Acquisition/Recruitment of perfect talent to the organisation

 

Figure 1; talent-acquisition-and-people-flows

What is Recruitment?

The process of searching for the best candidates and attracting them to consider job offers is regarded as recruitment (Cole, 2005; Bhupendra and Swati, 2015). Further based on the size of the organisation complexity of this process will vary. Some institutions using outsourcing teams to search talent and some are hired Recruitment mangers to serve this purpose.

 

Importance of recruitment process

People factor in an organization is the key for success and it has the highest competitor advantage in the long run. Since the competitors could imitate the products and quality easily people factor is very hard to imitate. This has therefore made recruitment process a human resource strategy that can determine the

fortune of an organisation, because, getting high-quality talents and competent workforce is a key source of sustainable competitive advantage (Hiltrop, 1999; Bondarouk et al., 2014). Apart from that majority of the organisations are profit oriented hence  recruiting quality talent enhances productivity and performance which every firm strives to achieve (Cascio, 2014; Maheshwari et al., 2017).

 

Further if we are not able to find the perfect fit human talent to the organization, it will adversely impact to the organisation .This has been researched by Ekwabola et al,2015 as “ when an organisation ended up either erroneously or intentionally hiring the wrong candidates for its jobs, then it becomes a liability or a huge cost that might negatively affect the business activities of such a firm”

 

Summary of recruitment process

Figure 2 ; recruitment-and-selection-of-employees.

Key parameters of recruitment processes

Ø  Identifying the best talent

This is the challenge faced by the most of the organisations since it is really harder to identify the talent and also the commitment level of an employee at once. Therefore, they have come up with several activities such as group activities, Aptitude test and interviews etc. Some of the organisations are establishing universities event to grab the required staff in international markets with related to their own expertise. This clearly shows the importance of identifying best talent in the market.

Ø  Employer Brand proposition

It is a key thing to have a proper brand image in the professional market to attract talented people towards the organisations. When there is a larger pool of applicants it would be easier to grab the talent, which will best fit to the organisation. Therefore, employers have to create the working space is really attractive to its present employees as well to get attract new talent.

 

Ø  Cost

There are several methods of advertising vacancies in the market. Presently most of the companies using e platforms to avoid massive marketing budgets and also if we could identify a proper market segment to address it would be much cost effective. In this scenario we could approach university students and students of professional institute etc.

Ø  Time

Identifying the best talent and recruiting required a certain time period. Therefore, organisations should plan their staff requirement before hand and it is advisable to have a pool of applicants in order to recruit when necessary to avoid such delays.

 

Ø  Retention of Talent

It is a key thing to retain talent within the organisation hence we have to communicate the expectations of the company to its applicants beforehand in order to avoid any dissatisfaction towards the company later. This will help to retain newly recruited staff within the organisation.

Further details regarding recruitment/acquisition of talent is described by the below mentioned video.

Video 1 : What is The Meaning of Recruitment?

Conclusion

 

It is a key thing to hire /recruit correct people at correct places in order to sustain the company growth other wise it may have adverse impact to the organisation. Therefore, organisations should exercise more caution towards this criteria to improve their people factor which will give them a sustainable competitive advantage.

 

References

Figure 1; Jahan,2016 , talent-acquisition-and-people-flows ,available online : http://hrmpractice.com/talent-acquisition-and-people-flows/

Figure 2; recruitment-and-selection-of-employees, available online : https://sites.google.com/site/humanresourcesite/recruitment-and-selection-of-employees

Video 1 : What is The Meaning of Recruitment? |What is Recruitment Process| Explained In A Simple Way | Easy! , Available online : https://www.youtube.com/watch?v=-J5rHlCDkto

 

Cascio, W.F. (2014), “Leveraging employer branding, performance management and human resource

development to enhance employee retention”, Human Resource Development International,

Vol. 17 No. 2, pp. 121-128.

 

Ekwoaba, J.O., Ikeije, U.U. and Ufoma, N. (2015), “The impact of recruitment and selection criteria on

organizational performance”, Global Journal ofHuman Resource Management, Vol. 3 No. 2, pp. 22-33.

 

Cole, G.A. (2005), Personnel and Human Resources Management, 5th ed., Thompson Learning, London.

Cropanzano, R. and Mitchell, M.S. (2005), “Social exchange theory: an interdisciplinary review”, Journal

of Management, Vol. 31 No. 6, pp. 874-900.

 

Hiltrop, J.M. (1999), “The quest for the best: human resource practices to attract and retain talent”,

European Management Journal, Vol. 17 No. 4, pp. 422-430.

 

Adeosun ,O (2020), Attracting and recruiting quality talent: firm perspectives, Rajagiri Management Journal ; Available online : https://www.researchgate.net/publication/343882210_Attracting_and_recruiting_quality_talent_firm_perspectives