8. Factors That Influence Recruitment and Selection

Over the years, the recruitment process has evolved and being modified by companies to get a competitive edge and attract the most suitable candidates for the job vacancy. More than ever before, the candidates have more power with the increasing number of options involved for them. This has forced companies to rethink their recruitment strategies (Ployhart, 2006). On the other hand, job seekers must also be updated and understand the current trends and the methods that recruiters use for hiring, so that they can position themselves in terms that are convincing to those hiring (Ployhart, 2006).

All organizations, whether large or small, spend time and resources in the process of recruiting and selecting employees for the activities. However, they do not consider the same criterion.

There are factors that are often not considered by organizations but directly influence the process. Administrative recruitment factors can be broadly divided into internal and external factors.  

External Factors

  • Supply and demand.
  • Unemployment rate.
  • Intern market.
  • Place where the applicant resides.
  • Company image.

Supply and demand are the metrics of the specific skills required in the job market. If the demand for a particular skill is high compared to the supply, a larger recruitment effort may be required. Thus, the higher the unemployment rate in a given area, the simpler the process of recruiting and selecting the company. 

The unemployment rate has become one of the influencing factors in the recruitment and selection process. The number of unskilled candidates is very large, which causes difficulties in attracting and retaining suitable candidates. On the other hand, with the unemployment rate decreasing, it is important to explore new ways to recruit candidates.  

The company’s image also directly influences the number of candidates who will be attracted to the position. In many cases, the applicant not only targets the salary amount but prioritizes the company’s qualifications and working conditions. 

It is very common for companies to prioritize candidates residing in their respective states. This avoids major changes and travel expenses for interviews and future allowances. The company’s image is also extremely important as it is responsible for attracting a large number of candidates with varying levels of qualification.   

Internal Factors

  • Recruitment policy.
  • Company size.
  • Cost growth and expansion. 

Most organizations have a policy of recruiting employees internally or externally. Recruitment by appointment is one of the most used by organizations, as employees themselves know the company better, making it easier to recommend candidates who can easily adapt to the culture of the organization.


Reference

Armstrong, M., Taylor, S. (2014). Armstrong’s Handbook of Human Resource Management Practice, 13th Edition, London: Kogan Page Ltd.

Bersin, J. (2013). The 9 Hottest Trends in Corporate Recruiting. [online] Forbes. Available at: https://www.forbes.com/sites/joshbersin/2013/07/04/the-9-hottest-trends-in-corporate-recruiting

LinkedIn Talent Solutions (2016). Case study: Innovation through proactive recruitment at Nestlé. [online] Available at: https://business.linkedin.com/talent-solutions/c/16/2/nestle-case-study/proactive-recruitment 

Pope, L. (2019). Recruit Proactively: How to Use Talent Acquisition. [image] Available at: https://learn.g2.com/talent-acquisition

Comments

  1. Roshini HerathSeptember 7, 2021 at 11:00 AM

    Agreed With what you mentioned. There are two type of main factors effect on recruitment and selection. Those are external factors and internal factors.Organizational structure, aims and goals, budget are the internal factors. Government regulations, competitors and emergency situations like Covid 19 pandemic are the external factors. These main two factors will directly involve organizational productivity.

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 2:36 PM

      Agreed Roshini,
      There are several crucial factors affecting the reputation of a firm. Industry in which a firm operates, the opportunities that a firm provides for employee development, and organizational culture affect job seekers' reputation perceptions. Organizations should expand their focus from providing financial benefits to ensure incoming of skilled labour (Cable and Graham, 2000).

      Delete
  2. Nuwan Randika WijesingheSeptember 7, 2021 at 8:15 PM

    As Addon Willer, Truesdell and Kelly (2017) discussed attracting candidates to the selection process, technology is playing an increasingly important role in recruiting. Electronic technology has also been used to reduce the number of potential candidates. In particular, using online recruiting can mean that employers receive a large number of applications from inappropriate candidates, so using technology to help manage the application form can also be helpful.

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 2:40 PM

      Agreed Nuwan. Futhermore,
      Indeed, E-Recruitment privacy is one of the major threats that could expose people's personal information or it can be misused by other persons, thus providing personal information online can lead to security issues (Khalil and Abeer, 2014).

      Delete
  3. Chathuri CreasySeptember 8, 2021 at 6:45 AM

    Agreed. Changing management priorities which are characterizing the organization in different stages of development, such as: start, growth, maturity, and decline or re-development in the organization lifecycle will have a great influence on the HRM (Stegaroiu et al, 2013).

    ReplyDelete
    Replies
    1. Diyanada J. GunawardenaSeptember 9, 2021 at 2:37 PM

      True Chathuri,
      In order to build the right strategy for retaining employees, it is essential to pay attention to their needs and evaluate various tools which can be of help in that process (Buchan, 2004)

      Delete
  4. Nadeeka Indunil PathirageSeptember 11, 2021 at 2:29 AM

    Yes Agree and It has also been argued that in order for the enterprise to build and sustain the competitive advantage, proper staffing is critical (Djabatey, 2012). Thus, recruitment and selection have become imperative in organizations because individuals need to be attracted on a timely basis, in sufficient numbers and with appropriate qualifications.

    ReplyDelete

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