Modest & Modern Recruitment Approaches and Employees Development
“Word of mouth”
Most companies in Azerbaijan and worldwide still using “word of mouth” as its recruitment approach, which is understandable, as it is a very old and proven method. Of course it has a lot of benefits; however, disadvantages also exist. “Word of mouth” or employee referrals are used by big and small companies, because it is the fastest and cheapest method of recruiting. This approach may insure that the company will get new staff from a safe source with guaranteed references. It also motivates current employees that they can recommend their relatives and friends to the job.
However, the recruitment process is not as simple as it may look at first sight. As per well-known author in HRM – Armstrong “Recruitment is the process of finding and engaging the people the organization needs and selection is that part of the recruitment process concerned with deciding which applicants or candidatesshould be appointed to jobs.” My approach is not to limit recruiting new staff by using only “word of mouth”, which means that the company doesn’t have an access to the whole pool of candidates with different backgrounds and experience.
“Modern vs. Modest”
Before there was only one source, “word of mouth,” for recruiting people, but as society becomes more and more global, it becomes less necessary for human resources to limit itself to only this method.
Nowadays there are a lot of modern recruitment methods that are widely used and proven by big international companies like Total, BP, General Motors, Samsung and etc. Later would be discussed modern recruitment methods such as online recruitment (companies’ public websites, job boards, social networks like LinkedIn, Facebook and Twitter), local newspapers, agencies, head-hunters and graduate recruitment programs. But before doing this, let’s see what needs to be done before starting recruitment process. First, company needs to make an analysis of recruitment strengths and weaknesses. The analysis of strengths and weaknesses should cover such matters as: the national or local reputation of the organization, pay, employee benefits and working conditions, the intrinsic interest of the job, security of employment, opportunities for education and training, career prospects, and the location of the office or site. The second, identification of sources of candidates is vital. Despite the fact that many different sources has been mentioned above, the most correct method would be to consider internal candidates first. Recruiting internally is always advantageous to both the company and employees. The company avoids spending additional time teaching new employees about company’s culture and products, and employees get promotions, leading to their motivation and commitment.
Coming back to the modern recruitment methods, online recruitment is becoming more and more popular, especially for large and multinational companies. This method also creates the possibility for the company to advertise their vacancies to the wider labor market and receive a response from a more diverse pool, which is always a big benefit. In addition, it saves employees’ time for applying for the job, as all applications are gathered electronically. One type of e-recruitment is the company’s public website, which is a well proven and a very useful recruiting method. It especially helps to build a “company brand” and to make it an “employer of choice”. Corporate websites usually have a separate area, for example, “careers,” for job advertisements. The company usually posts current vacancies with job details, contacts and how to apply for the job. It may be applicable for big companies like for example Azercell, Bakcell, Narmobile and big Construction and Oil & Gas Companies in Azerbaijan, as people may have an interest in visiting such a big company’s website.
It’s not recommend using job boards as a separate method for recruitment, as in reality they are only an additional source to corporate websites. Using job boards gives the company an inexpensive way of getting CVs and always to staying in the loop of candidates who are looking for jobs. But sometimes the amount of CVs received is unmanageable for reviewing, and the quality of CVs may not meet the company’s requirements. There always should be a separate person who keeps reviewing and selecting the potential ones for hiring managers’ attention.
As the corporate environment becomes more and more global, social networks like LinkedIn, Twitter and Facebook are good tools for recruiting. Even 98% of HR respondents to the 2013 Achievers Social HR survey say they believe that social networking is an important tool for recruiting, retaining and managing employees (Achievers, 2013). The biggest advantage from using social media is having access to a very wide pool of specialists. You may review their profiles and read recommendations straight away. You also have the opportunity to join groups that you are interested in and post any job announcement free of charge. However, the main disadvantage may be the following fact, that some users of LinkedIn are not updating their profiles accordingly and sometimes Recruiters may face even with the fake profiles of LinkedIn users.
“Do the companies ready to benefit from Recruitment Agencies?”
A company may really benefit from using agencies and head-hunters, as this is usually a very fast way of getting good quality candidates that are currently looking for the job. Of course, it’s a preference to use services of Recruiting agencies only for hard-to-fill vacancies, as both sources may be not as cheap as other ones. Agencies can charge a fee of 8-15 per cent or more of the first year’s salary for finding someone. From another perspective, a company needs to be ready to pay for quality, especially when recruiting key professionals.
As the companies may have a lot of long-serving employees and some of them may be thinking about retirement or changing their workplace, the companies need to have a practise to exercise “Annual Graduate Recruitment programs”. This is the most common way to guarantee that the company has enough human resources for future needs. It is a big advantage, as the employers also have the possibility to grow and develop the skills that are required to perform any specific jobs.
“Promoting and Developing”
As I’ve already mentioned above, when recruiting, the company first needs to look internally. Then if nobody is available, it can recruit externally. However, there is no strict approach that all vacancies needs to be filled internally, as sometimes by bringing someone from outside may bring fresh ideas to the company. But to retain and keep employees motivated and engaged, it is necessary to provide them with the possibility to grow and to develop their career. There are two concepts that are related to promoting and developing employees: talent management and succession planning.
Jeffrey Pfeffer, Stanford Business professor said: “When there is a talent war between companies, it becomes more vital for a company to produce its own talent”. Promoting and developing employees is long process which requires a lot of effort and planning from an organizational point of view; however, it’s a process where both sides benefit. It gives the company a guarantee that they have a required talent pool to perform the company’s specific needs. Development of employees always gives a sense of motivation to the staff. It is already proven that the company benefits when employees are motivated. In reality, the company can obtain real benefits by promoting and developing people; but only in the case that this process becomes consistent. It needs to use such career management practices as: education programs, performance appraisals, individual development plans, succession planning, common career path, formal mentoring, etc.
The major difficulty when promoting people is that the company needs to plan everything correctly: what exact characteristics of specialists and supervisors need to be developed, and how much time, energy and money the company is ready to invest in developing their staff. As each company has its own structure and culture, the features that a potential supervisor needs to have are also very specific. To guarantee that developing staff will meet organizational requirements at the end, it is necessary to identify characteristics of people who are currently performing as engineers and supervisors. From another side, there is always a risk that developed and trained employees may leave the company by receiving better job offers.
Qualified employees are a big asset for an organization, that’s why it is necessary to build a talent pool. I highly recommend using different sources when recruiting and not to think of this process as a simple one and investing more time, money and efforts in people’s training and development. Employers need to recognize that development of people is a process which has bottom-line results, but not an event.