Human Resources Recruitment Methods

Human Resources Recruitment Methods

Recruiting Methods and Recommendations

According to Muduli & Trivedi (2020), the decision to select a specific recruitment method may depend on recruitment outcomes. Currently, the organization has been hiring the wrong people for the job. Therefore, the recruitment outcome should be to hire candidates who are fit for the job. One of the recruitment methods that I would recommend is promoting internally. The company may promote employees with the skills and capabilities needed to fill the vacant position. Internal recruitment complies with legal and employment law by promoting employees based on their performance and expertise, eliminating discrimination. The main advantage of this recruitment method is cost-effectiveness because the organization does not incur job advertisement, screening, and selection costs. However, promoting internally could limit the organization’s talent pool.

The second recommended recruitment method is employee referrals. The organization may request employees to refer candidates with the skills and expertise needed to fill a vacant position. Recruiting through referrals complies with legal and employment law by ensuring that there are no conflicts of interest among employees referring candidates. The main advantage of this method is better quality candidates to fill a vacant position because employees refer candidates with the skills and expertise to improve output and reduce workload. However, the method is affected by biased recommendations because, in some instances, employees may refer their friends.

The third method is recruitment agencies. According to Sullivan (2017), recruitment agencies manage the entire recruitment process, from advertising to hiring. The method complies with legal and employment law by exercising fairness in the hiring process to prevent discrimination. The main advantage of using recruitment agencies is acquiring the best candidates because recruitment agencies have a wide talent pool with pre-referenced and pre-screened candidates. However, recruitment agencies cannot ensure the cultural fit of the selected candidate. The fourth method is internships and apprenticeships. This method complies with legal and employment law by granting equal opportunities to interns and ensuring that interns work in a safe work environment. The main advantage of using this method is understanding the individual’s strengths and weaknesses before hiring them as a permanent employee. However, interns and apprentices may reduce the organization’s productivity because they are still learning. The fifth method is nominations. Terblanche (2013) argues that organizations may ask managers to nominate high-performing employees to fill a vacant position. This method complies with legal and employment laws by upholding anti-discrimination laws. The main advantage of nominations is getting the right candidate to fill a position. However, managers may be biased and nominate employees due to conflicts of interest.

Traits/Skills Essential to the HR Professional

One of the essential traits that an HR professional should have is good communication skills. Maalderink (2014) states that the HR profession requires regular interaction with others, including management, staff, and job applicants. Therefore, an HR professional requires good communication skills to communicate important information, such as the organization’s expectations, policies, and procedures. Good communication skills are also necessary for interviewing job candidates. The second set of skills is data management and analysis skills. The HR profession requires analyzing data on employee performance, payroll, leave, benefits, and employment rules and regulations hence the need for good data management and analysis skills to effectively keep track of all vital information. The HR profession also requires organizational skills. An HR professional needs to apply organizational skills to complete HR roles and responsibilities such as hiring, firing, dealing with conflict in the workplace, maintaining office records, and motivating employees.

Test to Screen Candidates

References

Maalderink, Y. (2014). Human resource management: Functions, applications, skill development. CreateSpace.

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

Sullivan, M. (2017). On recruitment. Mitch Sullivan.

Terblanche, A. B. (2013). Recruitment outcomes: Contrasting different recruitment methods.

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Assignment Content

Employing the right recruitment methods helps companies find quality applicants, saving money and training time. Imagine you have been asked by your HR manager to explore and suggest different recruitment methods to address the high employee turnover in the company. The reason for the high turnover is hiring the wrong people for the job. Evaluate the given questions here and complete the two-part assignment.

Human Resources Recruitment Methods

Part A

Select 2 to 3 recruitment methods, decide the following for each, and present the material in a Microsoft® Word table:
– Pros and cons
– Legal/employment law considerations
– HR analytics: forecasting tool
– Rationale for using this recruitment method

Part B

Write a 350- to 525-word summary of your findings that include:
– 5 recommendations for recruiting methods you might present to an organization, utilizing the findings from Part A to support the recommendations
– 3 traits/skills essential to the HR professional
– Creation of a straightforward test to screen candidates for these traits/skills