Recruitment and
Selection in Practice in different Organizations
Sparrow (2007) had studied recruitment approaches of four UK based
organizations and following are the findings:
·
South East London Strategic Health Authority (SHA) - When SHA wanted to
recruit specialist skill shortage areas (such as doctors and nurses) they ran
global advertising using web-based media giving a value proposition to the
prospective clients. They were mindful of not to damage (due to drain of
skills) the countries where the recruitments were made. SHA adopted following
strategies for this.
§ Establishment of
policies targeting specific skills and countries and use of communication
channels in agreement with service providers.
§ Adopted passive
recruitment strategies to negate the effects of growing number of international
employees in the domestic labour market in UK.
§ Lastly, longer-term
strategies ensured the continued attractiveness of the SHA as an employer in
overseas markets.
·
BBC World Service - BBC used its employer brand as the main strategy to attract
journalists/producers. Vacancies were advertised in their commercial web site
which had been communicated via brochures and the process was handled by an
external service provider.
·
Barclaycard International – When Barclaycard wanted to drive its internationalization
strategy, they used their multi-cultural work force. Vacancies were advertised
on intranets and international HR business partner was appointed to
negotiate preferred supplier arrangements with headhunters and other
institutions. An employee value proposition and employment brand were also
developed across countries to attract candidates.
·
Save the Children – To fill their vacancies spanning over six geographical regions,
Save the Children used four main strategies.
§ Used regional HR
managers to identify and collate data bases of local candidates using local
communication channels.
§ Used recruitment advertising with a global protocol to identify
sources.
§ Entered into
collaborative arrangements with other agencies and charities to source
candidates.
§ Used brand image heavily through advertising to lure candidates.
Video on Shaping the Future of Recruitment Trends
( Source: HirePro Consulting, 2018).
List of References
HirePro Consulting (2018). Shaping the Future of
Recruitment Trends. [online] Available at: <https://www.youtube.com/watch?v=kRxKXHwHYIQ>.
[Accessed 9 on Nov. 2019].
Sparrow, P. (2007) ‘Globalisation of HR at function level: Four
UK-based case
studies of the international recruitment and selection process’,
International Journal
of Human Resource Management, Vol. 18, No. 5, pp. 845–67.
Adding more to your examples of recruitment, as reported by Competency and Emotional Intelligence (2004), Britannia Building Society recruits on the basis of the candidates’ attitudes first, and skills and abilities second. Developing the process involved mapping the Society’s values to its core competencies, identifying the sort of competency-based questions that should be asked by interviewers, defining the typical types of responses that candidates might make, and tracking those back to the values
ReplyDeleteHi Nalin, thanks for your comment. McCord (2018) believes there can be situations where it is always not necessary to recruit and select people who always fit organization’s culture and other specifications. There could be instances where organizations can adapt to many people’s styles. She explains the process requires probing beneath the surface of people and their résumés, engaging managers in every aspect of hiring, treating your in-house recruiters as true business partners, adopting a mindset in which you’re always recruiting and coming up with compensation that suits the performance you need and the future you aspire to.
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