Recruitment Practices Types and Effectiveness Research Paper

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Updated: Mar 8th, 2024

Introduction

Recruitment of efficient and qualified human resources is a crucial stage in the working of any business undertakings. Since entrepreneurial firms are facing challenges in obtaining the required number of human capital for their business, it seems to be interesting in analyzing various types of recruitment processes followed by major organizations and their effectiveness in meeting business goals.

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The recruitment process of firms is continuously changing with changes in their business life cycle. The resource constraints and organizational structure of companies make changes in the requirements with regard to human capital. By using strong and direct ties in the different developmental stages of business, the needs and fits issues with a human resource can be met properly.

The human resource policies of firms have a direct impact on the business and they are essential for achieving the business goals. By way of selecting suitable personnel and their effective management, entrepreneurial firms can ensure improvement in business results. Human capital is a vital component of a business and it always acts as a competitive advantage of firms. Following are the major recruitment processes used by firms.

EBHR (Evidence-Based Human Resources)

Hewlett-Packard, Capital One, and Harvard University are pioneers of this approach. This approach is followed by business firms on the principle that talent drives performance. Along with organizational and financial performance, human resource strategies have a role in achieving desired outcomes.

In the EBHR approach gather, process, and evaluation of information are carried out before starting the recruitment process. By following these steps the firm can ensure the selection of the most efficient personnel for them. The impacts of human resource practices followed by the firm on its achievement of business performance goals are analyzed in the EBHR approach.

By implementing the EBHR approach in 2002, Hewlett-Packard creates and maintains a customer-centric culture in its workings. For identifying the complex link between financial performance and various personnel of the firm it is better to include ideas and talent from other functional areas with the IBHR approach. A business performance chain of cross-divisional teams is framed and identified empirical evidence for stating the link between employees’ experience and business outcomes. (Major Organizations Demonstrate How HR Practices Boost Business Performance, Finds New Report).

Outsourcing

Most of the business entrepreneurship firms are considering the services of outsourcing firms for attaining their human capital resource. Outsourcing firms carried on the required steps for finding a suitable number of talented and efficient personnel for meeting the needs of the organization. Thus the firm gets relief from the risk of getting the desired number of appropriate personnel in time for its workings. Operational flexibility and value creation are other competitive advantages of this method.

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Recruitment process outsourcing: is adopted by many firms for the collection of appropriate staff personnel. It is based on the fact that strategic sourcing of employees is an essential factor that affects the branding and market presence of firms. Properly qualified and talented employees are considered as the main component for creating success in business. Digital forms of communication make changes in recruiting process also. New sources of recruitment are non-paid internet sites, search engines, websites, and career sites.

It has been seen that the services of RPO firms highly improved by assuring the employee life cycle solutions of firms. By adopting RPO in the recruitment process, firms can ensure more productivity and efficiency in their recruitment process. (The Business Benefits of Recruitment Process Outsourcing (RPO)).

Poaching or raiding

Poaching and raiding are considered prominent methods for recruiting potential candidates for the organizations. In this approach, instead of developing talent in personnel, the firms have followed a strategy of buying talent. In poaching, organizations take out experienced and competent employees of reputed firms in the same or different industries by offering them an attractive and better salary and other financial benefits than their currently working companies. A drawback of this strategy is that it is unethical in nature. Firms are badly affected by the poaching of competitors. Today the human resource managers are highly challenged to avoid the poaching of their talented employees by their competitors.

E-Recruitment

E-recruitment is a popular recruiting process followed by many big organizations. In e-recruitment, the internet is used for finding out the required personnel. Technology is used to carry out the recruitment process and thus the cost and time for the process can be minimized. Intermediaries are avoided in this process and thus the recruitment of the right type of person can take part in the selection process. By the following technology in the recruitment process, its efficiency can be maintained.

In the recruitment process, human resource personnel of various firms is facing. challenges in meeting the requirements of their organizations. Major challenges in recruiting process are timeliness in the selection process, lack of motivation by the top management, and cost-effectiveness. (Latest Trends and Major HR Challenges in Recruitment).

Some informal ways of recruitment are employee referral, creation of a pool of potential personnel through business collaboration, recruitment from volunteer pool, etc. Through employee referral, firms can acquire new employees with good knowledge about the existing culture of the organization. (Recruitment and Retention of Older Workers: Consideration for Employers).

Most of the larger firms are carried on their personnel recruitment as a year-round activity. The introduction of technology in the recruitment process helps firms to attain cost and time effectiveness in their recruiting process. By way of telecommunication, selection and recruitment of personnel become easy in a current business scenario. Most firms use the services of internet-based advertisers for publishing their job vacancies. Firms are also using their own website for this purpose. Thus the valuable financial and human resources required for the recruitment process can be reduced.

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Works Cited

Major Organizations Demonstrate How HR Practices Boost Business Performance, Finds New Report. The Conference Board. 2008. Web.

The Business Benefits of Recruitment Process Outsourcing (RPO). Talent Pool Company. 2008. Web.

Latest Trends and Major HR Challenges in Recruitment. Naukri.com: American Solutions Pvt Ltd. 2007. Web.

Recruitment and Retention of Older Workers: Consideration for Employers. Institute For Community Inclusion: Promoting the Inclusion With Disabilities. 2008.

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IvyPanda. (2024, March 8). Recruitment Practices Types and Effectiveness. https://ivypanda.com/essays/recruitment-practices-types-and-effectiveness/

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IvyPanda. (2024) 'Recruitment Practices Types and Effectiveness'. 8 March.

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IvyPanda. 2024. "Recruitment Practices Types and Effectiveness." March 8, 2024. https://ivypanda.com/essays/recruitment-practices-types-and-effectiveness/.

1. IvyPanda. "Recruitment Practices Types and Effectiveness." March 8, 2024. https://ivypanda.com/essays/recruitment-practices-types-and-effectiveness/.


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IvyPanda. "Recruitment Practices Types and Effectiveness." March 8, 2024. https://ivypanda.com/essays/recruitment-practices-types-and-effectiveness/.

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