SOURCES OF RECRUITMENT AND SELECTION
SOURCES OF RECRUITMANET
AND SELECTION.
When
hiring the most suitable candidate for the job the organizations HR department
must choose the source of applicants (Harky, 2018). When it comes to
recruitment and selection, there are mainly two sources; Internal and External (M. Shammot, 2014). Internal
recruitment is a process in which the organization advertises the job vacancy
for only the existing employees of the organization and the available job roles
are filled by them; while external recruitment is the process in which an
organization looks for candidates outside of current pool (DeVaro, 2020). The organization
must take into consideration the nature of the vacant job role and also the
organization’s Human Resource policies when deciding whether to recruit
internally or externally (DeVaro, 2020). For example, at
Sri Lankan Airlines, the company looks into their own pool of candidates when a
new managerial job position is vacant whilst Pilots are sourced externally.
Figure
1: Industry wise internal and external recruitment.
SOURCE:
(DeVaro, 2020)
Sources of Internal Recruitment.
- Job postings: This is a form of job advertising done internally within the organization (Kotler, 2000). Airlines often use this strategy for job posting outside of the main base of operations. For example, Sri Lankan Airlines Engineers are sent Line Stations such as Maldives to be posted as Line Station Engineers and also internal job postings are also done to advertise and post Country Managers and Station Managers.
- Promotions: This the process of upgrading an employee to higher level within the hierarchy of the company with a higher level of responsibilities, which also comes with advantages such as higher pay, better incentives and privileges (M. Shammot, 2014). For example, in Sri Lankan Airlines, senior technicians who have showed good performance, are promoted to Engineers provided that they have fulfilled the required experience requirements and successfully passed relevant examinations.
- Transfers: This is the process in which an employee is transferred from one job post to another with no change in the position or responsibility (M. Shammot, 2014). For example, at Sri Lankan Airlines, Engineers are transferred from Hangar to Line and vice versa to accommodate man power deficiencies during peak operational periods. This usually for a maximum of 2 months.
Advantages of Internal Recruitment.
Fitting
a candidate to the new role is less troublesome with regards to procedural
training since the candidate is already aware of the procedures, policies and
the culture of the organization (Gupta and Kumar, 2014). This awareness
is particularly beneficial for the organizations since the tend to induce long
lasting relationship between employee and employer, which is beneficial for the
organization in the long run (DeVaro, 2020). Moreover the
organization has a better idea about how the candidate will perform in the new
role (Gupta and Kumar, 2014). The process of
using internal sources to fill vacancies is faster since the organization only
looks into their own pool of candidates and also minimizes cost of recruiting
and outside candidate (M. Shammot, 2014). Internal
recruitment also boosts employee morale since they know that their career
progression is not hindered. This will intern boost performance and ultimately
increase revenue since the employees know that their hard work is recognized. (M. Shammot, 2014)
Disadvantages of Internal Recruitment.
Internal recruitment blocks new blood from entering and organization and drastically limits the number of new applications (Linnehan and Blau, 2003). This intern has direct impact with regards to acquiring new ideas from the outside and also decreases the diversity of employees (Tipper, 2004). One other significant drawback of internal recruitment is that the organization might not be hiring the best fit for the job since the recruitment process is limited to the internal pool. This intern leads to bad habits and bad internal cultures of employees being passed on as they progress in their career or transfer to other departments within the company (DeVaro, 2020).
Sources
of External Recruitment.
It
has become a necessity for organizations to hire externally no matter how much
they focus on internal skills development (Saviour et al.,
2016). Some of the sources of external
recruitment are discussed below.
- Advertisements:
This is the most common form of external recruitment. Organizations utilize
both electronic and print media to advertise job vacancies (Saviour et al.,
2016). Sri Lankan Airlines uses both
electronic and print media in the form of newspapers to recruit cabin crew,
pilots and engineering personnel.
- E-recruitment:
This method comprise of the use of tools such as organizations official website
to recruit applicants by way of attracting, screening and tracking applications
(Saviour et al,
2016). Sri Lankan Airlines uses their
official website to advertise vacancies for pilots and engineers.
