Issues in the Process of Recruitment - Report Example

RECRUITMENT RECRUITMENT Recruitment is the practice of discovering the sources of work force to achieve the needs of the employment program and to hire operational methods for fascinating that work force in suitable numbers to aid effective choosing of competent workforce. Other authors argue that, recruitment is the procedure of seeking the potential workers and motivating them to apply for jobs in the organization. Human resource is an essential asset of any organization and the whole performance of the organization relies on the way it is put to use (Boddy 2010, p 45). It is significant to recruit individuals with necessary talents, credentials and capability in order to comprehend the purposes of an organization. Thus, it is important that managers keep in mind the present and future needs of the organization in the process of recruitment. Fruitful recruitment approaches comprise of a systematic examination of the job and the labor market situations. Recruitment is almost central to any procedure of management and failure in recruitment can develop complications for any organization such as adverse impact on its productivity and unsuitable stages of employment or abilities. Inadequate recruitment can result into shortages in labor, or even complications in decision making in management. Nevertheless, recruitment is not just an easy selection procedure. It also needs decision making of the management and wide preparation to hire the most appropriate human labor. Competition amid business organizations for recruiting the best potential has increased concentration on invention, as well as management decision making. The recruiters target at recruiting only the greatest applicants who would outfit the business values, morals and climate definite to the organization. Recruitment process does not end with application and selection of the suitable individuals, but includes preserving and holding the workers selected. Regardless of a well-designed plan on recruitment and selection, as well as involvement of competent management team, recruitment can encounter weighty hindrances in execution. Theories of human resource management may offer understandings on the best methods to recruitment although organizations will have to use their internal management abilities to apply universal concepts within exact organizational settings; recruitment has the main purpose of providing a pool of potentially competent job applicants. Researchers argue that recruitment models do not exist in seclusion. Present inducements to create them depend on the probabilistic prediction of future vicious circle and scientific developments of accurate management alternatives (Martin & Jackson 2005, p. 90). Good recruitment models significantly enhance the capability of managers to make well-versed policy decisions. There are various categories of recruitment models; for instance, there is retained search model where a hiring professional works exclusively for a particular need and payment is separated into two sections. In addition, exclusive requirement model demands that the recruiter assures the client to close the vacancy within specific time. However, in case he fails to close the vacancy by the time, he or she should either close the position with slighter charge or accept some other fine. The most significant model that is currently preferred by many organizations includes the recruitment process outsourcing. This is because in this model, the recruitment process outsourcing partner is accountable for closing all needs (Torrington, Hall & Taylor 2008, p. 59). The partners are responsible for the entire recruitment process starting from sourcing, scheduling, interviews, and selecting. This is a benefit to the organization because it does not have to manage its own recruitment group, thus cost reductions. However, in order to avoid or reduce any risks that may occur because of this model, it is vital that organizations take precaution in the process of selecting recruitment partners. This is for the sake of having high scale and long lasting duration. Therefore, recruitment models are effective in the entire process of recruitment. However, it should be noted that different organizations have different recruitment requirements; therefore, depending on level of appointment, exceptionality, long-term projections among other aspects, recruitment models are effective in the process of recruitment in organizations because they result into the selection of the right person for the job at hand. Currently, business setting is changing rapidly, and this demands a well-organized recruitment policy to enable organizations react to the needs of the human resources in time. Thus, it is significant to have apparent and concise recruitment policy in place that can be implemented successfully to recruit the finest talent team for the choosing of the accurate applicant at the right place fast. Developing an appropriate recruitment policy is the primary step in a successful recruitment procedure (Sheldrake2003, p. 45). A vibrant and succinct recruitment policy assist ensure a comprehensive recruitment procedure; it specifies the goals of recruitment and offers a structure for enactment of recruitment programme, and may include organizational scheme to be created for enacting recruitment schedules and procedures by taking up positions with best competent individuals. Therefore, the best recruitment policy of a company should concentrate on employing the most competent and suitable individuals in order to avoid encountering complications in future. Such complications may include applicants resigning from work as soon as they are recruited. This is a big issue because it takes the organization back as the manager has to start planning for a fresh recruitment process in order to refill the vacant left. In addition, the best recruitment policy should guarantee that every candidate and worker is handled fairly with dignity and respect. This means that it should promote fairness and equality during the recruitment process and issues such as discrimination should be avoided at all levels. A recruitment policy should inspire workers in attaining or understanding their full abilities. Accordingly, recruitment policy is vital because it helps in integrating the requirements of the workers with those of the organization. However, recruitment process may be influenced by various factors, which are both internal and external; for instance, internal aspects are those that are managed by the organization itself. On the other hand, external forces are those that cannot be managed by the organization. Examples of internal aspects include recruitment policy, management planning, the magnitude of the organization, as well as development and enlargement, among others. On the contrary, external aspects comprises of labor market, supply and demand, rate of unemployment, as well as competitors. There are various ways of recruitment and they include e-recruitment, outsourcing and poaching. A significant