Recruitment, organization can utilize in order to recruit

Recruitment,
as a human resource management function, is one of the activities that impact
most critically on the performance of an organisation. (Kun-Hsi Liaoa, 2016)
Proper recruitment can lead to an organisation’s success and at the same time
wrong recruitments could bring the organization down as a whole. This paper
discusses Asia Pacific University’s perspective into recruiting and acquiring the
best possible pool of qualified applicants from which they can fill their
vacancy of a lecturer in Human Resource Management.

 

Recruitment
methods

Recruitment
is defined as the steps and procedures needed to legally obtain a number of
qualified people in order for both the organization and people to select each
other in their own best long and short term interests.(Schuler, Roberts and
Schuler, 1987)  In simpler words the
whole process of recruitment allows the organization to select from a
potentially qualified group of candidates in order to fill their vacancies.

There
are several methods; an organization can utilize in order to recruit their
desired candidate. The most suitable and appropriate options of recruiting a
lecturer for Asia Pacific University are discussed below.

Online Recruitment 

In
today’s generation more and more organisations are becoming dependent on the
Internet for their manner of operations. Online recruitment opens doors to a
wider market allowing more diverse candidates to apply and at the same time
streamlines processes and making it a much more efficient and convenient
method. (Blakely,
2017) There are
obviously pros and cons to this method but with the proper steps and procedures
followed, an organization can benefit vastly from it.
Asia Pacific University already allows candidates to post their CVs via their
online procedure where candidates send their emails to [email protected] and shortlisted candidates are then contacted. APU also allows
employees or candidates to apply to them for their specific jobs thru online
recruiting websites such as jobstreet.com.my and LinkedIn.

 

 

Career and Job Fairs

The
whole idea of a job fair is to bring in those interested in finding a job
towards those companies who are currently seeking for applicants.(Buzzle, 2017)
Job fairs allow employers and organisations the convenience of a large pool of
potential candidates to select from accordingly and not just applicants. Job
fairs are a great opportunity for employers to meet various job seekers in one
location, especially those from a specific region or industry.

If
APU can advertise and market their presence and brand in the fair at an
appropriate manner which could substantially attract and land potential
candidates for their vacancy. Job fairs are also a place to increase the
organization’s brand awareness at the same time interact with other firms
competing in the same industry which would lead to exchange of information and
knowledge amongst them. Job Fairs can reduce costs for any organization as the
whole process of recruiting can be quiet expensive. (Smith, 2017) On the other hand, a job fair is economic in the
sense that only the cost of paying the third party to participate in the fair
would be the only expense incurred.

 

Recruitment agencies

In
today’s business, time is as valuable as money and with the help of a
recruitment agency, an organization can save both their time and money when it
comes to recruiting a possible candidate. Firms usually hire recruitment
agencies in order to ensure that they don’t have to go through the process of
recruitment which includes going thru hundreds of applicants for a particular
job. (Blue
Skies, 2017) This is when the recruitment agencies come into play, where they
take care of this whole process of recruitment and bring down the number of
candidates to a more potential and manageable number of candidates. Recruitment
agencies also have the access to the best available talent in the market which
allows them to easily pull out qualified individuals. The recruitment agency
ensures that the person they’ve recommended for the position is the most
potential candidate for the job. This gives the employers the assurance of fit
and potential candidates coming in for the interviews.

It
is argued that recruitment agencies can be a costly procedure to follow but at
the same time it should be kept in mind the time and cost an organization faces
through while recruiting new employees and weather the firm actually has the
time to go through applicants’ files and data in order to get the vacancy
filled. Various aspects need to be understood before making a decision and it
all depends on the organization and their situation of need.

 

 

Referral Program

An
employee referral program is a system through which current employees suggest
and recommend qualified candidates whom could be their friends, relative or
colleagues. People who are already working for you would tend to refer
candidates with work ethics similar to theirs. If the organization has a wider
range of highly qualified employees, chances are referrals would be of the same
caliber and potential.

Asia
Pacific University hosts a lot of highly qualified lecturers and staff
operating in the organization. With the employee referral program, APU can save
themselves the time and money by utilizing fewer recruitment sources and
spending time on selected resumes instead of going thru hundreds of applicants
and CVs for a particular posting.

