Advantages and Disadvantages of Selection and Recruitment

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The recruitment and selection process plays a key role in the success of your organization. When done right, it allows you to attract top talent and build a results-driven team. Like everything else, this process is not perfect. There are different methods that companies may use to recruit employees – and each has advantages and drawbacks. Choosing one over another depends on your business model, organizational culture and goals.

What Is Recruitment and Selection?

Organizations start out by using various recruitment methods to search for potential job candidates with the desired knowledge and experience. Next, they create a pool of applicants and identify those who fit the role requirements through a selection process. Both steps are equally important for hiring the right people and attracting talent.

Modern technology has dramatically changed the recruitment and selection process. Nowadays, candidates no longer have to travel long distances for job interviews, because everything can be done online.

HR managers can identify, interview, screen and test potential employees over the internet. In 2016, 84 percent of companies used social media to recruit talent. This allows them to reach more applicants, considering that over 48 percent of applicants search for new jobs on social networks.

Companies may also recruit top talent from within to cut costs and give employees the flexibility to pursue new paths. This process is known as internal recruitment.

Recruitment Pros and Cons

From video interviews and mobile recruitment to automated recruiting, there are lots of different ways HR managers can identify and select potential candidates. Each has its pros and cons.

Internal Recruitment

Internal recruitment, for example, can be done through promotions or transfers. The company may also decide to allow existing employees to switch from temporary or part-time positions to permanent or full-time positions.

This recruitment method is cost-effective and can boost employee morale. At the same time, it helps you retain top talent and reduces employee turnover. Plus, your staff will feel more motivated to work hard and give their best.

The downside is that hiring from within the organization may limit the number of potential candidates. Additionally, you might miss out on fresh ideas and perspectives that external candidates can bring. Workplace conflicts may arise, too.

External Recruitment

External recruitment eliminates these problems but is more expensive and time-consuming. As a business owner, you will need to train new employees, pay for background checks, subscribe to job boards and resume databases, and post ads online or in local newspapers. Furthermore, the selection process may not be effective enough to help you identify the right people for the job.

Automated recruitment, which uses artificial intelligence software to identify and screen candidates, isn't perfect either. Even though you'll save time and money, you may lose out on potential candidates that would be a perfect fit simply because their application is not formatted properly.

Automation tools scan a candidate's resume, cover letter or online application for specific keywords and key phrases related to the job. If they don't find these words or phrases, the applicant is automatically disqualified – not to mention that many job seekers have atypical work experience and can still be a perfect fit for your business. Automated recruitment software will disqualify their application from the start.

What About the Selection Process?

The selection process varies from one organization to the next. In general, it's done through interviews and testing – online, face-to-face or both.

Pre-employment testing, for instance, allows HR managers to assess candidates' skills and how they fit into the company. Compared to interviews and other selection methods, tests are more objective and reliable. Additionally, they rely on quantifiable insight and help eliminate bias.

However, this method has its drawbacks. First, it rarely gives the whole picture. Second, candidates may not be honest. Some tests may be ambiguous, which further impacts the results. To identify the best candidates, consider using pre-employment tests along with face-to-face interviews, group interviews, collaborative hiring and other selection methods.

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About the Author

Andra Picincu is a digital marketing consultant with over 10 years of experience. She works closely with small businesses and large organizations alike to help them grow and increase brand awareness. She holds a BA in Marketing and International Business and a BA in Psychology. Over the past decade, she has turned her passion for marketing and writing into a successful business with an international audience. Current and former clients include The HOTH, Bisnode Sverige, Nutracelle, CLICK - The Coffee Lover's Protein Drink, InstaCuppa, Marketgoo, GoHarvey, Internet Brands, and more. In her daily life, Ms. Picincu provides digital marketing consulting and copywriting services. Her goal is to help businesses understand and reach their target audience in new, creative ways.