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.