 

Selection Process

Once the organisation has identified the technical
skills and job attributes it is seeking in their new employee, the selection
process begins.  This process refers to
the steps required in selecting a candidate who has the right set of
qualifications and skills to fill in the vacant job. (Herrenkohl, 2010) There
are four stages in the selection process which are discussed below.

Preliminary interview

This interview’s main purpose is to eliminate those
candidates who do not meet the criteria. For example, in the case of Asia
Pacific University, they require their lecturers to have a minimum of masters
and 2 years of lecturing experience in order to be fit for a shortlisted
applicant and potential employee for the school of degree and above. So in the
case of an applicant having any one but not the other, APU can easily eliminate
the applicants then and save time and money by not further pursuing this
candidate.  

The objective is to determine whether or not the
applicant has the requisite skills and qualifications for the job vacancy.

Review of applicants
and resumes

After the initial step, applications are
provided to these candidates to fill in order to ensure that there is common
interest and the candidate is compatible for the position. Thus the importance
of a well-designed application is important for the organization. Basic information
regarding the candidate including their referrals from past experience and at
the same time ensuring that all of the information given is legitimate. Resumes
are then looked upon once the candidates have passed the initial stages. Resumes
are the most common method of an employee presenting their information and
qualifications.

Selection
Tests

The final stage of the selection processes are
the tests that are usually held by the employers. The candidates are run thru
various forms of tests in order to ensure they are fit for the job and their
working environment. In order for APU to recruit their preferred applicant,
they need to make sure the applicants pass their tests and requirements before
they can call them for a final interview or make any decision. Thus the various
tests that APU can apply towards their candidates are discussed as follows.

·        
Ability tests are where candidates
are tested on their achievements and what they can actually do. (RICHARD R.
REILLY, 1982) For instance a lecturers communication skills and their ability
to convey their message and understanding to the students.

·        
Intelligence tests are focused on
judging the candidates mental capacity and ability to understand instructions
and implement the right decision for the situation.

·        
Aptitude tests involve the overall
potential of a candidate and their ability to further enhance their skills in
the future.

·        
Group Situational Tests concern
about the candidates leadership qualities and how to communicate and work as
one in a group work situation.

 

 

 

Structured
vs. Unstructured interviews

In general, structured interviews consist of
standardized questions designed to efficiently determine if the candidate is up
for the job available. (JOHN R. SCHERMERHORN, 2005) By standardizing the
interview process for all candidates, structured interviews minimize bias so
that employers can focus on the factors that will have a direct impact on job
performance. 

Unstructured interviews allow the interviewer to ask anything he or she
wants, whether or not it’s valid. (Dessler, 2008) And unstructured interview
usually doesn’t involve probing questions that yield further information about
the reasons why a candidate responded as they did. If the employer doesn’t
understand the thought process, their reasoning, then you don’t really understand
how they might perform overall.

The purpose of
interviewing is to compare various candidates and if you ask one candidate one
series of questions and the other candidate a different set, how easy will it
be to compare their answers to judge whether one came up with better answers
than the other. (Harvard Business Review, 2017) But if you ask each
one the same set of questions, you can then compare answer for answer and see
who was able to answer better for each situation.

 

Thus, structured interview is generally
regarded as the best practice. The reasons adding up to that statement are,
questions are prepared in advance and are related to the job analysis and
person specification in terms of the tasks candidates will be expected to do
and the behaviour they will be expected to demonstrate as compared to that of
the unstructured form of interview.

To conclude, (Campion and Latham, 1997) noted
that interviews using structured in predicting job performance produced
reasonably, reliable and consistent performance compared to unstructured.

 

Conclusion

After discussing the various aspects of
recruitment and selection process, it can be assumed that the importance of
recruitment is as vital as any factor when it comes to the success of the
organization. APU needs to ensure that they follow the appropriate procedures
and methods in order to acquire their preferred employees. With the right
recruitments, any organization can easily reach their targets and goals
overall. An efficient and productive workforce always leads to success for an
organization in both the short and long run.