RECRUITMENT AND SELECTION
RECRUITMENT AND SELECTION IN THE EMBASSY SECTOR IN SRI LANKA
Introduction
Any
product or service can’t be produce without human being. Now a day’s new technologies
are replacing the human resources. But for build and operate the technology
also needs the human resources. Therefor companies need qualified and skillful
human resources. When company hire human resources have to manage and give value
for labour. Therefore, companies need to follow Human Resource Management.
Human Resource Management mean the process of planning, organizing, directing
and controlling of employees (Opatha. H, 2009). Through this process, company
can recruit appropriate person to appropriate position to achieve
organizational goals. In this article giving an overview internal and external
recruitment methods in recruitment & selection process of organization.
RECRUITMENT AND SELECTION
According
to the Armstrong’s (2014), recruitment is the way toward finding and attracting
the people who meet the organizational needs. Selection is a part of process
that helps to identify which candidate be required to job position.
Under the recruitment process
organizations can fill various posts by searching suitable candidates. It means
company can ensure that right people are available in right place on right
time. The company can lose an employee by the promotions, retirement, firing and
when opening new job position. Thus, HRM department, reviewing applications and
selecting right candidates to interview (Armstrong,M, 2014) .
Internal & External recruitment
methods.
There are two types of recruitment methods as internal and external (Devaro.J,2016) . Internal recruitment process mean company will hire the employees within the organization, external recruitment method is company fill the employees from outside of company (Devaro.J,2016).
- Ø Advantages of external recruitment process: Getting new ideas and talent to the company. Company can select a candidate according to the company desires. Creates better competition (Jobsoid, 2020).
- Ø Disadvantages of external recruitment process: It takes a long time and more money for recruitment process. Current employees might be feel that they have loss the chance to get promotion (Jobsoid, 2020).
- Ø Advantages
of internal recruitment process: Current employees will be get promotions and get
stimulate about the future career growth. The expenses for hiring process will
be less than external process. Process can be easier and quicker (Jobsoid, 2020).
- Ø Disadvantages of internal recruitment process: Difficult to get new ideas and energy to company. When current employee get a promotion it’s creating a new vacancy for previous job role (Jobsoid, 2020).
Video 1.0 shows an understanding about the external and internal recruitment methods.
As an international organization, cost containment and avoid the language and cultural issues when recruiting are the common reasons to outsource recruiting. Some managers trust that employee referrals are the effective way for the recruitment. Organizations pay rewards for employees who refer the successful referrals (Myrna,L.2008). I think that this helps to keep employee retention rate typically better.
The organization use both external recruitment method. Recruitment process going through only employee referrals and a selected outsource company. As a international organization cost containment and avoid the language and cultural issues when recruiting are the common reasons to outsource recruiting. Some managers trust that employee referrals are the effective way for the recruitment. Organizations pay rewards for employees who refer the successful referrals (Myrna,L.2008).
Figure 1.1 shows that details about predicted probability of Internal and External promotions by sector. Because International Missions belongs to the administration services and, according to this statistic external recruitment is high in administration services.
Figure 1.1: Probability of internal and external promotions by sectors.
(Devaro, J. 2016)
REFERENCES
Armstrong,M.(2014) Handbook of Human Resource
Management Practice. Thiteenth edition. London: Available at: www.koganpage.com
Devaro.J.(2016). Internal
hiring or external recruitment?.[pdf] IZA World of Labor, page 1. Available at:
https://wol.iza.org/uploads/articles/237/pdfs/internal-hiring-or-external-recruitment.pdf
[Accessed 24 November 2020].
Gregg Learning (2019) Internal or External Recruitment [online videa] Available at: https://youtu.be/y4nfgkDdpRM [Accessed 31 Oct. 2019].
Jobsoid. 2020. Internal Vs External Recruitment:
Advantages And Disadvantages - Jobsoid. [online] Available at: https://www.jobsoid.com/pros-and-cons-internal-vs-external-recruitment/ [Accessed 24 November 2020].
Myrna,L. (2008). Recruitment and Selection: Hiring
the Right Person. [pdf] Alexandria: society for Human Resource Management,
page 04. Available at: https://cdn.ymaws.com/ise.org.uk/resource/resmgr/files/knowledge_reports/Recruitment_and_Selection_IM.pdf
[Accessed 31 Oct. 2019].
Opatha.H. (2009). Human Resource Management.[pdf], page 6. Available at: https://www.researchgate.net/publication/326183548_Human_Resource_Management [Accessed 15 November 2020] .doi:10.31357/bkc.fmsc.00001.
SearchHRSoftware. 2020. What Is Human Resource
Management? - Definition From Whatis. Com. [online] Available at: https://searchhrsoftware.techtarget.com/definition/human-resource-management-HRM [Accessed 20 November 2020].
Hi Thanuja, adding to your post, in today's Digital Era organizations are turning to new methods in recruiting that will provide with most impact to the organizations. One such way is Predictive Analytics Tools (PAT). Through analytics, employers can analyze the existing workers performance and then use these data to make decisions on hiring. For example, these tools can track success indicators for top performers and low performance and track retention rates which will help HR professionals be more productive in the recruitment process (O’Connell, 2019).
