Recruitment, Selection and Retention

Image courtesy: The Internet In my first article, I have explained the two recruitment methods a company can choose and briefly touched on the pros and cons. According to Hogarty (2022), recruitment is a challenge faced by all businesses and it is not one that every company handles well. From finding the right talent to hiring them into the role, the process requires care, attention, investment, and skill.  Let's focus on the differences between these two methods:  the pros and the cons. What is internal recruitment? Internal recruitment means filling the vacancy with an employee who is currently already employed, rather than hiring someone else who does not work for the company.  When companies put their employees first and encourage their professional development, upskilling and reskilling for career advancement will always be a top priority for management. Furthermore, internal candidates are considered invaluable to recruitment managers because they are already a...

  Image courtesy: The Internet As mentioned in my previous article, recruitment and selection (R&S) is the process of finding and hiring the best candidate for a particular job. Organizations can do this themselves, or they can hire a recruitment agency to help them. As per Noe et al. (2003); Werther and Davis (2014) the sources and methods from which an organization recruits potential candidates are critical to the success of its overall recruitment strategy. However, finding and selecting the right candidate for a job is a complex process. It's not enough to just find someone who has the skills and experience for the job. You also need to find someone who is a good fit for your company culture and who can contribute to your team's success. What are the recruitment and selection steps to find the right candidate? Let's take a closer look. Identify the hiring needs The first step is to identify what are the specific skills, experience, and qualifications t...

  Image courtesy: The Internet What is recruitment and selection (R&S)? Recruitment and selection are two of the most important functions of human resource management (HRM). Recruitment can be defined as, the process of identifying and attracting potential candidates for a job opening. This can be done through a variety of methods, such as job postings, employee referrals, social media, and networking. There are two types of recruitment: Internal recruitment: This involves looking for candidates who already work for the organization in a different role. Many companies choose to advertise the job internally before opening the search to external candidates. External recruitment: This is when recruiters search for candidates from outside of their organization. They might do this by posting on job sites, using social media, or posting job descriptions on their own career site. External recruitment can also involve contacting passive candidates — those who aren’t actively lookin...

  Image courtesy: Internet Hi all, welcome to my blog about recruitment, selection and retention.  Let me start with a brief history of human resources management (HRM) and how it has evolved over time.  The history of HRM can be traced back to the early 19th century when the Industrial Revolution led to a large increase in the size and complexity of organizations. As organizations grew, they began to need more formal systems for managing their employees. One of the earliest forms of HRM was "welfare capitalism," which emerged in the late 19th and early 20th centuries. Welfare capitalism was a paternalistic approach to HRM that focused on providing employees with a range of social benefits, such as health insurance, pensions, and recreation facilities. The goal of welfare capitalism was to improve employee morale and productivity. In the early 20th century, a new approach to HRM emerged, known as "scientific management." Scientific management was based on the work o...