Expanding the talent pool: Recruitment and
career development
Introduction
With the increased competition of the
corporate world, recruitment or talent acquisition has become very important
and responsible work for managers. In today’s context there are many
competencies required to perform a job role. Competitors from the same industry
could attract the best skilled and talented employee for a considerably higher
pay package. The employees might leave on their own accord to join a higher
designation in another company or may be for a higher salary and other perks.
This is due to the lack of retention plan in the organization (Snell, et al.,
2010).
During the existence of Personnel
Management, the practice was to hire and fire, which did not have a proper
theory of management practice. With the rising of the Human Resource management
in the corporate world, the hire and fire became the recruitment, selection and
retention process (Durand, 2014).
Organization’s strategic plan is always
based upon its Huma Resources. It is the
resource that will make an impact on decision making in a company concerned
with policies, procedures, strategic management to gain the competitive
advantage (Deb, 2006).
Recruitment
Recruitment is a process of searching and
selection of a qualified and skillful person to perform a job task from within
or outside the organization (Amantayev, 2014). The word recruitment comes from
the French word ‘recruit’ which means the hiring to do work for money
(Amantayev, 2014). The recruitment process includes analyzing the requirement
of a job, attracting employees to that job, screening, selection and hiring the
candidates to absorb to the organization. Its purely a HR function in an
organization (Amantayev, 2014).
Sources of Recruitment
Organizations basically use two main
sources of recruitment which is internal and external recruitment. As a cost-effective
method, and with the purpose of motivate the existing employees to get the
maximum productivity to the organization, internal recruitment is effective.
The disadvantage is that new blood coming into the organization will be denied
where the innovation would lack.
External recruitment is the most common in
many organizations, which is cost effective, time concern but bring in new
blood to the organization. The methods of recruitment for both internally and
externally differ from each.
Internal Recruitment (within the
organization)
-
Internal job posting
-
Promotions
-
Buddy finds buddy programme
-
Human Resource Information System
External recruitment
-
Advertisements on newspaper/ web sites/
job portals
-
E-recruitments
-
Employee referrals
-
Executive search firms
-
Labor unions
-
Educational institute
-
Employment agencies
The process of recruitment and selection
Figure1.0: Process of recruitment
Source: (medium.com)
Figure1.0: Process of recruitment shows
the recruitment steps in order in a general context. But this may differ in
some organization according to the organization recruitment policies. A vacancy or a position to be filled is the
basic requirement to start recruitment. Job analysis is carried out to get a
complete description about the duties and responsibilities required to perform
a job. It will also analyze the attitudes an attribute of a person as well. The
relative value of the job should be compared at the perception of the organization
compared to the outer market to evaluate. Next step is to prepare the job
description which is very important. Job description should describe the tasks/
responsibilities to be performed in par with the organization goals.
Career Development
Career development is a long-term plan,
which is affect on an individual’s whole career path. Selecting the correct
career path may direct towards the development of the career throughout the
years with the gaining experiences and the qualifications (McDonald & Hite,
2015).
Work and careers are such an integral part
of life that the discourse devoted to those interrelated topics spans centuries
and extends from social media and popular press to scholarly articles and books
(McDonald & Hite, 2015). While traditional career research often honed in
on the objective hallmarks, the subjective aspect has gained in prominence as
the career environment has changed. Our current view of careers is much more
expansive and open to individual interpretation and initiative. As a result,
the study of careers and career development has become not only more varied but
also more important to human resource development (HRD) (McDonald & Hite,
2015).
Organizational Success through effective
Recruitment and career development
Organization’s key resource is its Human
resources who effectively and efficiently run the business, achieving the goals
and helping the company grow towards success. The organization’s ability to
attract, develop and retain talented workforce will be a critical factor in
developing a high-performance organization (Sims, 2002).
Today, a higher scale knowledge and
competencies required to perform any job, and the managers cannot reply upon an
application to be received in a paper to fill the vacant positions in an
organization. When the competitors expanding the industry and their operations,
organization should have the workforce with an accountable and skillful
competency to survive the market. therefore, it is essential to widen their
talent pools with competitive employees (Snell, et al., 2010).
References
Amantayev, Z., 2014. The current position
of Recruitment. The example of e-Recruitment. s.l.:GRIN Verlag.
Deb, T., 2006. Strategic Approach to Human
Resource Management. 1 ed. s.l.:Atlantic Publishers & Dist.
Durand, K., 2014. You're Hired - Building
a Career in the Staffing & Recruiting Industry. Bloomington: Booktango.
Gravili, G. & Fait, M., 2017. Social
Recruitment In HRM: A Theoritical Approach and Empirical Analysis. 1st ed.
Bingley: Emerald Group Publishing Limited.
Larson, S. A., Lakin, K. C. &
Bruininks, R. H., 1998. Staff Recruitment and Retention: Study Results and
Intervention Strategies. Washington: American Association on Mental
Retardation.
McDonald, K. & Hite, L., 2015. Career
Development: A human resource development perspective. s.l.:Routledge.
Sims, R. R., 2002. Organizational Success
Through Effective Human Resources Management. Westport: Greenwood Publishing
Group.
Snell, S., Bohlander, G. & Vohra, V.,
2010. Human resource Management; A South Asian Perspective. 1 ed. Mumbai:
CENGAGE Learning.
Further, Tomčíková (2010) explains, If the production line managers and human resource management work together on the recruitment and selection process, a person with up-to-date skills and knowledge can be found for the position required, which improves the efficiency and effectiveness of the recruitment and selection process.
ReplyDeleteThanks for commenting Pushpa. In order to increase the efficiency and retention of the employees, it is essential to implement an appropriate Recruitment and Selection process." Recruitment is the procedure that the organization applies to identify the human resource requirements of the organisation and attract suitable candidates (Bruck, 2014)
DeleteAgree with you Priyanka. According to Ekwoaba, Ikeije and Ufoma (2015) Recruitment and selection criteria have a significant effect on organization’s performance that the more objective the recruitment and selection criteria, the better the organization’s performance.
ReplyDeleteYes Manuja, Human resource planning aims to ensure that organizational objectives are achieved by getting the right quantity, quality and skills mix of employees at the right time (Compton, 2009).
DeleteIn addition to your views, it’s common that HR department of large organizations, businesses, government offices and multilateral organizations are generally vested with the responsibilities of employee recruitment and selection. (Armstrong and Taylor, 2014).
ReplyDeleteAgree with you Loshitha. In the context of HR planning, it is required to match the future workforce requirements with the supply of labour (both internal and external). Even in larger organizations planning is crucial before recruitment (Snell, 2010).
DeleteAgreed to your arguments on external recruitment methods. The basic purpose of the recruitment and selection process is to hire quality candidates who are capable of achieving organisation goals and objectives.Recruiting the wrong candidate will be a huge negative cost to the business (Ofori & Aryeetey,2011)
ReplyDeleteAgreed with your views and Existing trends in talent management propose a move back to a more planned approach to career-development; with case study research demonstrating companies are taking back manage over the careers of high potential employees and once again evaluating and developing smaller groups in line with the business strategy (Yarnall, 2008).
ReplyDelete