ReplyDeleteThank you for comment on my article. Yes Sonali, Embassies also can use PAT as successful tool. In fact, many marketing companies have used their predictive analytical skills to forecast the demand for their products or services, personalize their content and increase conversion (Singh,Y.2018)
DeleteAccording to Yoder ,Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employee effective measures to attracting that manpower in adequate number to facilitate effective selection of an effective workforce.
ReplyDeleteBenefits and Importance of Recruitment:
(1).Helps to create a talent pool of potential candidates for the benefits of the organization
(2).To increases the pool of job seeking candidates at minimum cost.
(3).It helps to increase the success rate of selection process by decreasing the no of visits qualified or over qualified job applicants.
(4).Helps in identifying and preparing potential job applicants who will be the appropriate candidature for the job.
(5).Finally it helps in increasing organization and individual effectiveness of various recruiting techniques and for all the types of job applicants(Gupta and Kumar 2014).
Thank you for comment on my article and Appreciate your idea. Recruitment process impact on Strong employer branding , improved candidate quality and increase diversity. (Slater,B.2020)
DeleteThe recruitment strategies you use can either make or break your hiring process. Employer branding is the most important element in attracting, hiring and retaining great talent. 72% of leaders in the recruitment field across the world agree that it has a significant impact on hiring. Being innovative with the recruitment process will get an average of hundred applicants per position. For example, Toggl gets about 1500 applicants per position, and it’s not just because of how great the product is but they ditched the resume hiring method and instead uses hiring tests and made it really easy to apply. (Zivkovic, M., 2020)
ReplyDeleteZivkovic, M., 2020. 11 Recruitment Strategies To Attract Top Talent In 2020 - Toggl Blog. [online] Toggl Blog. Available at: [Accessed 3 December 2020].
Thank you Melissa for your comment. Social media has become the number one go-to source for potential employees checking out the culture of organization brand. Therefore, most companies use different tools for improve employer brand.(Spilker,J.2019)
DeleteWhen an organization makes the decision to fill an existing vacancy through recruitment, the first stage in the process involves conducting a comprehensive job analysis. This may already have been conducted through the human resource planning process, particularly where recruitment is a relatively frequent occurrence (Ntiamoah, 2014).
ReplyDeleteThank you Ranga for comment on article. According to the Armstrongs (2014), First step of recruitment process is analyzing job specification which required to measure candidate's knowledge ,skills and ability relate to the job position.
DeleteWith the globalization, many companies and organizations do not have to produce everything on their own. Outsourcing is one of the best ideas that allow many companies to focus on what they do best and outsourcing what others can do better, faster, cheaper, and higher quality. Outsourcing is one of the businesses an increasingly popular organization management strategy (Koszewska, 2004). Disadvantages of Outsourcing is that from a embassy point of view there could be Jeopardy of Divulging Confidential Data and Technology, whenever an organization outsources Human resources and Recruitment services, it involves a risk if exposing confidential organization information to a third-party (K.Aswini 2018).
ReplyDeleteThank for commenting. Yes Surendra, as you mentioned from a Embassy point of view there are both positive and negative impact from outsourcing. On other hand, hiring a new team member often requires expensive recruiting and training. When organization outsource business tasks, the out source company take on these costs. (Fenton,F.2019)
DeleteRecruitment can be recognized as finding of the perfect candidate for a specific job, within a given period, in a cost-beneficial manner (Leisink & Steijn, 2008). In the consulate world, indeed the recruitment would be a little different with the kind of job nature applicable such as; job announcement, screening applications via ERA, shortlisting, testing, interview, conditional offering, medical/security checks, and onboarding(ILO, 2019).
ReplyDeleteThank you Asitha for commenting. As you mentioned recruitment process's job analysis and selection methods may vary according to the organizations nature.(Kapur,R.2020)
DeleteDessler (2002), state that recruitment and selection is a process of engaging people for a job opening. According to Jovanovic (2004), recruitment is a procedure of stimulating a group of high-quality candidates so as to select the best among them. Robert (2005) also defined selection as appraisal of candidates, using stipulate methods and strategies to find out how best to choose highly qualified personnel. Selecting the best applicant can be a difficult task, but at the end of the day, employs hold the organization’s popularity (Henry & Temtime, 2009).
ReplyDeleteThank you Chamila for commenting. Recruitment and selection process is important for the organization, and which need to be put into operation by the individuals, who are in leadership positions, in order to select suitable candidates and lead to well-being of the organization.(Kapur,R.2020)
DeleteHi Thanuja, We can now see a change in recruitment practices over the years mainly influenced by socio-economic factors, as well as development and technological effects. The industry continues to grow, as the recruitment industry has changed from hand-written CVs to walk-in applications. More people have been using social networking sites to recruit staff and apply for jobs since 2010. Personal branding has taken center stage and social networks are ever-present and growing (Gerome, 2018).