- Employment
Agencies: These agencies also referred to as brokers gets the employer in touch
with suitable applicants after relevant screening is completed. These agencies
usually collects a fee for the service from either the employer or the employee
(Saviour et al.,
2016). Employers can greatly reduce a
range of possible problems by giving agencies exact recruitment requirements (Sims, 2002). Sri Lankan
Airlines contract a few agencies to fill ad hoc and or short term vacancies in
engineering workshops.
- Employee
Referrals: This process involves current employees of the organization
suggesting suitable candidates for a vacancy and if the recruitment goes
through, the current employee is rewarded with incentives and bonuses (Saviour et al.,
2016).
Advantages
of External Recruitment.
The
organization can benefit greatly from new and fresh sets of skills and ideas in
turn which will be helpful to the organization in the long run and will also be
a long term investment (Saviour et al.,
2016). The process of external recruitment
gives the organization more freedom to recruit the most suitable candidate for
the job since the pool of candidates are much larger (Harky, 2018). There is also
the added benefit of eliminating unwanted bias and internal meddling when it
comes to external recruitment. The candidate then feels comfortable to know
that they were not hindered by favoritism during the recruitment processes (Harky, 2018). Another benefit
of external recruitment is the productive competition that is crested among
peers within the organization. Existing employees will feel the need to step up
their game in order to step up their game. This interns creates a very positive
influence within the company which will be productive and beneficial in the
long run (Harky, 2018).
Disadvantages
of External Recruitment.
The cost of external recruitment is quite high. It involves a lot of time, energy and money to train and go through the induction process before the candidates start to be comfortable and productive (Anyim, Ikemefuna and Shadare, 2011). It is also very costly to attract a suitable candidate since external recruitment involves dumping a lot of money for advertising (DeVaro, 2020).
In
conclusion, as stated by (Anyim, Ikemefuna and Shadare, 2011), “whether
employees are recruited from within or outside should be determined by the
availability of qualified employees in the organization, the size of the
organization and the desire to keep up with contemporary ideas and methods”. It
should be noted that external recruitment does not necessarily mean that the
internal pool is shallow but rather the organization is looking for fresh
ideas, strategies and approaches to current or future challenges within the
organization (Anyim, Ikemefuna and Shadare, 2011).
List
of References.
Anyim, F. C., Ikemefuna,
C. O. and Shadare, A. O. (2011) ‘Internal Versus External Staffing in Nigeria:
Cost-Benefit Implications’, Journal of Management and Strategy, 2(4),
pp. 35–42. doi: 10.5430/jms.v2n4p35.
DeVaro, J. (2020)
‘Internal hiring or external recruitment?’, IZA World of Labor, (May),
pp. 1–11. doi: 10.15185/izawol.237.v2.
Gupta, A. and Kumar, S.
(2014) ‘A Study On Recruitment & Selection Process With Reference’, Research
Gate, 1(November), pp. 2–6. doi: 10.13140/2.1.2424.0320.
Harky, Y. F. M. (2018)
‘The Significance of Recruitment and Selection on Organizational Performance:
The Case of Private owned Organizations in Erbil, North of Iraq’, International
Journal of Contemporary Research and Review, 9(02). doi:
10.15520/ijcrr/2018/9/02/422.
Kotler, P. (2000)
‘Marketing Management , Millenium Edition’, Marketing Management, 23(6),
pp. 188–193. doi: 10.1016/0024-6301(90)90145-T.
Linnehan, F. and Blau, G.
(2003) ‘Testing the impact of job search and recruitment source on new hire
turnover in a maquiladora’, Applied Psychology, 52(2), pp. 253–271. doi:
10.1111/1464-0597.00134.
M. Shammot, M. (2014)
‘The Role of Human Resources Management Practices Represented by Employee’s
Recruitment and Training and Motivating in Realization Competitive Advantage’, International
Business Research, 7(4), pp. 55–72. doi: 10.5539/ibr.v7n4p55.
Sims, Ronald. R, Organizational success through effective human resources management (2002) Choice Reviews Online. doi: 10.5860/choice.40-0400.
Saviour, A. W. et al.
(2016) ‘The Impact of Effective Recruitment and Selection Practice on
Organisational Performance (A Case Study at University of Ghana)’, Global
Journal of Management and Business Research: A Administration and Management,
16(11), pp. 25–34.
