2.2 GENERAL THEORETICAL PRINCIPLES OF RECRUITMENT AND SELECTION
2.2.7 Recruitment methods
Recruitment methods are tools that tertiary education institutions use to attract the attention of people who wish to apply for a job at the institution. Breaugh and Frye (2007) state that recruitment methods concern the means by which institutions recruit desirable applications. The recruitment methods are either internal recruitment methods (inside the institution) or external recruitment methods (outside the
institution). Without recruitment methods the institutions will not hire staff. These methods are discussed below.
2.2.7.1 Internal recruitment methods
Job posting: Job posting is one of the popular tools used by human resource departments to hire suitable candidates. As stated by Rothwell (2010), job posting is a planned recruitment method that relies on internal staffing. Werner, Schuler and Jackson (2012) state that job postings are usually the most commonly used methods to generate a pool of internal applicants. According to Glober et al. (2006), job posting methods include at least three proven, effective processes:
Traditional bulletin boards;
Computer e-mail based systems; and
Telephone voicemail based systems.
Job posting usually provides complete job descriptions (Werner et al., 2012).
Staff referrals: Staff can be transferred from one sector to another or be referred from one department to another. Staff referrals are one of the best means of securing applicants. Caruth, Caruth and Pane (2009) support this by saying that staff referrals have emerged as one of the best source of long-tenure staff. Niles (2013) maintains that most referrals will be quality referrals because a poor referral will reflect poor staff. If the referral happens to be successful, the institution may reward the staff for the successful referral. Grobler et al. (2006) elaborates that staff can be encouraged to help their employers locate and hire qualified applicants by rewards, either monetary or by recognition for those who assist the recruitment process. Staff referrals are quick and a relatively inexperienced means of recruitment.
2.2.7.2 External recruitment methods
Advertising: Many tertiary educational institutions use advertising as a recruitment method, through placing of an advertisement. Riley (2012) argues that advertisements are a common form of external recruitment. Advertising is done through various forms of media such as radio, newspapers and notice boards.
According to Cushway (2012), the aim of an advertisement is to encourage applications from suitable candidates for the job, and to promote the image of the institution. The advertisement must contain relevant information such as post title, salary grading, duty station, a brief description of the job, brief details of the essential person specification and closing date. This will inform a person as to whether they meet the job requirements or not.
Employment agencies: An institution appoints an agency to recruit on behalf of them.
Some employment agencies use their own database or advertise the post on behalf of the company. The selection process is either done by the institution itself, or by the agency. Some institutions also prefer that their selection process is done by both the institution and the agency. Niles (2013) asserts that agencies often charge an expensive fee for the service, but they are responsible for the entire process and typically generate qualified applicants.
Internship: Internship is when a student works while studying to complete his or her qualification. It helps students to gain experience in the field in which they are studying. Caruth et al. (2009) explain that internship may involve temporary jobs during the summer, part-time jobs during the school year, or alternate periods of employment and school attendance in which case the internship is called a co-op arrangement. There is no obligation between the institution and the student in terms of whether the student will get a job or not.
Internet recruiting: Internet recruitment has become the most popular external recruitment method that is used by institutions to search for suitable candidates and for interested applicants to look for jobs (Mathis & Jackson, 2012). Internet recruitment is whereby the institution advertises posts by using the Internet. Internet recruitment is the best way of recruiting prospective candidates for jobs, while prospective candidates can access the advertisement 24 hours a day, 7 days a week.
Aamodt (2010) states that institutions are finding that there are many advantages to using Internet recruitment compared with traditional newspaper ‘help wanted’
advertisements. It is important for institution’s web sites to include current vacancies.
Campus recruiting: Rao (2005) refers to campus recruiting as a method of recruitment by visiting and participating in college campuses and their placement centres.
Sathiyamoorthy, Caroline and Jayanthi (2012) further believe that campus recruitment provides a platform for the institution to meet aspirants, and to source intelligent, committed youth from various colleges and education institutions who have the requisite enthusiasm and realism to prove themselves. Institutions have an option to interview the students either at the campus or at the institution’s office.
Tertiary educational institutions are interested in recruiting students who are in their final year of study, and to work as graduate trainees in the field of their studies.
Campus recruitment can be costly for the institution if situated in another city,
incurring costs such as airfare, boarding and loading expenses of recruiters, site visit of applicants, if allowed (Rao, 2005).
Walk-In: This form of recruitment is becoming common for all types of jobs. Some individuals become applicants simply by walking into an institution’s employment office, and declaring their interest to work for the institution (Werner et al., 2012). The walk-in may be self-initiated or in response to an advertisement placed by institution in a newspaper (Durai, 2010). This type of recruitment method requires people to carry their CV with them, as well as other important documents.
A comparison of internal and external recruitment methods is tabulated in Table 2.2.
Table 2. 2: Comparison of internal and external recruitment methods
Methods Advantages Disadvantages
Internal recruitment
Job postings Inexpensive
Rewards performance Discover talent
Time-consuming Produces instability Demoralising process Nominations Based on known
Human resources
Random process
May lead to discrimination External recruitment
Newspaper ads Quick and flexible Specific market
Expensive
Short lifespan for ads Radio and TV Mass audience
Target specific groups Image advantages
Very expensive Short duration
Provides little information Public display Inexpensive Provide like information
Direct mail Target specific groups and skills
Can provide much information
Expensive and inefficient Requires mailing list Often not read
Employee referral Inexpensive May lead to discriminate and inbreeding
Networking Inexpensive May lead to discriminate and inbreeding
Walk-ins Inexpensive Random process
Inefficient Private employment
agency
Person-job fit Expensive
Recruitment of at school
Known talent pool Time-consuming Very expensive Internet Mass audience
Inexpensive Specific audience
Random process Unknown audience
(Adapted from Catano, Wiesner, Hackette & Methot, 2010)