Economic sciences /
10. Economy of enterprises
Postgraduate
student, Kotlyarevskaya Kseniya
Simon Kuznets
Kharkiv National University of Economics, Ukraine
Modern technologies in the recruitment of staff
The use
of modern technologies in the search and selection of staff is not enough
popular for Ukrainian recruiters. Nevertheless, they have already taken quite a
serious place along with other daily used tools.
The
quality of staff has become a major factor in determining the economic
situation in the Ukrainian enterprises. Careful selection guarantees the
quality of human resources, which largely determines the feasibility and
effectiveness of future use. The work of any organization is inextricably
linked with the need of staffing. In this case, one of the central problems is
the selection of personnel. The selection of new employees is not only intended
to provide the normal functioning, but also lays the foundation for the future
success of the company.
Luxoft Personnel Consultant Elvira
Puntusova notes that the recent recruiters actively use modern technology to
find candidates who can significantly reduce the search time. This trend is
particularly visible in the IT-sphere. However, she stressed that
"cloud" server and automation system of recruiting the staff are not
as popular among recruiters, but otherwise the use of social media (both
professional: LinkedIn, Xing, MyCircle, etc., and general: VKontakte, Facebook,
Classmates, Twitter) and chats (e.g., Skype) is a huge advantage when searching
for candidates. She added that, on the one hand, due to these resources almost any
candidate can be found, knowing only his e-mail with the name and surname, on
the other hand, social networks – this is an excellent site for the vacancies
in the relevant groups [1].
One of
the drawbacks of online recruitment of overuse is the lack of personal contact
with potential candidates for the job, but since the Internet significantly
reduces the time of search and selection of personnel for service personnel, an
additional opportunity to significantly expand and strengthen relationships
with potential candidates for the job, which is especially important when it
comes to the need to hire unique professionals.
Selecting the most productive recruitment source becomes
all the more challenging during a tumultuous economic market. When unemployment
rates rapidly peak and dip, employers are left to wonder how and where to find
employees. Sources that worked well one day may yield disappointing results the
next. As a result, an increasing number of companies are turning to sources
once typically referred to as “quirky” or “unusual,” but now considered “creative.”
These include billboard advertising, banners, movie ads, and bumper stickers. To
select the most effective recruitment source for a given opening, weigh their
respective benefits and drawbacks. The pros and cons of more than two dozen
traditional and creative recruitment sources are identified in Table1. You do
not have to limit yourself to only one source. Many companies use a wide
variety of recruitment sources [2, p. 61].
Table 1
Traditional and creative recruitment sources and their
primary advantages
and disadvantages [2, p.62-63]
|
Recruitment Source |
Advantages |
Disadvantages |
|
Advertising |
Reaches a wide
audience Can solicit via blind
ads Can cross reference titles |
Costly |
|
Banners and Signs |
Cost-effective |
Require busy locations |
|
Billboards |
Eye-catching Visually creative |
Limited information Easily missed |
|
Bumper Stickers |
Eye-catching |
May not be taken seriously |
Continued table 1
|
Campus Recruiting |
Opportunity to select
top students Opportunity to groom future management |
Costly Difficult to evaluate
potential |
|
Company-Sponsored
Social Event |
Cost-effective |
Attendees may resent “sales pitch” |
|
Contingent Workers (temps
and consultants) |
Readily available Flexibility Portability |
Costly Two-tier labor force (core staff and contingent workers) |
|
Customers and Clients |
Applicants are
personally recommended |
Strained relations with customers and clients |
|
Direct Mail |
Personalized Selective |
Time-consuming Mail may not be opened |
|
Electronic Recruitment |
Cost-effective Speed Reduction in
paperwork Scope |
Large numbers of unqualified applicants |
|
Employee Referrals |
Inexpensive
Expeditious Related bonus boosts morale |
Systemic discrimination if used exclusively |
|
Employment Agencies |
Access to large labor
pool Fill positions quickly |
Costly Unqualified applicants |
|
Government Agencies |
Cost-effective Large numbers of
applicants Help with affirmative action |
Unqualified applicants |
|
HR Files |
Cost-effective Good public relations |
Outdated records |
|
Job Fairs |
Large numbers of
applicants Opportunity to network |
Costly Time consuming |
|
Newspaper Inserts |
Easily removed |
Easily lost Easily overlooked |
|
On-Site Recruitment
(airports, fast-food chains, etc) |
Wide audience Saves time Good public relations |
Not taken seriously Unqualified applicants |
|
Outplacement Firms |
Large numbers of applicants |
Incomplete picture of intangibles |
|
Radio and Television |
Wide audience Reach prospects not
actively looking for a job |
Costly |
There is no single preferred way to recruit qualified
employees. Each approach
is different, and each
one is structured to ensure that these companies find employees who will fit
well in their organization and provide them with the skills and talents they
require to remain successful.
Spending a great deal of money does not ensure a high
number of qualified candidates; in fact, some of the most effective recruitment
sources are costeffective, cost very little, or cost nothing at all. If your
recruitment budget is tight, consider using billboard ads, bumper stickers,
clients and customers, direct mail, electronic recruiting, employee referrals,
government agencies, HR files, job posting, military, on-site recruitment,
professional associations, voice ads, or walk-ins.
Employers tend to cast a wide recruiting net for
positions that are hard to fill; that is, positions that require a specific set
of skills and knowledge that only a limited number of candidates are likely to
possess.
The advantage of seeking only internal candidates is that
the process is likely to be quicker, cheaper and more reliable. You know your own people better that you
know outsiders. Vacancies can also be tied in with staff development schemes.
Sourcing recruits from outside the organization means you can introduce new
blood. Although it is more costly and lengthy, you have a wider choice of
applicants and can avoid “clubbability” [3, p. 29].
When an organization recruits
externally, it opens the organization up to a larger pool of applicants, which
increases its chance of finding the right person for the job. Bringing in fresh talent from the outside can help
motivate the current employees to produce and achieve more in hopes of
obtaining the next promotional opportunity. But it can take longer and
cost more than hiring from within the organization. It can also damage employee
morale because current employees may feel this lessens their chances for
promotion. When employee morale decreases, productivity can also decrease [4].
The main objective of the
recruitment of staff to work is to meet the demand for workers in qualitative
and quantitative terms. The objective of recruitment is a process that includes
a general analysis of staffing needs; precise definition of who needs the
organization; identifying sources of supply of the candidate and the choice of
methods of selection. Thus, recruitment is a complex system of relationships
between employers and job seekers.
References:
1. Modern technology
is becoming popular for the recruitment of staff // Access mode: http://ubr.ua/labor-market/life-at-work/sovremennye-tehnologii-stanoviatsia-vse-populiarnee-pri-naime-personala-211228.
2. Diane Arthur. Fundamentals of human resources management / Fourth edition / American Management Association International, New York,
NY., 2004. – 277p.
3. Eric Garner.
Recruitment and selection. Hiring the people you want. / 2012. – 52p.