More handpicked essays just for you.
Theory of recruitment procedures
Strengths and weaknesses of different approaches to recruitment
Critical review of 3 recruitment methods
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Assignment 1 - Recruitment & Selection.
For this assignment I am going to start by looking at different types of recruitment processes and factors that affect these.
Reasons why vacancies occur
Vacancies occur because of many different reasons, for example an employee could leave due to retirement, contracts expiring, being fired or no longer desiring to do their job.
Sickness or Maternity leave could also cause vacancies, when someone is off because they are ill or pregnant the business will need to find other people to cover their shifts, if they recruit internally they’d also need to hire someone to cover the person who is covering the worker who is off.
Extra work is another cause for vacancies occurring as the business may be understaffed
…show more content…
All candidates also already know the organisation and its values and structure and the organisation also already knows all the candidates and their talents, strengths and weaknesses along with how well they work.
Disadvantages of internal recruitment
The disadvantages of internal recruitment are that there are only limited choices of candidates so it is harder to find the perfect candidate or generate new ideas as there are no new people. The candidate who gets the job will have left their old job causing the company to have to hire another person and employees who have already worked for the company before are generally stuck in their ways.
External Recruitment
External recruitment is where companies use means such as: job centres, consultants and recruitment agencies to recruit new people into the company.
Advantages of external recruitment
With External recruitment you get a higher number of candidates to choose from which results in new ideas and skills being brought into the
The advantages of internal recruiting are that it strengthens employees’ morale, cost less, and reduces orientation and training time. The main disadvantage of internal recruiting is that your business may become stagnate with people that become used to the organizational structure and use the same way of thinking. The advantages of external recruiting are that it brings in fresh blood to the organization (new set of knowledge and skills) and it gets your company’s name out there; it serves as a form of advertisement. Some good practices for external recruiting are asking the Chamber of Commerce or the Convention & Visitor’s Bureau if you can review their old resumes to see if they have any leads. Other good practices are posting job specs on online websites or in local newspapers, attending job fairs, stealing from competitors, or using third-party recruiters (Woods p. 96-100). I would try to recruit employees from within for this hotel. This is because the hotel is in need of employee morale and the employees will be more comfortable with the changes I will be making with a manager and other employees that are familiar to them. After recruiting and collecting resumes, I would choose the best fit candidate by using the job descriptions and taking in account their experiences, personality attributes, checking references with their previous employers, and completing a background check on each candidate (Woods
Outsourcing simply means acquiring services from an external organization instead of using internal resources (Butler, 2000). By using outsourced resources, organizations can gain a competitive advantage by utilizing contingent staff to accomplish strategic goals without incurring the fixed overhead. By focusing on the leading edge and highly specialized skill sets, outsourcing providers can often offer higher quality services, or at a lower price than the client organization. Typical reasons for outsourcing go beyond simple contingent staffing. Outsourcing providers are able to maintain economies of scale with regard to specialization (...
Chen, K.P. (2003) External Recruitment as an Incentive Device, Academia Sinica [Online]. Available at: http://idv.sinica.edu.tw/kongpin/recruit1.pdf [Accessed 5th December 2013]
Recruitment strategies for the company will be arranging the group interaction with talented and interested candidates, handpicking the dream candidates, actively searching the profiles of each candidate, attracting the candidates through different attractive offers (Cohen, & Cohen, 2007).
Sofia Castro Lopes (2017) defines attrition as exits from the workforce, which can be due to voluntary reasons, illness, death or retirement. If the company examines existing demographics and projected attrition rates by their KSAs and confirm what the future composition of the work force will be without factoring in any hiring, it can determine which positions can be eliminated. Additionally, after examining the supply and demand, RR Donnelley can identify its gaps and surpluses. The company is currently experiencing a high turnover which created a talent shortage. Lastly, RR Donnelley would need to develop potential solutions to meet its staffing needs by incorporating “what if” planning.
Outsourcing is a cost saving method that companies employ by utilizing less labor and overhead in house. Instead companies pay much less to an outside firm to handle some of the duties that are more menial in nature, but important enough for management to consider necessary. To that end, just about any task can be outsourced, including the Human Resources Department. Through the use of Human Resources outsourcing firms save money on things such as: benefits administration, total absence management, defined benefits, 401k, etc. There are firms who outsource the entire Human Resources Department through programs called Direct HR or Total HR Management. Epson, in an online article for allbusiness.com states, “Some HR outsourcing firms are generalists, offering a wide variety of services, while others are specialists, focusing on specific areas such as payroll or recruiting. Depending on the size of your business and how much control you want to maintain over HR functions, you can either outsource all your HR tasks or contract for services a la carte (www.allbusiness.com).” Internal HR Consultants advise management as to whether or not HR outsourcing is necessary and beneficial for the firm. External HR consultants from these outsourcing firms demonstrate the benefits of HR outsourcing and why they should choose the organization the consultant is promoting.
Since they are hiring the person and not to fill a specific job position, it keeps the people flexible and innovative.
The University of Queensland Recruitment and Selection Manual. (n.d.). Retrieved from The University Of Queensland Australia: http://www.uq.edu.au/shared/resources/personnel/recruitment/RecruitmentandSelectionManual.pdf
Voluntary and involuntary turnover have an effect on organizations. Rapid changes in job descriptions, organizational structures, and inter-organizational competitiveness increase the importance of studying turnover and its relationship with organizational change. According to Leana and Van Buren (1999), "the loss of key network members can severely damage an organization 's social fabric and perhaps eradicate its social capital altogether." When businesses lose a high number of employees, problems can occur, costing the company time and money. Some of the costs incurred are associated with training, drug testing, physicals, and orientations to hire replacements that may take several months to learn the job and to achieve competency. There is a saying, “Good help is hard to find---and harder to keep”. This saying refers to good organizations trying to reduce turnover when the competition for retaining good employees is intense.
However, the online advertisement for jobs, could also be a reason for this matter. Job opening are prominently displayed on Eureka’s website and will attract the younger generation to apply for a position. E.
...ing vacancies. At the same time, organizations such as a 200 bed hospital should prevent their company from becoming homogenous and stagnate. External candidates should not just be recruited to file entry level positions; they should be recruited to file high level positions when experience and qualifications are needed and it is absence within the organization.
...s, many future problems can be reduced and hence help in improving the organization profits. Therefore, we can see that filtering the employees’ recruiting process is essential. Because good employees can bring up a good organization, at the same time good organization generate good profit and able to produce good GDP to our country as well and hence we can hedge against budget deficit that which will eventually lead to debt crisis.
Hiring an individual is simple, but getting the right individual takes a lot of effort and this makes a big distinction. The finest workforce gets the work done, they are bliss to supervise and assist the organization’s development. Recruitment focusing on merely employing warm bodies could result in headaches and unexpected setbacks. Sudden hire might need hours of management and time used up in control, retraining in addition to terminat...
Some of the disadvantages hiring externally if good candidates are not chosen it can cause a bad outcome. Also internal candidates can be mad if they have ineffectively made the promotion. Another disadvantage is that it times time to train and training cost more money. Some of the dis advantages of hiring internally are that the company does not get any new experiences or ideas. Also this makes people in the workplace have rivalries which are not good for a company. This can also distract employees from doing their current tasks and
...n process is very important for an organization to hire new members, as employees need to select the right person to do the right job. Therefore, employees need to read through applicant’s document and qualifications, hence organize an interview to be more close with the applicant, to know more about the applicants, see if they are suitable for the job position. Selection process can help the employees not to make wrong decisions, this is a good opportunities to assess skills, aptitude and abilities. (John, 2007)