RECRUITEMENT PLANNING

METHODS OF RECRUITMENT

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization(Biswas2012). MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013) stated that the purpose of recruitment is to provide a group of candidate that is large enough to let managers select the employees they need. 

Recruitment according to Nzuve (1997) refers to the discovery and development of the sources of required personnel so that sufficient number of candidates will always be available for

employment in the organization. 

The purpose of recruitment is to seek out or explore,to evaluate, to induce and to obtain commitment from the prospective employees so as to fill up positions required for successful operation and organization, MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013) define it as the process of creating a group of qualified candidates for vacancies within organizations.

There are various methods of recruitment but for the sake of simplicity, they have been

categorized under two broad headings.(Neeraj Kumari 2013)

Internal Recruitment

This is for those people who are already working in the organization; the HR people publish the circular on notice board and online portal to invite the deserving employees to participate in the interview via they can also upgrade their position level and avail their career growth.(Sintheya Rahman 2011).

In this case, employees refer their resume personally and sometimes by their internal communication portal. This process may not be followed in all companies and organizations, for example in the study (Sintheya Rahman 2011). Some of the advantages of internal hiring have been mentioned. We review what each of Stonner, Freeman and Gilbert (2000) identified three advantages of an organization

policy to recruit from within. First, individuals recruited from within are already familiar with the organization and its members, and this knowledge increases the likelihood that they will succeed. 

External Recruitment

From other organization/company/institute or fresh graduate people this process is applicable, step by step selection and recruitment process is shown (Bushra Bintey Mahbub 2020). Many vacancies are filled from outsiders. Even when an company own candidates if transferred or promoted elsewhere in the company there comes a vacant position, which should be filled externally.

(Ayesha Yaseen 2015) The process below shows how groups of candidates are created from different sources. It is impossible to gather all candidates from a different category and experience using only one source. These sources have proven to be very useful and effective for finding the right number of people who are able.

Preliminary Steps for Recruitment

    

There are some issues which are controlled by the administration of the company during the recruitment process. These are given below: 

1) Requisition: Whenever recruitment is needed the respective department informs the HR Operations about their vacancy position and thus the HR starts their activities. 

2) Timing: The HR Operations department usually gets 60 days to recruit and select a candidate. This time is not specified by the respective department in which a vacancy has been opened. Time period is totally controlled by the HR Operations. (Sintheya Rahman 2011)

3) Types of Contact: Qualification needed to perform the job is provided to the HR operation by the respective department to make the recruitment process more efficient.(Sintheya Rahman 2011)

4) Recruitment budget: Robi Axiata Ltd. allocates a fixed amount of recruitment budget every year. Division wise this budget is allocated.(Sintheya Rahman 2011)

5) Sources of candidates: Robi Axiata Ltd. always prefers recruiting online. They have their own website where applicants send their CV‟s.(Sintheya Rahman 2011) . 

While there was consensus in the steps necessary to perform the recruitment process, but differences may be in the nature of the work of each organization or company and in general, the steps used in the recruitment process were as follows according to a study(G van der Waldt 2014).

Common sequential steps in the recruitment process, (G van der Waldt 2014).

1) Identify the need to recruit/determine whether a vacancy exist 

2) Update the job description, specification and profile 

3) Determine the key performance areas of the job/recruitment planning 

4) Consult the recruitment policy and procedure 

5) Consider the sources of recruitment (searching) 

6) Choose the appropriate recruitment method 

7) Develop the recruitment advertisement/strategy development 

8) Place the advertisement in the most appropriate and suitable communication medium/implement a decision 

9) Ensuring availability of application blanks/ensure pool of potential qualified applications/allow sufficient time for responses 

10) Screen responses/screening 

11) Recruitment evaluation and control

References:

• Ayesha Yaseen(2015) Recruitment and Selection Process of Higher Education Sector and Its Impact on Organizational Outcomes(2015) 
• Bushra Bintey Mahbub(2020) Internship Report on Recruitment and Selection Process of BRAC Bank LTD. (BBL)(2020)
• G van der Waldt (2014)A RECRUITMENT AND SELECTION PROCESS MODEL: THE CASE OF THE DEPARTMENT OF JUSTICE AND CONSTITUTIONAL DEVELOPMENT (2014)
• Nipupurni Biswas(2012) Internship report On Recruitment and Selection Process at Viyellatex Group(2012)
• Neeraj Kumari(2013) A Study of the Recruitment and Selection process: SMC Global (2013)
• MUSTAPHA, Adeniyi Mudashiru (Ph.D)(2013) and others The Impacts of well Planned Recruitment and Selection Process on Corporate Performance in Nigerian Banking Industry(2013)
• Sintheya Rahman(2011) Internship Report on Recruitment and Selection Process of Robi Axiata Ltd(2011)