number of large organizations currently employ the internet as a source of recruitment. According to research, e-recruitment is the employment of technology to aid in the recruitment procedure ((Jones & George 2003, p. 29). They achieve this by advertising job opportunities through universal website. In response, the applicants send their applications through e-mail by using the internet. Contrary, job seekers can decide to post their curriculum vitae on the universal web that can be drawn by potential employers concerning their needs. This procedure is less expensive, reduces time for recruitment and leads to the employment of the right individuals for the job. In some cases, organizations take part in the process of poaching employees from other organizations. Poaching implies recruiting a qualified and knowledge worker already working for another reputed organization whether in the same or different industry; an organization can attract skill from another company by providing attractive salary packages and other terms and conditions, better than the present employer of the candidate provides. Another vital way of finding the right person for the job includes outsourcing. In this process, the outsourcing companies aids the company by the primary screening of the candidates depending on the requirements of the company and developing appropriate team of talent for the final choosing by the organization. In return, the outsourcing companies are paid for their services after recruiting the right individuals for the given organization. This approach helps the organization to develop invention, have functional flexibility and develop a competitive benefit. In addition, the organization does not require arranging for human resources much in advance. Studies argue that a perfectly viable labor market supposes that no organization could recruit a large amount of workers existing on the labor market and that no cost would be related with searching for or transforming positions (Naylor 2004, p 78). Accordingly, a perfectly viable labor market presumes impeccable information regarding the arrangement of the market, that suitable workers would be consistent in respect to abilities and capabilities or equally that all positions on a market would need identical capabilities. To counter argue this argument, the presumptions demonstrates a problem of most labor markets tending to be viewed as imperfect ones. For instance, expenses in searching for suitable workers and applicants tend not to be identical. Not only are applicants for a vacancy commonly diverse, nevertheless, the recruitment process is further made more unclear because of the complications of assessing a applicant`s capability, resulting to the problem of discerning in what way the applicants are diverse. Therefore, from such arguments, it is true to say that, there is a problem of difficulty in assessing the right applicant, resulting into a high level of hesitation in most recruitment choices. Some researchers have included the significance of variables including education, the rates of job opportunity and profession patterns, age, likeness to the recruiter, and potentials of an individual`s set-up (Mullins 2010, p. 56). These variables are put into consideration by organizations, intentionally, or unintentionally because of the trouble in evaluating an individual`s capability. This implies that the employer will attempt to reduce information doubts through the use of such alternative variables in order to make predictions concerning the future behavior of the person. This means that even though the employer will attempt to make decisions in regard to profit intensification, the foundation upon which they are made may not be favorable to such decisions. A significant number of researchers do not handle the question of when recruitment is made internally and when it is made externally, apart from the problem of evaluating the capability of the applicant. Conversely, this could be viewed as a sign of capacity in that earlier encounter may be viewed as a benefit and therefore, an indication of prior acquaintance of organization customs and morals. However, internal or external recruitment is a prior presumption to most theories irrespective to the selection procedure. Another effective theory that could be used in the process of recruitment includes grounded theory. Studies founded in grounded theory offers new insight into approaches that can be employed to enhance the techniques companies and societies use to appeal and retain workers (Wilson 2004, p. 37). With this information or awareness, employers become well prepared to keep a qualified labor force. In most cases, grounded theory helps in expanding organizational services to the entire community. It also influences research, as well as government and private entities that lead to the advancement in grant awards and offer direct venture in the area of recruitment once there is a developed trend of retention of workers. Therefore, grounded theory is extremely effective in the recruitment process because it permit an organization to pursue the root offered by the research, instead of pursuing path offered by previous study. In conclusion, the research has found out that, recruitment is the system of looking for the latent workers and encouraging them to apply for jobs in the association. Human resource is a crucial asset of any organization and the whole performance of the organization count on the way it is put to use. It is noteworthy to recruit individuals with needed talents, qualifications and competence in order to understand the dedications of an organization. This research aimed at discussing and evaluating in details the concept, models and theories of recruitment as well as their effectiveness in the whole process. Inadequate recruitment can result into shortages in labor, or even complications in decision making in management. Nevertheless, recruitment is not just an easy selection procedure. It also needs decision making of the management and wide preparation to hire the most appropriate human labor. Competition amid business organizations for recruiting the best potential has increased concentration on invention, as well as management decision making. The research also discussed more on the factors that affect recruitment, recruitment policies as well as some of the ways of recruitment within organizations. Reference List Boddy, D 2010, Management – An Introduction - 4th edition, Harlow: Pearson Education. Jones, G. & George, J 2003, Contemporary Management, London: McGraw-Hill. Martin, M. & Jackson, T 2005, Personnel Practice 4th edition, London: CIPD Mullins, L.J 2010, Management and Organization Behavior – 9th edition, Harlow: Pearson Education. Naylor, J 2004, Management – 2nd edition, Harlow: Pearson Education. Sheldrake, J 2003, Management Theory, London: Thomson. Torrington, D., Hall, L. & Taylor, S 2008, Human Resource Management. – 7th edition, Harlow: Prentice Hall Wilson, F 2004, Organizational Behavior and Work. – 2nd edition, Oxford: Oxford University Press Read More