2. Traditional and Modern Methods of Recruitment & Selection
Recruitment and Selection Methods
The ways of recruitment and selection conducted in human resource management units are different in established and evolving countries (Breaugh, 2013). The twenty-first century is a major upsurge in technology and has witnessed modern-day achievement as the method to grow in influence and build a distinction in landing candidates for organizations (Trivedi & Muduli, 2015). Consequently, developed and emergent countries follow various techniques for enrolment and assortments (Taylor & Collins, 2000).
Corporations are having lower choice of quantitative relation.
Majority of the competent applier pool ends up in smart hiring and outcomes for
each corporation and candidates, in terms of a performance increase (Connerley,
Carlson, & Mecham, 2003). Organizations are set to utilize single
achievement ways, to influence major and qualified applier pool. The selection
technique necessitates that the organization drives through an elaborate
procedure considering varied factors as price of reaching the target cluster,
the time scales, match for structure/culture and also the chance given to boost
the organization’s packaging (Galanaki, 2002). Many explanations are offered by
researchers in different aspects on modern as well as traditional methods (i.e.,
social media, job advertisements, worker referrals, online websites, job
portals, field hire, walk-ins) which affect the achievement outcomes of hiring
managers (Acarlar & Bilgiç 2013; Breaugh 2013; Van Hoye, 2012; Allen,
Mahto, & Otondo, 2007; Cober, Brown, Keeping, & Levy, 2004; Lievens
& Harris, 2003; Zottoli & Wanous, 2000).
Traditional Recruitment and Selection
methods;
Job announcements
Yu¨ce
and Highhouse (1998) exhibited that a job announcement which covers more data was
perceived as enticing though the knowledge provided was not extremely relevant
(when the physical area used varies with the quantity of information).
Advantages: To
date, it is conventional, however it is considered as a trustworthy approach of
delivering the message to an excellent variety of candidates in a specified
geographic and demographic space. It continues to be a viable possibility for
detailed positions and desires in several industries/geographies and generally
it is even prime of the list (Allen, Scotter, & Otondo, 2004).
Drawbacks: The
pricey to urge acceptable coverage, frequency, and also the ability to produce
enough comprehensive data. This is a great deal time-intense as a unit of time
can receive several resumes from unqualified candidates. Further, this produces
time delays at publication dates (Blackman 2006).
Hiring Internally
Advantages: The validate chance for
advancement to existing prospects inside the corporate, which is virtuous for
worker confidence. Human Resources apprehends the work customs and suits of
existing employees. It is simple for the prevailing employees as they apprehend
their organization (Gatewood et al. 1993).
Drawbacks: Human Resources may not feel any of the candidates are suitable for the position. Employers will have to face the tough task of turning down internal candidates. Once declined, internal applicants may feel the corporate is holding them back. Morale of an internal worker may subside if the organization chooses to value candidates rented outwardly. Yu¨ce and Highhouse (1998).
I work for a leading airline in the country in the Engineering department. Due to the complexity of the technical operations involved, general pratice is to recruit internally for manager positions. Candidates management skills may not be adequate yet thechnical expertise and accomplishments will come as an added advantage to score more.
Temporary Employment
Agencies
Advantages: Ability to facilitate from
personnel specialists. The simplest ones provide interactive and auxiliary
hiring expertise such as knowledgeable interviewing, negotiating skills,
mentoring, and strategic recommendation on hiring and succession plans. The time-saving
approach as unit must solely review resumes of candidates whom the agency has
preset to fulfil the firm’s necessities. Agencies attract hard-to-reach job seekers
who will not respond to company solicitations. Faster work time since in most
cases the agency already has the resumes of qualified candidates. Agency will
interact by revealing third-party communications with candidates. Agency’s
ability to deal will expedite to elite stages of the hiring process; i.e., by
keeping it on schedule or addressing the considerations or doubts of either
employers or candidates (Connerley, Carlson, & Mecham, 2003).
Drawbacks: Contingency firms may be expensive. And if the person employed leaves or must be terminated, resources spent will be lost. Some job seekers will not run through agencies and like to contact prospective employers directly (Acarlar & Bilgiç 2013).
Modern Recruitment and
Selection Methods
Social Media
Social media platforms
are dynamic objects that are tweaked in response to user demands and owner
objectives, however conjointly in reaction to competitive platforms, the larger
technological and economic infrastructure to be developed (Grimes &
Feenberg, 2009). Linkedin is a prime example for a social media platforms used in twenty first century.
