People and Organisation - MN7181 (Blog 06)

GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT

Source: https://www.forbes.com

Recruitment & Selection

According to Armstrong (2009), to attract required number of quality employees at a minimum cost in to the organization is main purpose of recruitment and selection process.  The process mainly consist of three stages as follows,

1. Defining requirements – creating job descriptions and specifications

2. Attracting candidates – reviewing and evaluating alternative sources

3. Selecting candidates – sifting applications, interviewing, testing, assessing candidates, assessment centers, offering employment, obtaining references; preparing contracts of employment.

Companies must implement proper staffing plan and forecasting to find out people count, before finalize to its recruit (Hackman and Greg, 1976)

How Technology in the recruitment and selection process can save you money

When hiring for your business, using technology can make the recruitment process less time consuming and costly. Here are three ways technology saves you time and money.

1.      Increased productivity

2.      Less risk for a bad match

3.      Get more strategic

Digitalisation in recruiting

In the past, the companies had limited options to choose people (Targeting school leavers, unhappy labors  or headhunting)  and but, in current context, simply by logging to the Internet, company HR peoples can find vast numbers of qualified candidates for jobs at any level, screen them in just minutes, and contact the most promising ones immediately (Cappelli, 2001)

Cost of internet recruiting is very low and according to Cappelli (2001) 90% of large U.S. companies are already recruiting via the Internet.

According to Harward Business Reviews article, Spinellis (2015), Companies use several online tools such as Facebook, LinkedIn, online site and Twitter for their job advert. Newsletters, mailing lists, and internal channels also using to avoid getting thousands of papers work relating to recruitment and selecting process. Example, Application dead line has been automatically close down, shortlisting of application by using spreadsheet and invitation for interview by using automated email.

The number of American online job seekers have doubled since 2005, and the use of social media in recruiting has grown 54% in the last five years. Especially the generation Y is active on online platforms for job seeking. Studies show that millennials visit their social media accounts on average 9.5 times a day, so it is natural that a job advertisement on Facebook draws their attention. (Smith, 2015).

References

Armstrong M., (2009), A hand book of Human Resource Management practice, 10th Ed., Kogan page, London.

Cappelli P., (2001), Making the Most of On-Line Recruiting, Harvard Business Review, June 25.

Hackman J. R. and Greg R. Oldham, “Motivation through the Design of Work: Test of a Theory,” Organizational Behavior and Human Performance 16, no. 2 (August 1976): 250–79.

Smith A., (2015), Searching for work in the digital era, 19 November 2015. Pew Research Center. Accessed on 22 February 2017. Retrieved from http://www.pewinternet.org/2015/11/19/1-the-internet-and-job-seeking.

Spinellis D., (2015), Simple Online Tools to Make Hiring Easier, 4 May 2015. Harward Business Review, Accessed on 24 June 2018 at 8.15 pm. Retrieved from https://hbr.org/2015/05/simple-online-tools-to-make-hiring-easier.