Common Sequential Steps in Recruitment

 

Common sequential steps in the recruitment process (G van der Waldt 2014)

 1) Identify the need to recruit/determine whether a vacancy exist

2) Update the job description, specification and profile

3) Determine the key performance areas of the job/recruitment planning

4) Consult the recruitment policy and procedure

5) Consider the sources of recruitment (searching)

6) Choose the appropriate recruitment method

7) Develop the recruitment advertisement/strategy development

 8) Place the advertisement in the most appropriate and suitable communication medium/implement a decision

9) Ensuring availability of application blanks/ensure pool of potential qualified applications/allow sufficient time for responses

10) Screen responses/screening

11) Recruitment evaluation and control

The organization’s decision on whether to adopt the internal or external depends on many factors. Motivating factors have been mentioned in the recruitment and selection process in more than one study, but overall we find that there is a great similarity between those factors and differences that may occur based on the nature of the work of each organization and on the environment Work in which the company does its business. As for those factors, he came up with a study (Dr. Nazrul Islam and others 2010)

Internal Factors

Recruitment policy, Human resource planning, Size of the Firm, Cost of recruitment, Growth and Expansion (Al-Kassem, 2017).

External Factors

Supply and demand, Labor market, Image / Goodwill, Political/Social and Legal, Environment, Unemployment rate, Competitors (Al-Kassem, 2017).

In addition, a study reported (MUSTAPHA, Adeniyi Mudashiru and others 2013) the following factors have also been identified as factors that determine sources of recruitment; Organizational policy regarding recruitment, The availability of the required staff within the organization and its effect on the overall organizational efforts, The level of position to be filled, the number of job positions to be filled.

Ahmedabad (2018), mentioned in his study about many factors most of which are consistent with what most of what was mentioned above, but he also mentioned a factor that differs from what has been mentioned, which are factors related to the criteria of recruitment. Technical criteria, that is, professional skills and experience in your field. Candidate's personality and charisma are the most effective criteria in the recruitment process in France. And Communication skills and knowledge of foreign languages are also very important, to ensure that the smooth flow of communication between the company and its subsidiary company is ensured. As for the advantages and disadvantages of internal employment, this was mentioned in the study (Zenyka Viedeyona Zebedeus 2015) through a table sourced from (Bernardin & Russell (2013).

 

The Advantages of Internal Recruitment

·       A healthier evaluation of the candidates and reduces the training time

·       It is considered quick in comparison with the external recruitment,

·       It motivates the current employees.

Disadvantages of Internal Recruitment

·       It creates vacancies that can stifle the diversity of politics and may be the shortage of candidates.

 

On the other hand, (Bernardin & Russell 2013) mentioned;

Advantages of External Recruitment

·       Increasing diversity and facilitating growth and provide training time

·       Solve new problems

Disadvantages of External Recruitment

·       Expensive and considered slower

·       The procedure may have less valid data on the candidates

·       Have a hinderance to the upward movement of individuals

The Neeraj Kumari(2013) study mentioned the benefits related to employment in another way, as it was mentioned that employment helps to create a pool of talents from potential candidates for the benefit of the organization and it also increases the total number of candidates looking for work at the lowest cost and it also helps to increase the success rate of the selection process by reducing the number of qualified visits One or more qualified job applicants and helps in identifying and preparing potential job applicants who will be the appropriate candidate for the job and in the end recruitment processes help to increase the organization and individual effectiveness of different employment techniques and for all types of applicants For jobs.


References 

Ahmedabad, (2018) A Study On Recruitment And Selection Process Of Airtel 

Al-Kassem, A., 2017. Recruitment and Selection Practices in Business Process Outsourcing Industry. Archives of Business Research, 5(3).

Kumari, N., & Malhotra, R. (2013). A Study of the Recruitment and Selection process: SMC Global. ZENITH International Journal of Multidisciplinary Research, 3(2), 244-254.

Mudashiru, M., O.A., I. and M., A., 2013. The Impacts of well Planned Recruitment and Selection Process on Corporate Performance in Nigerian Banking Industry (A Case Study of First Bank Plc 2004-2011). International Journal of Academic Research in Business and Social Sciences, 3(9).

Thebe, T. P., & Van der Waldt, G. (2014). A recruitment and selection process model: The case of the Department of Justice and Constitutional Development.




Comments

  1. Aruna AththanayakeSeptember 5, 2022 at 1:40 PM

    Balanced and interesting article. Remuneration is Important. It is one of the most ultimate benefit of an occupation. Levine and Alaina (2017) stated that the most straightforward method to recruit and retain top people for any position is to offer competitive salary and benefits. Employees increasingly associate job happiness with higher salary and perks, making it a top priority for any applicant interested in working for your company. It will help minimize employee turnover because your best employees will be more inclined to stay with your organization.

    ReplyDelete
    Replies
    1. Ashfaq NazeemSeptember 5, 2022 at 9:49 PM

      Agree with you Aruna

      Delete
    2. Ashfaq NazeemSeptember 15, 2022 at 9:40 PM

      People who are able to derive a sense of meaning from their work enjoy many benefits, including enhanced motivation, productivity, and well-being (May et al., 2004; Steger et al., 2012).

      Delete
  2. Rumaiz AhamedSeptember 6, 2022 at 10:16 AM

    Armstrong, 2014 defines the 10 step Recruitment & Selection process as below.

    1 Defining requirements.
    2 Attracting candidates.
    3 Sifting applications.
    4 Interviewing.
    5 Testing.
    6 Assessing candidates.
    7 Obtaining references.
    8 Checking applications.
    9 Offering employment.
    10 Following up.

    ReplyDelete
  3. Ashfaq NazeemSeptember 15, 2022 at 9:42 PM

    As part of making a decision, the employer must have a good idea of both the duties that will be performed as part of the job and the level of performance required for job success (Catano, Hackett and Wiesner, 2013)

    ReplyDelete

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