The Recruitment Process

 

The Recruitment Process

Recruitment essentially brings talent to the company. Recruitment can be a function of an organisation’s in-house HR or it can be subcontracted through a Recruitment Processing Outsourced (RPO) company. An RPO replaces or acts as the internal recruiting function, searching and attracting new employees for an organisation. Either way, recruitment follows a process. Lee (2005) makes note in his study about the evolution of E-recruiting that the traditional recruitment process follows a step-by-step sequential process. In Anna Holm’s (2012) research about E-recruitment and the recruitment process, she illustrated a visual summarisation (See Figure 1) of the traditional paper-based recruitment process which was adapted from various HRM sources, including Lee’s version.

Figure 1 (Anna Holm’s visual summarisation of the traditional recruitment process, 2012).

Holm (2012) found that the first task of recruiting is to identify the hiring needs. The organisation relies on Human Resources plots to understand the requirement for long ­term and short-term strategies. It is these strategies that will underline the path the organization will utilise. Once hiring needs are identified, the subtask of creating a job description, job specifications and identifying the appropriate pool of applicants is crucial. The one responsible for the job analysis proceeds to review the job elements and essential knowledge and skills for the position. There are many methods, for example; the individual interview and group interview methods, where an individual or group of people currently in a similar role can discuss with Human Resources the job specifications and expectations. When a role does not currently exist, the technical conference method is of value where subject matter experts who have extensive knowledge of the main job duties can give input to the Human Resources (DeCenzo;Robbins;& Verhulst, 2013). This stage is the base of the recruitment process.

 

Holm’s (2012) second stage of the recruiting process is to attract potential ideal candidates by preparing the job announcement. Ideally, the recruitment source and advertisement would be chosen by the industry and position the company is requesting to reach the target audience. In order for a candidate to know about the job, the job announcement must be attractive, loud and clear. The third task is the processing of incoming applicants. This consists of receiving, sorting, pre-screening and evaluating applicants. During this task, it is also important for the recruiter to communicate with the hiring manager of the position. The hiring manager will help the recruiter formulate the next step for the next task of the process.

Refereces

1. DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2013). Human Resource Management (11 ed.). Hoboken: Wiley.

2. Holm, A. B. (2012). E-recruitment: Towards an Ubiquitous Recruitment Process and Canadidate Relationship Management. Aarhus V: Rainer Hampp Verlag.

3. Holm, A.B. (2012). E-recruitment: Towards an Ubiquitous Recruitment Process and Candidate Relationship Management. German Journal of Human Resource Management: Zeitschrift für Personalforschung, 26(3), pp.241–259. doi:10.1177/239700221202600303.
4. Lee, I. (2005). The Evoluation of E-Recruiting: A Content Analysis of Fortune 100 Career Web Sites. Journal of Electronic Commerice in Organizations, 57-68.