“External recruitment is when an org. seeks to bring in someone from outside to fill a vacancy (MBAlib, 2010).” The advantages are the company will have new employees and new ideas. It is good for innovation, and improves the competition. The disadvantages are the new employees need the training; it will spend a lot time and money. Moreover, there is more risk to bring a new to company because you do not know whether he or she will be stayed. There are some following methods of external recruitment:
- Colleague recruiting, it is a well planning way to attract a large number of applicants. The company has more choices to find the candidates. Some large enterprises usually like to choose this way, and it can improve the company popularity in university. However, the graduate has no experience, they do not know what they real want to, so it easy to loss them. It will spend a lot of times to training them.
- Recently on-line recruitment is the extremely population, it is fast and cheap way to let the people know the information. It has strong flexibility, the company can put the advertisement on their home page or some specialized website. The disadvantages of it are the low truthful information and successful rate. The technology and system of e-recruitment need to improve.
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Executive search firms, they are specially agencies for company recruit senior talent or specially talent. When the company need to hire an employee who are high professional and have a major impact on opening a new market or need to diversify, they will ask the headhunting to find a talent. The advantages are company can find the satisfied candidate; it is higher efficiency than themselves’ recruiting. The employees do not need training can instantly mount guard. It will bring the quicly effects for company. But this way is very expensive.
2.2. Analysis of Selection Approaches
There are many different methods of selection, including “interviews, aptitude and intelligence tests, graphology samples, personality tests, role-playing and references” (Azzopardi, 2001, p7). “Effective selection brings benefits to the employing organization and its employees” (Smith and Robertson, 1993, p.3). This section I choose the two most popular methods interviews and psychological tests to discuss the advantages and disadvantages.
A recent comparative study of six countries by Anderson and Witvliet (2008) found that the interview was one of the most popular selection methods. A lot of organizations recruiting applicants claim to use interviews as their main selection tool. The interview can be divided into unstructured interview, semi-structured interview and structured interview. The characteristics of the interview is according to people questions answer to assess their abilitlies of analyze problems, practical experience, thinking agility and language ability, etc.. It is flexibility. “It is a relatively low-cost exercise, with additional expenses limited to the time of the participants”(Stredwick, 2000, p.144). However, the shortcomings of the interview is only the few mention every time. It is difficult to objective the score, and time consuming. So, the interview is usually used after other test, in order to save time and manpower.
Smith and Robertson (1993) pointed out that “psychological tests are carefully chosen, systematic and standardizes procedures for evoking a sample of responses from a candidate” (p.161). Psychological tests are to assess applicants capacity characteristics and its development potential prediction, it can also candidates personality quality evaluation and career interests. But psychological tests results often depend on the expert's explanation, and many test topics are quite obvious, the job seekers can make themselves to look very suitable for a job. Because there are some test and evaluation software, we often appear reality operation process by the testing results of assessment people almost exactly the same situation.
2.3. Discussion
Based on the analysis of the recruitment and selection approaches, in the high-tech human society, internet becomes the most important role in our life. Applicant began to find job on-line, and the company select the applicant on-line. This study has shown that the widest user of recruitment is the on-line recruitment. “Advertising vacancies online is increasingly done, encouraging e-mail applications, online applications and even online testing (Branine, 2008).” Moreover, it is important that to a well design job advertisement to attract the applicants and put it on the right website.
Even though a lot of research that pointed out that interview as the most used method of selection, there are also many problems about the interviews. Anderson and Shackleton(1994) pointed out the candidates are a poor predictor of future performance. Obviously, just the traditional method is not enough to efficiency for company selecting, so we should combine with the test to improve the success rate.
From the above, it can perhaps be concluded that different channel of recruitment has different benefits; we should choose a suitable one for company attract and retain the talent.
3.0. Job Advert about Barclays Corporate
3.1. Analysis of the Job Advert
Barclays Corporate have clear description and explain about what they are looking for. It is including the requirement of the degree, work experience, ability to learn and so on.
Barclays chose the on-line recruitment to attract graduates’ attention,it published on the graduate-jobs site and own homepage site. This way it is not only company costs are low, but it is convenience for applicant as well.
Barclays has 5 selection approaches to select the candidates, online application form, online numerical and verbal reasoning tests, telephone interview, assessment centre, offer. Applicant can apply the job on-line; through internet it is more effective and fast to submit the CV online. The selection process will take eight to ten weeks to complete.
3.2. Recommendations
Based on the discussion, there are some following recommendations for selecting a right candidate:
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The method of recruitment can give priority to the online recruitment and colleague recruiting, one is the costs are cheap, another is maybe have more success rate because this two way have high attractive to graduates.
- The Company should inform the results of interview to applicant quickly to avoid the excellent talent is taking by other company.
