization and externally, from the usage of external sources. Internal factors include, the size of the organization, recruiting policy, image of organization and image of job (Jean, 2006). External factors include, demographic factors, labour market, unemployment rate, labour laws, legal considerations and competitors. Efficiency in the recruitment processes generates productivity and builds a good working environment and good relations between the employees (Gisdorf, 2016).

    ReplyDelete
    Replies
    1. Pernalla Vincent15 May 2021 at 09:23

      Thankyou Hashanika, adding further after the offer for a job is published and selection process is done and employees are recruited the organization should not fail to educate the employees and bring new knowledge through teaching process and that may result in employee performance(Chrenscova,2011).

      Delete
  8. Wasantha Basnayake16 May 2021 at 11:36

    Agree with you. It can be difficult to recruit talented individuals and if you don’t build a strong brand and keep employees happy, you will spend more time than necessary on recruiting for replacements. As well as the candidate pipeline process, building an employer brand also requires a great deal of time and consideration, which can only really be achieved if you have enough resources in place to deal with it (Stephens,M.,2021).

    ReplyDelete
    Replies
    1. Pernalla Vincent18 May 2021 at 06:44

      Yes Wasantha, adding further Klug(2017) has stated that it is important that cast ,creed, race, religion and gender should not be considered when recruiting and there should be a common protocol during recruitment process.

      Delete

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