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The various sources in recruitment processes

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Recruiting is more likely to achieve its objective more effectively than others for filling certain types of jobs. Strengths and weakness in attempting to attract lower level and managerial level personnel will be analysed.

Recruitment helps to identify the source to employees and motivate them to apply for jobs and creates a interest of the candidate to work within a organization. Recruitment is the process to identify and attract the candidates from within and outside the organization to provide future employment to the required candidates.

RECRUITMENT PROCESS

Recruitment planning:

This is the first stage in the recruitment process. Planning involves job vacancies and information about the nature of job into a set of objectives (or) targets. Considering the number of, and type of applicants to be contacted.

Nature of contacts

Organisations nearly always plan to attract more applicants. Some of those are uninterested, unqualified (or) both.

Type of contacts

This refers to type of people depending on the tasks and responsibility involved and the qualification and experience expected.

Strategy Development:

If it is known how many and what type of recruits are required

'Make' or 'buy' employees: 'Make' means hire less skilled workers. 'Buy' means hire skilled workers and professionals 'Buying' employees have the advantage in the sense that skilled labour and professionals can begin the work immediately and little training may be needed.

Technological sophistication of recruitment and selection devices. The second decision in strategy development relates to the methods used in recruitment and selection. The computer has made it possible for employees to scan national and international applicant qualifications.

Searching:

The search process will involve:

SOURCE ACTIVATION: This source methods are activated by the employee requisition.

The applicants received must be screened.

SELLING: A second issue in searching process concerns communication.

SCREENING: Screening of application can be regarded as an integral part of recruitment process. It is the first step in selection process. In the screening process eligible candidates are called for an interview.

EVALUATION OF RECRUITMENT PROCESS:

EVALUATION AND CONTROL: Evaluation and control are necessary as considerable costs are incurred in the recruitment process.

The recruitment process has the objective of searching for and obtaining applications from job seekers in sufficient numbers and quality.

EVALUATION OF RECRUITMENT METHODS:

The evaluation of recruitment methods include:

  • Number of candidates at various stages of recruitment and selection process, especially those who are shortlisted.
  • Number of candidates recruited.
  • Number of candidates retained in the organization after six months.

FACTORS INFLUENCING RECRUITING EFFORTS

Although all organizations will, at one time or the another they will be engaged in the recruiting activity. The effectiveness of past recruiting efforts will show itself organization. Historical ability to locate and keep who perform well.

INTERNAL SEARCH:

Most large organizations will attempt to develop their own employees.

  • Maintaining good public relations
  • It builds morale
  • Encourages good individuals who are ambitious.
  • Chosen internally who already know about the organization.
  • Using internal source is a disadvantage, it means excellent candidates are available on the outside.
  • -Personnel Human resource management third edition 2008 Stephen P. ROBBINS
Recruitment sources from the international human resource management point of view can be studied under two levels:
  • MACRO LEVEL: The country from which the human resources are sourced
  • MICRO LEVEL: The institutional sources within a country from which human resources are sourced
Organizations involved in international human resource management are two types:
  • Multinational Companies
  • Domestic Companies
  • These companies search for prospective employees both from within the country and outside the country.

RECRUITMENT SOURCES AT MACRO LEVEL:

Recruitment sources at the macro level are four categories:

Ethnocentric Approach: 

Under Ethnocentric Approach MNC's at their head quarters formulate mission, objectives, strategies, product design.

They feel that people of their own country are well educated and passes the skills and carryout the jobs in dynamic business. They feel that parent country nationals have a sense of belongingness with the company.

Polycentric Approach

MNC under polycentric approach treats each subsidiary as an independent company and decentralize all the operations and delegates' decision. Making authority to its executives.

The executives of the subsidiary form late the strategies based on the mission and vision. Based on host country environment (culture, customs, laws, economic conditions, govt. policies etc).

Region centric Approach

Geocentric Approach

In this Geo centric approach the test talents are recruited by the organization. In the recruitment we have to consider:

Internal and external factors:

External factors deals with the powers of organization and include the current and future trends of the labour market.

Internal factors will include control and monitor the organizational culture.

RECRUITMENT PROCESS:

Organization has already knows about the skills of internal candidates existing employees already know the organization policies, rules and commitments.

Internal recruitment means they are currently employed in the organization.

PRESENT EMPLOYEES: Through promotions and transfers among the present employees from existing positions to higher position can be a good source for recruitment.

EMPLOYEE REFERENCE: It is a good source of employee recruitment employee can develop good friends & families then it is a advantage of job with company. Encouraging them to apply.

FORMAL EMPLOYEES: The person who are retired may be willing to come back (or) recommend someone to work for the company. The persons who left the jobs might be willing to come back.

Recruitment of these persons is an advantage of the organization. Because the performance of these employees may be well know to the organization required job needs.