Advantages: It is highly interactive and it facilitates networking for workers. Readily accessible, particularly to the new generation of job seekers. Social sites like LinkedIn and a growing variety of closed sites with specific membership necessities have become a viable variety to job boards (Grimes & Feenberg, 2009).
Drawbacks: Lack of confidentiality as several internet social networking choices are accessible to everybody who signs up. Links could embody data regarding candidates that are improper, overly personal, or unnecessarily long. In any mass-circulation electronic communications, the potential for deceit, abuses, and legal complications are nebulous and planetary. Also, every job seeker might not use these social media platforms (Rynes & Barber, 1990).
Online Approaches
Organizational
accomplishment websites enable organizations to produce prospective candidates
with each job description and alternative data regarding the organization
(Braddy, Meade, & Kroustalis, 2006).
Advantages: No or low price to attract job seekers who apprehend company or internet site. It provides elaborated data regarding a company. Tons to settle on from (recruitment-industry specialist Peter Weddle reports there are over fifty thousand job boards and career portals operational on the Internet). Lower price than print media. Longer-term placement. Unlimited area to produce elaborate data. Some job seekers are setting out to write resumes that are optimized for electronic searches (Maher & Silverman, 2002).
Drawbacks: Number of resumes will be limited. The massive variety of job boards to settle on confusion and frustration for job seekers and diminishes returns for employers. Candidates who responded could also be responding to multiple postings, therefore their submissions are generalized instead of targeted on specific wants. However the search choices that tend to enter may not match with the text of announcing resumes. Therefore, many acceptable candidates could fall outside the measuring device (Maher & Silverman, 2002).
References
Allen, D. G., Mahto, R. V., & Otondo, R. F. (2007). Web-based
recruitment: Effects of information, organizational brand, and attitudes toward
a web site on applicant attraction. Journal of Applied Psychology, 92 (6), p1696-1708
Allen, D.G., Van Scotter, J.R., and Otondo, R.F. (2004). Recruitment
Communication Media: Impact on Pre-Hire Outcomes, Personnel Psychology, 57,
143–171.
Blackman, A. (2006). Graduating Students’ Responses to
Recruitment Advertisements. Journal of Business Communication, 43, 4,
367–388.
Braddy, P. W., Meade, A. W., & Kroustalis, C. M. (2006).
Organizational recruitment website effects on viewers’ perceptions of
organizational culture. Journal of Business and Psychology, 20(4), p525-
543.
Breaugh, James A (2013). Employee recruitment. Annual
review of psychology, 64 (2013): 389-416.
Cober RT, Brown DJ, Levy PE. (2004). Form, content, and
function: an evaluative methodology for corporate employment web sites. Human
Resource Management, 43:201–18.
Connerley, M.L., Carlson, K.D., and Mecham, R.L. (2003). Evidence
of Differences in Applicant Pool Quality. Personnel Review, 32, p22–39.
Galanaki, E. (2002). The decision to recruit online: a descriptive
study. Career Development International, 7(4), p243-251.
Gizem Acarlar & Reyhan Bilgiç (2013). Factors
influencing applicant willingness to apply for the advertised job opening: the
mediational role of credibility, satisfaction and attraction. The
International Journal of Human Resource Management, 24:1, p50-77.
Grimes, S. M., & Feenberg, A. (2009). Rationalizing
play: A critical theory of digital gaming. The information society, 25(2), p105-118.
Gatewood, R.D., Gowan, M.A., and Lautenschlager, G.J.
(1993). Corporate Image, Recruitment Image, and Initial Job Choice
Decisions. The Academy of Management Journal, 36, 414–427.
Lievens, F., & Harris, M. M. (2003). Research on
Internet recruiting and testing: Current status and future directions.
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Maher, K., & Silverman, R. E. (2002). Online job
sites yield few jobs, users complain. The Wall Street Journal, January, 2,
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Agreed with your points on hiring from within an organization, As presented clearly by Gusdorf (2008) promotion from within is used as a tool of motivation and as a reward for good work performed for the organization. Employees become more conscious of their own professional potential when they see their coworkers promoted. Further he points out that your hired employee is already comfortable with the corporate culture, knows organization policies and therefore he will be much faster in learning the process than a person new to the organization.
ReplyDeleteIn addition, hiring exrernally will demoralize the compitent workforce within the organization (Yu¨ce and Highhouse, 1998).
Deleteagreed. Contemporary challenges and intense changes in the age of digitalization significantly influence the design of business activities of all entities. Development of the Internet and social networks opens new opportunities the in implementation of human resource management there is modern ways now available social media & online applications & web sits. (Braddy, Meade, & Kroustalis, 2006).
