Recruitment of employees
What are the various methods for recruiting employees? Why are some better than others? In what sense are they better? Describe some of your personal experiences.
Recruitment is the process by which organizations establish contact and reach to prospective employees. It is a crucial process for successful organizations. Hiring appropriate employees sustains and improves organizational performance. Recruitment processes are generally classified into external and internal processes.
- Internal Recruitment Processes.
Internal recruitment processes involve hiring employees within the company. Candidates seeking to fill different vacancies are those employed within the same company (Juneja, 2019). In other words, when the organization initiates recruitment processes, initial consideration is given to looking to fill different positions within the company. Internal processes are useful sources of recruitment, providing employees with opportunities to progress their careers while utilizing the company’s existing resources. Generally, internal recruitment processes are the most appropriate and easiest methods of filling vacancies since the performance of the employees is already known. Some of the internal recruitment processes include:
- Promotions
Promotions refer to upgrading cadre of employees according to their performance and commitment to the organization. When awarding promotions, employees are shifted from lower positions to higher positions of more responsibilities within the organization. Promotions are associated with higher status, remuneration, and facilities. Most companies fill different positions through processes of promotion, internally. Promotions increase job satisfaction, motivating employees to work hard to place themselves in line for promotions. Promotions are also useful because they help develop employee’s loyalty towards the company.
- Transfers
Transfers refer to processes of interchanging employees from one hob to another. These processes happen without any changes in the ranks and responsibilities of employees. Transfers can also imply shifting employees across departments or regions, depending on the organization’s requirements. Transfers are cost-effective since they depend on the organization’s requirements and abilities of the employee in question.
- Employee Referrals
Employee referrals are effective ways of recruiting suitable employees at lower costs. The process involves hiring recruits through recommendations of employees currently working within the company. The employees can recommend their relatives and friends to fill vacant positions as long as they possess the requisite skills. This process is cost-effective compared to recruiting employees from external sources.
Benefits of Internal Recruitment Processes
- These processes are simple, cost-effective, and quick.
- There is no need for extensive training and induction since selected employees already understand their jobs and responsibilities.
- Internal processes motivate employees to work efficiently, improving job satisfaction and productivity within the company.
- They help develop commitment and loyalty towards the company.
- External Recruitment Processes
External recruitment processes involve recruiting new employees outside the company. Candidates seeking employment opportunities are external to the hiring company. External recruitment processes add innovativeness and new ideas to the organization (Chand, 2014). Hiring new employees through external processes is, however, more costly compared to internal processes. Nonetheless, external sources have tremendous potential for increasing productivity, helping the organization achieve its goals. Some of the external recruitment processes include:
- Direct Methods
In the direct recruitment method, organizations send their representatives to prospective employees in their learning and training institutions. The company’s representatives establish contact with potential candidates seeking employment opportunities. This method commonly targets job seekers pursuing medical, engineering, and management programs. The scouting representatives exchange information with potential employees, clarifying their doubts about their companies. The recruiters stimulate students to apply for employment in their organizations, conduct on-campus interviews and, subsequently, shortlist qualified candidates for further evaluation. In some cases, organizations initiate direct contact with the institutions’ professors, soliciting information about students. Organizations can also send their representatives to conventions and seminars, contacting the public directly and informing them of their vacancies.
- Indirect Methods
Indirect recruitment methods include placing advertisements on television, radio, and in newspapers and journals. These advertisements are used to announce vacancies and employment opportunities at an organization. Appropriate advertisements will allow potential job seekers to evaluate and assess their suitability for the available vacancies. Candidates possessing requisite qualifications will be guided on how to apply for the jobs. Indirect methods are essential when organizations want to reach out to large target groups across different regions. These methods are useful when organizations do not find suitable employees who can be promoted to higher roles. It is also useful when organizations want to reach vast territories to fill up professional and scientific posts.
- Third-Party Methods
Third-party methods of recruiting employees include using management consultants, trade unions, employment agencies, and voluntary organizations to initiate contact with potential job seekers. These professional associations help organizations hire technical and professional personnel by acting as bridges between job seekers and companies. These agencies are usually run by various private sector players, providing skilled, semi-skilled, and unskilled resources to organizations as per their requirements. Third-party agencies hold databases of qualified personnel, lending their services to organizations at a cost.
Benefits of External Recruitment Processes
External recruitment processes create new employment opportunities for qualified job seekers. Most organizations that embrace external hiring of employees experience increased brand awareness because of the widespread advertisements involved. Selection processes are transparent since there is no bias and partiality, as observed in internal recruitment processes. Finally, the scope of selecting suitable candidates for jobs is more because many people apply and appear for vetting processes.
Personal Experience
My second job right after high school graduation was as an accountant for a local bank in Quebec, Canada. I loved my job, showing up for work every morning with enthusiasm and ready to face the day. I worked under a veteran supervisor who encouraged me to learn always and embrace change. Working with senior employees provided me with many opportunities to enhance my professional development. I planned my time and activities well, seizing all opportunities to benefit the business and raise my profile. I was proactive, seeking feedback from my supervisor and my colleagues to help me identify any areas of weaknesses. I understood the purpose, mission, and vision of our organization, and therefore, endeavored to contribute to its realization.
My promotion came about when a senior manager from the Finance department was transferred to our affiliate institution in Toronto. My supervisor recommended me for the vacant role. I was invited for an interview process, which I excelled because of my exuberance and loyalty to the organization. The panel members acknowledged my commitment to deliver the organization’s goals, and unanimously selected me to head the Finance department. I looked forward to bringing out the best in my team and encouraging my colleagues to come up with new ideas to improve our department’s productivity.
References
Chand, S. (2014, April 15). Methods of recruitment: Direct, indirect, and third party methods. Your Article Library. https://www.yourarticlelibrary.com/recruitment/methods-of-recruitment-direct-indirect-and-third-party-method/35255
Juneja, P. (2019). Types of recruitment. Management Study Guide – Courses for Students, Professionals & Faculty Members. https://www.managementstudyguide.com/types-of-recruitment.htm