ReplyDeleteI agree with your statement and, According to the development and technology social net working sites impact on recruitment process and some of advantages of social networking sites are,
Delete•lower cost and time per employee
•ability to reach a high number of possible applicant especially younger generations
•ability to attract passive job applicants
(Essien,E and Amadi,C.2019)
While agreeing with you and wish to add another advantage of internal recruitment is reduction the employee turnover. However, new innovative ideas, methods and strategies will not come in to the organization with this internal recruitment process (Trivikram,2017).
ReplyDeleteThank you for commenting. An organization would face difficulty in finding the right applicant for the needed position by using internal recruitment. But, when recruit within the organization it will helps to increase level of motivation and employees will be work for their best performance. (Abdou,Y.2020)
DeleteFor a company to stay competitive it must recruit, select and retain an efficient and effective team of employees (Taylor, 2002).
ReplyDeleteThank you Kanishka for your comment. And also, Effective recruitment can support to achieve high levels of growth in company. Well organized, efficient recruitment processes deliver higher-quality and more engaged employees. Its providing a competitive advantage that directly impacts on business performance. (Das,N.2018)
DeleteHi Thanuja, the recruitment and selection are social processes with important informational qualities for both potential employers and employees. These stages influence the development of appropriate expectations and inform the early development of an individual's psychological agreement with the organization and at the recruitment stage, employers make implicit and clear promises, which oblige their employees to contribute to the organization for their contribution (Herriat, 1989).
ReplyDeleteI agree with your comment. Overall, recruitment and selection process is process of searching, locating, identifying and attracting potential candidates, from where the candidates will be selected. This process will important for both employers and employees.(Denisa,A.E.2017)
DeleteAlso consider that, the internal recruitment methods are cost effective and fast. Having candidates who are already familiar with the business and knowing about the candidate’s strengths and weaknesses are some of advantages of internal recruitment. But also have to consider that the internal recruitment limits the amount of potential applicants and less opportunity to have new ideas from outside business.
ReplyDeleteI agree with you. even though this system benefits to the organization, beside it's reduce the pool of candidates which suite for organization by limiting organizational recruit option.((Abdou,Y.2020)
DeleteRecruitment involves making sure that what needs to be done to attract applications from suitable candidates (Armstrong & Taylor, 2014). Recruitment methodologies must be fair and comply with the relevant legal and regulatory frameworks and activities must contribute to corporate goals, reflect organizational brand and values whilst also being efficient and cost effective (Foot & Hook, 2008).
ReplyDeleteInternal recruitment with the right talent will suits a sector like an Embassy, because the atmosphere and the working environment of the employees is more different to the other employment opportunities to work with(Fellman, 2003).
ReplyDeleteI appreciate your comment. When the organization promote employees within the the organization, the employees will be familiar with the culture and work environment. This makes them better suit for an equipped and smoother transition to their new positions.(Abdou,Y.2020)
DeleteThe use of e-recruitment is increasing in full tilt, although the advantages of e-recruitment have not changed much over the years; Carolien Handlogten (2009) described them in a case study dissertation on the implementation of e-recruitment for a Netherlands airline: 1.Cost savings 2.Applicants ' user-friendliness 3.Larger applicant pool 4. Organization's user-friendliness 5.The recruiting pace 6.Success in selecting applicants 7. Staying ahead of rivals.
ReplyDeleteOne can go with internal recruitment when it comes to saving time and money. Internal recruitment is used as a motivational factor by many organizations as it opens up promotion opportunities for current employees. In this method, vacant positions are filled by internal employees who meet the required qualifications for the vacant position. It is a cost-effective method which saves both money and time of the organization (Schultz, 2001).
ReplyDeleteI appreciate your idea. Another important thing is internal recruitment process is less level of uncertainty attached to the whole process. An organization can avoid this issue by promoting skilled employees from inside the organization.(Abdou,Y.2020)
DeleteAttracting a large number of applicants is still not a major problem but recruiting the right applicants is the main concern of many employers. A number of recent reviews of studies on personnel selection (Sackett and Lievens, 2008; Lievens et al., 2002; Anderson and Witvliet, 2008) have identified the main trends and developments in recruitment and selection methods
ReplyDeleteAccording to Durai (2010), the success of an industrial enterprise depends upon the fact of whether the selection has been made properly according to the principles of selection or not. If proper selection of best workers and employees has been made, the enterprise may be successful in achieving its objectives. If proper selection has not been made, the enterprise may not be successful in achieving its objectives. Therefore, the selections in a big industrial enterprise must be based on some certain principles as follows-
ReplyDelete• Policy of recruitment in accordance with the object of enterprise
• Observation of government rules and regulations
• Recruitment by a Committee
• Clear Policy of Recruitment
• Flexibility
• Impartiality
• Job Security
• Opportunity of Development to the Employees
the right employee at the lowest cost possible contributes toward an effective and efficient workforce and a strong competitive advantage. Independent from size, all companies worldwide use recruitment strategies, either formal or informal, in order to find and attract applicants and strengthen their human capital (Marchington & Wilkinson, 2012, Orlitzky, 2008). can you elaborate this..
ReplyDelete