Tipper, J. (2004) ‘How to
increase diversity through your recruitment practices’, Industrial and
Commercial Training, 36(4), pp. 158–161. doi: 10.1108/00197850410542392.
Yes, agreed with the arguments. Internal recruitment is for the employees who are currently working in the organization to upgrade their position with their experience or professional qualification (Mohammad, 2020) and external recruitment is focusing employees from other organizations with step-by-step process (Muhbub, 2020). Full scale recruitment and selection process should be properly aligned to the organization other than hiring additional employees or outsourcing which is not the best method to the organization (Gusdorf, 2008).
ReplyDeleteYes Thushari I do agree with you. Organizational needs must be considered when carrying out recruitment and selection. It preserves the vision and goals of the organization when the right candidates are hired for the specific job role. (Tomcikova, 2016)
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ReplyDeleteLike aviation needs more care to the recruitment process (Shanker, 2020). As an argument, both internal and external processes can select the most suitable employee for the vacancy. Internal employees “known devils are better than unknown angels”, their loyalties, trustworthiness, engagement can develop. On the other hand, external employees enhance vigor, enhance new knowledge, and mitigate stagnation without innovations cited by the Lorna (2017).
Agree with you Amila. The HR department of a company must decide on the most appropriate source of recruiting based on the elements that affect recruitment. When it comes to selecting the best people for a job, companies who invest time and money in a complete recruitment and selection process will have a competitive advantage. (Argue, 2015)
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ReplyDeleteAgreed on the points mentioned on internal and external recruitment process. Much attention is required in the process when it comes to Aviation related jobs. Zinyemba (2014) in her study explains, that it is important to manage the recruitment and selection process. She points out, before a vacancy is published, it is critical to write an appropriate job description that will attract qualified candidates and provide the organization with valuable indicators for future performance. A good recruitment and selection procedure guarantees that the Labour Relations Act's legal obligations are met. A strong recruiting and selection policy also assures consistency in hiring workers and lowers the possibility of bias or discrimination when it comes to external recruitment. The procedure aids in the infusion of new life into the organization. It's also important to make sure the recruitment and selection process is transparent at all times.
In total agreement with you Shanil. An unbiased and fair recruitment and selection process will not only reduce employee turnover for the company but would also improve productivity and in the long run bring profits to the organization (Argue, 2015). It is an attempt to strike the right balance between what the applicant can and wants to do and what the organization expects from the employee.
DeleteWhile agreeing the to argument about the advertising cost. In addition to that as individuals working for the same airline, we have noticed that these external candidates are being recruited with a higher remuneration packages compared to existing.
ReplyDeleteI agree with you Udaya. There are quite a number of examples which can be taken from around the world where the remuneration packages of existing and newly recruited candidates differ. As described by Joanne (2019), there are a number of reason that compel organizations to do this. The change in the current market value has been described as a key issue but whether the organization is using the right market data to evaluate pay levels or whether existing pay ranges are still appropriate given the organization's talent requirements, should be addressed first.
DeleteHi Kavan
ReplyDeleteThank you for sharing useful details on sources of recruitment and selection. I thought of sharing some interesting findings on how the effectiveness of recruitment and selection make impacts on the performances of the employees in the aviation industry based on the research conducted by Alola and Alafeshat (2019). It is identified that sources of recruitment and selection in the airline industry in Jordan have positive effects and it recommends good recruitment and selection methods in airlines.
Yes Sumeera I am in agreement. The effect of human resource policies and training (Alola & Alola, 2018) contributes directly to employee engagement and performance, according to the findings of a study in Jordan's privately held airlines industry. Employees will be willing to offer their quota to staying in the business and working toward organizational success if there is deliberate and good selection and recruitment, as well as effective training and development.
