Recruitment and selection methods are two distinct phases with specific methods for hiring professionals. The advantages and disadvantages of different recruitment and selection methods are specified in this article. Employee retention highly depends on the effectiveness of the primary steps of recruitment and selection methods. The hiring manager or HR manager should have appropriate knowledge of the techniques of recruitment and selection. Otherwise, the right candidates may not be selected.
The term “recruitment” refers to the first stage in the process of filling the vacancies in an organization or the process of searching for prospective employees and stimulating and encouraging them to apply for published jobs in an organization.
Selection is the process of weeding out unsuitable candidates and finally choosing the most suitable persons out of all the applicants. Mostly, selection aims to conduct an interview to evaluate the candidates in order to select an individual for the specified job.
Types of Recruitment Methods
There are usually two types of recruitment processes from which any organization can select a potential candidate. Both the internal and external processes can be as below:
1) Internal Recruitment
A vacancy may be filled by a person who is already working at the company in another position, section, or department. This may provide an opportunity to the existing employee to transfer or promotion who might be interested and competent for the position. Actions may be required for internal recruitment method are: distributing announcements for the opening position changes, searching an organizational database for the competent candidate with skills required to perform the job.
2) External Recruitment
This involves the feeling of a vacancy from a source outside the organization. The external recruitment method includes the form of disclosure. The sources may include the following:
- Employment agencies
- Recruitment consultants
- Advertisements in newspaper
- Advertisements in job-site
- Posting of vacancies on companies’ website
- Local school, college, and university.
Advantages of Internal Recruitment
The advantages of internal transfer or promotion can be mentioned as below:
- This leads to greater job satisfaction and employee motivation among the employee.
- The manager may easily conduct transfer or promote an internal employee as his potentiality is already known to him. He may not follow the whole process of the recruitment.
- The induction training period may be shorter than the new candidate.
Disadvantages of Internal Recruitment
However, there might be certain disadvantages of internal recruitment as below:
- The organization will lose the opportunity of getting new employees with new ideas and innovation.
- Other employees may feel jealousy who are not considered for the internal position and resentment. He may not cooperate properly with the selected one.
Advantages of External Recruitment
- Organizations can select qualified or competent personnel by attracting them through an open circular of the vacancy. Recruitment through external sources may offer a much wider scope for selection from a big number of qualified candidates to the recruiter.
- Recruiters can choose a perfect candidate from a larger number of people because of advertisements in multiple places.
- Recruiters can pick new talents from external sources which helps to improve the overall functionality of the organization by adopting new ideas.
- Competitive spirit increases due to capturing external sources of employees in the organization.
Disadvantages of External Recruitment
- Discontent and frustration increase among the existing staff and they may feel that the chances of promotion are lean.
- The lead time of external recruitment is generally long.
- The external recruitment process is very expensive. Because companies have to spend a lot of money on the advertisement and in other parts of the recruitment process.
- Uncertainty of external applicants with the venture and there is no guarantee that the venture will be able to attract the right candidate.
The recruitment and selection methods required a high level of analysis and planning considering the effectiveness and efficiency. In the recruitment and selection process, the finance department also needs to forecast and prospect the budget for each step of this process besides the HR department.
Difference between Recruitment and Selection
|1. Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization.||1. Selection is the process of weeding out unsuitable candidates and finally choosing the most suitable persons out of all the applicants.|
|2. Recruitment is positive as it aims at increasing the number of applicants for wider choice or for increasing the selection ratio.||2. Selection is negative as it rejects a large number of applicants to identify the few who are suitable for the job.|
|3. Recruitment involves prospecting or searching for candidates.||3. Selection involves comparison.|
|4. It is a positive approach.||4. It is a negative approach.|
|5. It proceeds with selection.||5. It follows recruitment.|
|6. It is an economical method.||6. It is an expensive method.|
|7. It is a simple process.||7. It is a complicated process.|
Table: Difference between recruitment and selection
Control in Recruitment and Selection Methods
Evaluation and control are too much necessary as considerable costs are sustained in the recruitment and selection process. The costs generally incurred in the below cases-
- Salary of recruiters.
- Cost of advertisement
- Cost for producing supporting literature.
- Fees for a recruitment agency
- Supporting management staff’s salary who works in the background of recruitment and selection process.
- Administrative cost
- Cost of recruiting a suitable candidate
Recruiters should keep sharp eye on the above costing sections if they want to reduce recruiting costs ever.
Evaluation of Recruitment and Selection Process
Recruitment and Selection methods go through selective approaches to achieve ultimate objectives and the KPI of the HR Manager. The evaluation of the Recruitment and Selection process might include below things:
- The return rate of applications sent out.
- The number of shortlisted candidates at various stages of the recruitment and selection process.
- The number of suitable candidates for selection.
- Retention and performance rate of the selected candidate.