EXTERNAL RECRUITMENT METHODS:

PROFESSIONAL (OR) TRADE ASSOCIATIONS:

These associates provide placement services to its members. These are particularly useful for attracting highly educated, experienced and skilled persons.

ADVERTISEMENTS:

It is a popular method of recruitment in the external process.

Generally the ads are given in two ways:

  • Want adds
  • Blind adds

EMPLOYEE EXCHANGE: According to employment exchange act 1959 industrial establishments must notify the vacancies before they feel this act has a link between employers and employees.

SELECTION:

  • Selection is the process of taking individuals with qualifications to fill jobs in the organization.
  • Some selection methods can be used within a organization
  • Selection process is concerned with picking the light candidates from pool of applicants.
  • Selection activities follow a standard pattern begins with an initial screening interview and concluding with the final employment decisions.
  • In the selection process most of the MNC's used to follow the selection procedure based on the talents, job duties and job description
  • Selection process includes collect information about the candidates and about his qualification.
  • Selection depends on the candidate skills and the abilities to be successful in their jobs.

SELECTION AS A SOURCE OF COMPETITIVE ADVANTAGE:

The role of selection in a organization is more effective.

SELECTION PROCESS

Selection is a long process starts from the preliminary interview of applicants and end with contract of employment

But in practice the process differs among organization between two different jobs within the same company.

They are two environment factors affecting the selection process.

  • External environmental factors
  • Internal environmental factors

Selection process having several factors plays a prominent role among the supply & demand and skills in the labor market legal & political considerations and company image are the external factors.

HR Policies, cost of hiring are the internal factors.

PRELIMINARY INTERVIEW

Preliminary interview starts by examining of applicants. It means HR specialists will always who are qualified candidates to achieve the organizational objectives.

EVALUATION

The examining the applicants are based on provided information. It is also called as courtesy interview.

SELECTION TEST:

The candidates who are examined in the screening & preliminary interview they are called for selection test. This selection test is based on the candidate ability, personality of attitude.

In the selection test the candidates are based on

  • Reliability
  • Validity
  • Objectivity
  • Standardization

EMPLOYMENT INTERVIEW:

Employment interviews are done by the HR manager at the beginning at the end of selection process

It is an excellent device in the selection process because of its flexibility and soundness.

Employment interviews can take the form of three types:

  • One - to - one interviews
  • Sequential interviews
  • Panel interviews

DIFFERENT TYPES OF INTERVIEWS:

  • Structured
  • Unstructured
  • Mixed (combination of Structured and unstructured)
  • Behavioral
  • Stress
  • Group discussion interviews

REFERENCE AND BACKGROUND ANALYSIS:

This is the fourth stage of selection process employers request names & address

Generally references are given by current employees, previous employees of related organization.

SELECTION DECISION:

After getting all information selection decision is made by the HR manager.

It is a critical stage in the selection process based on the decisions only the responsibilities and duties are allowed to the employees.

PHYSICAL EXAMINATION:

After the selection decision & before job offer physical fixtures test and the physical capacity is conducted.

JOB OFFER:

Job offer is based on the result of medical fixtures test only. These results are preserved in the personnel records for future verifications.

The main purpose for physical examination is

  • The candidate may suffer from any infection disease or not.
  • The candidate is suitable for work (or) not.
  • To protect the employee for workers compensation claim.

JOB OFFER:

The candidate who crossed all the previous conducted tests. Job offer is made through a letter of appointment. The letter will contains date by which the candidate must report on duty. Some grace period is also given to the candidate to perform his duties.

CONTRACT OF EMPLOYMENT:

After the job offer is made if the employee accept the offer the candidates attestation form is the future reference to' the company.

INITIAL SCREENING:

The screening interview is an excellent opportunity to for management to describe the job in detail. So candidates may consider really serious about making application.

COMPLETION OF APPLICATION:

Once the initial screening has been completed applicants are asked to complete the organization's application form.

EMPLOYMENT TESTS:

In this they will conduct the intelligence, aptitude, ability and interest best to provide a major input to selection process.

COMPREHENSIVE INTERVIEW:

After the initial screening, application form and required tests have been completed and they will conduct the comprehensive interview. The applicant may be interviewed by personnel department interviews, executives within the organization.

BACKGROUND INVESTIGATION:

The next step in the selection process is to investigate those appeal as the potential employees. Personnel references and verifying the educational background shown on the applications.

PHYSICAL EXAMINATION:

The applicant take a physical examination. The physical examinations are currently required to meet the minimum standards for organizations group life and medical insurance programs.

FINAL EMPLOYMENT DECISION:

Those individuals who perform successfully all the tests on the background investigation (or) physical examination how he is eligible to receive a offer of employment.

SELECTION TECHNIQUES:

  • Screening the applicants background
  • Testing the candidates ability
  • Investigate the family situations
  • To know the capacity of the candidate that he can adjust to the organization climate.
  • Psychological tests to investigate the overall personality of the manager


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