Theories of HRM related to recruiting

 

The actions taken to find and hire a new employee to fill a vacancy in an organization are known as the recruitment process. Managers, Human Resource Management (HRM), recruiters, or a combination of all three typically perform this task. In order to streamline recruitment, human resource managers frequently take the lead in this process and work with the appropriate teams and departments. Finding the applicant with the ideal combination of qualifications, experience, and personality is a key component of the recruiting process. To recruit someone to work for the company, it is necessary to gather and evaluate resumes, hold job interviews, and then select and onboard the chosen candidate.

As such, there should be a balancing of the costs involved with generating an excessive number of or unqualified applications with ensuring that there is an adequate supply of competent talent (Dineen, Ling, Ash, & Del Vecchio, 2007). Muduli and Trivedi (2020) stated that, the recruiting process begins by making potential candidates aware of open positions using various recruitment methods, including advertisements, internet recruitment techniques, and social media.

Screening Curriculum Vitae/Resume

According to Sivabalan, Yazdanifard and Ismail (2014), there will probably be a large number of CVs submitted, but it can be challenging to sort through each one to determine whether it satisfies the position's requirements, especially in terms of experience and qualifications since many applicants will simply submit their resumes without even considering that the job requirements. After comparing numerous elements of data with the job specifications, the recruiter would decide how to handle the screened CVs, either by calling them to further screen them, which would take at least 10 minutes, or by inviting them to a pre-interview, which is even worse and would take at least 20 minutes for each applicant.

Manual Recruiting

In this method, it will manually screen the Curriculum Vitae or Resume which was been deposited to the recruiter through Career Fair, referral basis and by hand. The recruiter would then send an invitation to a pre-interview for that individual first-level screening or call to confirm the language and interpersonal skills through the phone. However, organizations can often only educate job seekers about their open vacancies when using traditional recruitment methods. On the other hand, organizational recruitment websites enable organizations to share job descriptions and other information with potential applicants (Sivabalan, Yazdanifard and Ismail, 2014).

For example; according to the web article by Chand (2014), sometimes, certain hiring companies get in touch with the professors directly to ask for information about students with excellent academic records. There are many other ways to get in touch with job searchers directly, including sending recruiters to conventions and seminars, setting up booths at trade shows, and deploying mobile offices to travel to the appropriate locations.

Online Recruitment System

As stated by Sivabalan, Yazdanifard and Ismail (2014), most recruiting agencies and companies have their own websites to accommodate applicants who submit online applications in response to job advertisements. Accordingly, they would conduct their standard manual screening by reading over the résumé and calling to confirm the language and interpersonal skills, or else they would extend an invitation to attend a pre-interview for that specific first-level screening.

Typically, this is referred to as "e-recruitment," which is a wide term used to open a discussion regarding hiring practices and recruiting methods. For example; on the word of a web article by SearchHRSoftware. (n.d.), this could include recruiting management systems, social recruiting, applicant tracking systems, recruitment marketing, candidate relationship management, talent acquisition and talent management software.

Short Listing/Selection

Sivabalan, Yazdanifard and Ismail (2014) have highlighted that, assessing whether applications appear to meet the critical criteria is the first step in the shortlisting process. Then, applications should be evaluated using the ideal standards. It is not required to interview every candidate who seems to match all of the crucial requirements. Several interviews, personality tests, and criminal history checks might be used in the selection process. Negotiations on pay, benefits, and job responsibilities are the last stage of the recruiting process. The effect and willingness to recommend the employer were correlated with ratings of interviewer behavior.

Interview Techniques

The most widely used interview techniques are the structured or patterned interview, the situational/problem-solving and the non-directive interview. All candidates are asked the same set of questions during a structured or patterned interview (Sivabalan, Yazdanifard and Ismail, 2014). As stated by Muduli and Trivedi (2020), the interview covered topics like recruitment objectives and outcomes. These interviews led to the creation of assessment tools with high validity and reliability that took into consideration the complexity of recruitment methods.

 

References:

Chand (2014). Methods of Recruitment: Direct, Indirect and Third Party Method. [online] Your Article Library. Available at: https://www.yourarticlelibrary.com/recruitment/methods-of-recruitment-direct-indirect-and-third-party-method/35255.

 

Dineen, B.R., Ling, J., Ash, S.R. and DelVecchio, D. (2007). Aesthetic properties and message customization: Navigating the dark side of web recruitment. Journal of Applied Psychology, 92(2), pp.356–372. doi:10.1037/0021-9010.92.2.356.

 

Muduli, A. and Trivedi, J.J. (2020). Recruitment methods, recruitment outcomes and information credibility and sufficiency. Benchmarking: An International Journal, 27(4), pp.1615–1631. doi:10.1108/bij-07-2019-0312.

 

SearchHRSoftware. (n.d.). What is e-recruitment (e-recruiting)? - Definition from WhatIs.com. [online] Available at: https://www.techtarget.com/searchhrsoftware/definition/e-recruiting.

 

Sivabalan, L., Yazdanifard, R. and Ismail, N.H. (2014). How to Transform the Traditional Way of Recruitment into Online System. International Business Research, 7(3). doi:10.5539/ibr.v7n3p178.