ReplyDeleteAccording to Avinash S. K. et el. (2012) e-recruitment is faster and cost effective method for the recruitment process.
ReplyDeleteOnline or e-recruitment methods of recruitment and selection have proven to be immensely cost effective and productive during the past couple of years. Especially within the current context of the COVID-19 pandemic, organizations have no other alternative than to stick online recruitment methods thus these methods have grown exponentially leading to better selection methods and finding the right candidate. (Shawn, 2020)
ReplyDeleteAccordingly to Shih, Huang and Shyur (2005) suggest that modern HRM can use A human resource information system (HRIS) intergraded with a decision support system (DSS). Support HRD to the information collection, analysis, storing and involvement to decision making as well.
ReplyDeleteAgreed, further modern recruitment models are align to new-age solution which are under concepts of scouting, re-recruitment, event recruitment, networking, EOS and Cast a wider network(Riffat, 2019). Recruitment strategy has to use to attract potential employees whether it is modern or traditional(The employee recruitment and retention handbook, diane arthur, American Management Association, 2001).
ReplyDeleteThis comment has been removed by the author.
ReplyDeleteAgreed. Modern human resource management, according to Gomez-Meja, Balkin, and Cardy (2016), is concerned with issues such as equal opportunities, civil rights of candidates, correcting language in communication with them, defending employee privacy, ethics and corporate social responsibility, and candidate data protection. It has an impact on the hiring process.
ReplyDeleteAgreed. Virtual interviewing became essential in 2020 for most companies when in-person job interviews were suddenly stopped due to social distancing orders.
ReplyDeleteThere are pros and cons available for both two interviewing methods.
"Some candidates aren't able to easily travel due to any number of circumstances, and virtual interviews allow them a level of flexibility," Buchenroth said. For positions with several rounds of interviews, a predominantly virtual approach also works well(shrm.org,2020).
"Some candidates aren't able to easily travel due to any number of circumstances, and virtual interviews allow them a level of flexibility," Buchenroth said.
Yes. For an organization, having quality employees who meet the strategic objectives at a minimal cost will be the overall target (Ofori & Aryeetey, 2011).
ReplyDeleteIn order to attain the same a qualitative recruitment system will be benefited since it will help to gain the right person for vacancies and further appropriate recruitment channels will help by providing different and varied sources for effective hiring (Sinha & Thaly, 2013).
Agreed. One of the main differences between traditional requirements and online recruitment is that the tasks in the conventional recruitment process are sequential, while the technology in the e-recruitment makes those same tasks to be able to carry out simultaneously Holm (2012). Therefore, e-recruitment is considered to be faster, cost-effective, and more result-oriented.
ReplyDeleteAgreed with your statements. According to Shalini (2020), though both recruitment sources have pros and cons, the modern method of recruitment has a clear win over the traditional methods in terms of time, cost and duration of the job posting.
ReplyDeleteAccording to (Torrington, Derrick, & Hall, 2005), recruiting throughout from internet is definitely the most growing recent development within the organizations. E–Recruitment not only saves cost but also enables organizations to provide much more information to applicants, which can easily be updated. There is more scope to present the ‘employment proposition’ in terms that increase the attractiveness of the organization as a place in which to work. The other big advantage in view, is speed. People can respond within seconds of reading about an opportunity by e-mailing their CV to the employer.
ReplyDeleteConsidering recruitment through social media, many businesses have already integrated it to some degree. Some examples of benefits include, reduced cost and reduced time-to-hire, the ability to reach out to a younger generation and a larger number of applicants, attracting passive job applicants, and providing employers with a different tool to predict the performance of a future employee (Villeda et al, 2019).
ReplyDeleteWhile agreeing with the argument. In particular Online Recruitment services have proved to be one of the most successful and popular information services on the Internet. Typically these sites provide job seekers with a comprehensive database of categorized jobs, a dedicated search engine, and the ability to submit resumes and apply for jobs online. The award winning Irish site, JobFinder is a good example of one such service (Rafter, 2000; Bradley, 2000; Smyth, 2000).
ReplyDeleteAgreed with your point of view and at the same time according to Lievens, F., & Harris, M. M. (2003) If there is more than one person in your organization who can hire new recruits, make sure any changes to hiring processes are communicated effectively. It is important to have a clear understanding of the current marketplace and what your business may need in terms of talent for the short and long term. The same goes for your organization's targets, projects and relevant timescales, and how these link to future vacancies.
ReplyDelete