DeleteIn the first stage the vacant position must be clarified to know how to fill this vacant position or to know what type of employee we need it to refill this position after knowing the position need to update job description and job specification (Hameed & Anwar, 2018), in the job description describe the vacant position to applicants and job specification specifies the experience a person should possess in order to carry out the work (Damit et al. 2019). On the third step identify possible sources of qualified candidates it means make a short list, filtered candidate, identify the position needs all this step to know the worthy applicant to refill the position (Anwar & Ghafoor, 2017), because when organization need an employee must find the right person for the right position
ReplyDeleteVery true Chandana. Having a systematic approach to the recruitment and selection process is quintessential in making sure that organizations benefit presently and reaching objectives and goals in the future as well (Ofori and Aryeetey, 2011).
DeleteYour are right Nimna. In the aviation field external recruitment does provide added benefits like experience and diversity but there are also benefits of internal recruitment where the existing candidate already has an idea on the organizational procedures, which is something that has high importance in the world of aviation. (Gupta and Kumar, 2014)
ReplyDeleteAgreed and to further describe recruitment, it is a process of tracking, identifying and attracting potential candidates (Viorel Lefter et al., 2012)
ReplyDeleteAgreed Jayashi. A good recruitment and selection process is an investment to any organization. (Kumari, 2012)
DeleteAgreed. Furthermore, recruiting can be defined as the process of discovering and getting a pool of possible applicants that possess the needed knowledge, abilities, and experience so that a company can select the best people to fill job vacancies based on job descriptions and criteria (Ahmad, 2002).
ReplyDeleteAgreed. An organization with productive HRM will be able to correctly identify the candidate that best suits the job. This in turn will be a meaningful and productive selection. This is the reason that a good HRM system is essential for an organization.(Buchan,2004)
DeleteAgree with you and recruiting internally is very good for the growth of the organization as it reduces costs as compared to recruiting externally, and induction is not needed as the employees already know about the company. This form of recruitment also serves as a motivational tool for employees to work hard to aspire for higher positions which develops loyalty and sense of responsibility among employees hence boosting their morale. It reduces employee turnover among others (Akrani, 2011).
ReplyDeleteYes Nuwan. Internal recruitment is cost effective and does not involve a lengthy process. According to De Varo (2009), when the required human capital needed to perform in the workplace can only be developed within the organization itself, both employer and employee have the need to maintain a good and long lasting relationship. (Fibla and Mane, 2010)
DeleteAgreed with the mentioned points. According to Tripathi & Srivastava (2017), retired employees and employee references also can consider as internal recruitment sources. However, they considered e-recruitment using employment portals as an internal source of recruitments.
ReplyDeleteAgreed Amali. E-recruitment can be used for internal recruitment. However as further elaborated by (Saviour et al, 2016), E-recruitment is best and widely used for external candidates since it broadens the search and reach is high whereas current employees can be attracted through job postings easily.
DeleteI agree with you on internal hiring Kavan. This promotes the positive trustful environment and creates a long-lasting strong bond between employee and organisation. Therefore, companies retain the potential resources within the company. This approach helps to raise employee morale and helps evolving the employee skills instead of deteriorating (Waqas, 2015).
ReplyDeleteAgreed, in addition to this, one of the internal recruiting methods is the use of skills inventory. Essentially, a skill inventory includes a list of employees’ name, their education, training, present position, work experience, relevant job skills and abilities and other qualifications. This method of recruitment motivates employees to always improve themselves. It also serves as motivation and moral booster to existing employees to stay with the organization for a long period of time (Islam & Rahman, 2012).
ReplyDeleteThe success of the organization is dependent on attracting and retaining qualified resources (Chapman, 2005; Stovel and Botntis, 2002). The easiest way to develop an obedient workforce is to recruit one (Townsend, 2007). Human resource management is purely responsible for recruiting the employees for the organization because employees are the foundation of organization for generating revenues (Marr, 2007).
ReplyDeleteRecruitment and selection process is most important for long run the company. Further, an endless curiosity of the human mind, HR tech development, how to help people reach their goals and the ever-evolving hiring landscape is what keeps organization fired up.
ReplyDeleteAgreed. Internal promotions have positive effect with high satisfaction among employees in the organization. It will maximize the potential available with employees (Emanoil, 2017).
ReplyDeleteAgreed, Primary benefits of effective recruitment and selection processes include a strong pool of applicants, accurate qualification screenings, proactive strategic alignment with company goals, reduced turnover and high morale.(Neil Kokemuller 2019)
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