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Recruitment and Selection

MODULE 01
The Tactics to Recruitment

Objectives:
At the end of this module, you will be able to:
 Enumerate the different recruitment approaches
 Discuss the different set of recruitment approaches

Lesson 1: The Tactics to Recruitment

According to Garner E. (2012) Recruitment and selection is considered and

identified as one of the important and crucial processes of any business or organization.
Most of the time many businesses are particular into this kind of process, why?
Business organizations ensures that the recruitment department is recruiting and hiring
someone who is fit for the job role and responsibilities. Recruitment is also connected in
terms of supporting the business particularly in finances or income. How? Recruitment
department must ensure hiring someone who is productive and can actually produce
more resources for the business in order to earn more profit. People or employees are
considered one of the most important assets of business. As they always carry the
pressure and danger on a daily basis inside the office. Carry the measure which means,
there are some always who tried their best in order to produce an output for a particular
project. There are some employees who are engaged into hitting impossible deadlines
is line making the impossible to possible one. Next, danger why danger? Imagine
employees who are exposed to different danger events or activities for example in
today’s scenario this time of pandemic. The doctors, nurses, and other workforce who
are considered as frontlines they are considered as one of the most vulnerable ones.
They are exposed in covid-19 patients and also to the risk of what the viruses can
actually bring to everyone. Many employers today in order to let their people feel that
they are important to the business or the organization, they are providing many supports
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Recruitment and Selection

in order to boost their morals. As discussed earlier employees are one of the greatest
asset of a business and even the whole organization.
Investing to employees or workforce talent is also an investment of the business
or organization. These are the different approaches or tactics key consideration to
recruitment.

1.1 Your Purposes in Recruitment

The recruitment or hiring manager can actually select someone from his/her
team which is the recruitment or acquisition team. The selected individual or considered
the recruitment support or associate must actually prepared for filling up the need of the
organization and responsible for searching possible talents that can actually support the
business organization. There are different components or areas the recruitment
manager is observing, as his/her support, these are the components that must observe
in hiring and selecting someone for the organization. Here are the following:

1. To be cost effective
2. To be fair
3. To meet future needs as well as present ones
4. To be consistent
5. To manage the public face of the organization

1.2 Being Equal or Fair

As stated to from the book of R.Kandola and J.Fullerton “Managing the Mosaic:
Diversity in Action” the book actually illustrated and demonstrated that a company who
has a fairness policy in recruitment process and procedures can actually attract more
talents and a broader choices of better talents and it can also retain best employees for
the organization. By being equal and fair enough to everyone, it can create or develop a
better people or better teamwork. This kind of policy can help also the organization from
reducing the employee turnover (employee resignation) and the need to recruit all over
and over again. Important note that being equal and fair is not actually a choice but as a
good business perspective or wisdom.
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1.3 Equal Opportunity Policy

An equal opportunity refers to a policy that usually starts from the highest level of
formulation of an established statement and these are the following:

The purpose of the policy is actually to ensure that no one or no applicant or an

employee can or shall receive any less favorable treatment on unjustifiable or non-relevant
grounds. And these are follows: gender, colour, race, age, nationality, beliefs and religion. The
selection criteria and process will be kept under its review and checking to ensure that
applicants are selected in accordance to the relevant merits and capabilities.

1.4 Personal Liking

The recruitment procedures is can be considered as a personalized. We better to get know

more about the candidates or talents on what are the work histories relevant to career
experiences or about the life. This is an assurance on building a strong relationship at fist can
actually benefit both parties and both sides. It’s like picking our partners or friends in order to
build connections and also on how to help in each other in future endeavor. But, the important
note is to be more effective and fair, the approach for personal liking it has to be balance and
equal in order to avoid such favoritism and biases.

1.5 Systems Approach

The systems approach refers to the systems approach of the personalize recruitment
through the opposite end of the scale. Wherein the talents are actually taken on if they are
actually seem liked and right. The systems approach is a procedure wherein the ladder of steps
of the process from the job analysis to the specification of person, from marketing the vacant
position or job to the proper shortlisting of the candidates, from the selection proper to creating
and presenting the job offer.

1.6 Personal and Systematic

It is a combination of personalized and systematic approach of recruitment. It is also

considered as highly-personalized approach. As a recruitment manager setting both
approaches is a good idea most especially if you have a “gut feeling” on the recruitment
approach. This is actually can recognized the organization to be more logical. There are many
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Recruitment and Selection

dynamic system approach based on that can actually make people feel about each other in
order to build this kind of approach to recruitment.

1.7 Personal and Systematic

It is a combination of personalized and systematic approach of recruitment. It is also

considered as highly-personalized approach. As a recruitment manager setting both
approaches is a good idea most especially if you have a “gut feeling” on the recruitment
approach. This is actually can recognized the organization to be more logical. There are many
dynamic system approach based on that can actually make people feel about each other in
order to build this kind of approach to recruitment.

1.8 Roles and Methods

The methods of recruiting and hiring nowadays is much different from the previous era.
Today the hiring method changed through the use of modern technology. Which can actually
reduce such cost relatively to overhead expenses, can speed up the process and as well as the
administration and even the recruitment and hiring of talents in the selection process. The
recruiter must be knowledgeable to the multi-functional role like doing manpower planning,
considering the planning also for job designs, lawyer to psychologist, to a manager to
negotiator.

The recruiter must be knowledgeable about the business or organizations policy and as well
as the legislation in order to put everything at place and properly. He or she must possess also
different ranging skills from interviewing to job analysis.

1.9 Weighing Cost and Benefits

In reality, the benefits of the process of recruitment are actually always delayed. Hired
employees will be come in the good shape or the organization may decide or considered
them the company made the right decision in hiring them once they contributed a lot or
created a valuable contribution to the business organization. There are some cost can be
high deepening on the position they are actually looking and also the recruitment strategies.
So meaning, recruiters must also consider the allotted budget of the organization for the
different recruitment drives and others. He or she must also be resourceful in order to hiring
and recruiting employees from different sites. There are some recruiters using social media
accounts for job posting and it’s for free. They can actually communicate with directly to the
potential applicants and can actually give job offers.
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References:

1. Garner E. and Bookbon (2012) Recruitment and Selection: Hiring the people you want
PDF File
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