- Because of the Barclays’ targets are the graduates, it can hold a recruitment fair in the campus, maybe can attract a lot of graduates come to there. The time of recruitment they can choose the end of every semester. That time is a large number of graduates to find job.
- According to the costs of the recruitment assess the result of this recruitment. It includes the time costs and cost of money. To find some shortage and improve the next recruitment.
4.0. Conclusion
To summary, according to analysis of recruitment and selection approaches, and combined with a job advert about Barclay’s analysis. It realized that the importance about the recruitment and selection in the HRM. Every method of recruitment and selection has different advantages and disadvantages. To choose the right method for recruitment it depends on the company’s own situations. Moreover, a completed selection process is very important. It can reduce the waste of times and save the costs for company, and a right candidate can improve the benefits of company.
References
Azzopardi, G.. (2001), Learn to Succeed at Selection Tests, London: foulsham.
Anderson, N. and Shackleton, v. (1994), Informed Choices, Personnel Today, 8 November,33.
Anderson, N. and C. Witvliet (2008), “Fairness reactions to personnel selection methods: an international comparison between the Netherlands, the United States, France, Spain, Portugal, and Singapore”, International Journal of Selection and Assessment, Vol. 16 No. 1, pp. 1-13.
Bloisi, W. (2007), An Introduction to Human Resource Management. London: McGraw-Hill.
Edenborough, R. (2005), Assessment Methods in Recuitment and Selection& Performance, London: Kogan Page.
MBAlib (2010), Ch7 Recruitment, n.pub., n.pl., viewed 27 November 2011, < http://doc.mbalib.com/view/7286de57dd27857a69f795d4fa97d0ae.html>
Smith, M. and Robertson, I.T. (1993), The Theory and Practice of Systematic Personnel Selection (2nd edn), London: The Macmillan Press Ltd.
Stredwich, J. (2000), An Introduction to Human Resource Management, Oxford: Butterworth-Heinemann.
Appendix
Job advert
Barclays Corporate - Graduate Programmes
Barclays Corporate is the global corporate banking arm of the Barclays Group. We provide integrated banking services to businesses, charities and public bodies that turn over more than £5m a year – influencing the deals, developments and decisions that help shape the world around us.
Graduate programmes
We offer full-time graduate programmes in seven distinct aspects of our business:
• Client Coverage
• Product
• Risk
• Operations
• Human Resources
• Marketing and Communications
• Technology
Starting 3rd September 2012, each programme will see you complete a series of placements – giving you the breadth of exposure you need to develop an in-depth understanding of our business as well as the specialist skills you need to grow.
Training and development
There will be five key aspects to your training and development:
1. Four week induction course
2. Two year rotational programme, encompassing two to three different placements
3. An annual ‘continued learning week’
4. Ongoing formal training and study, including for any relevant professional qualifications
5. The Barclays Corporate Challenge
In addition, you will benefit from the day-to-day advice and support of your own ‘buddy’, as well as the big picture mentoring of a high performing, senior member of the team.
At the end of your programme, you will be ready to continue exploring the possibilities of a career at the forefront of your particular business area and beyond. Our learning and development team, along with your line managers and broader network of colleagues, will continue to support you as you progress in your career.
Rewards and benefits
We have a long and proud tradition of providing the training and opportunities you need to achieve your full potential. As a graduate trainee, you will receive the following:
• Competitive starting salary and joining bonus
• 25 days' holiday per year
• Performance-related bonus
• Mobility allowance
• Private healthcare
• Share option scheme
• Pension scheme
Locations
You could find yourself working anywhere across our network of offices in England, Wales, Scotland and Ireland. Depending on your role, you may also have the opportunity to spend some time working or travelling overseas, making the most of a global presence.
You will be placed according to the needs of the business at the time, as well as your individual development requirements. Wherever you’re based, you can be sure of high profile and challenging work that will stand out as making a difference to our organisation – and our clients.
We will also take in to account any circumstances that might prevent you from being able to move in to a particular role or location, and where possible will make any reasonable adjustments needed to find a solution that both suits you and the business.
Who we’re looking for
To join one of our graduate programmes, you need to have achieved, or be expecting to achieve a 2.1 degree (or equivalent). This can be in any discipline. You must also have passed GCSE English and Maths at grades A–C (or equivalent). In addition, we’re looking for people with some practical work experience under their belt, along with a willingness to relocate if this proves necessary.
Beyond this, you should be able to demonstrate proficiency in the following competencies:
• Customer/Client focus
• Commerciality
• Risk management
• Deliver solutions
• Decision making
• People development
• Communication and Influence
• Collaboration
Application and selection
Our application and selection process challenges you to demonstrate your potential in a number of different ways. The process takes eight to ten weeks to complete and comprises the following steps:
1. Online application form
2. Online numerical and verbal reasoning tests
3. Telephone interview
4. Assessment Centre
5. Offer