Professional Documents
Culture Documents
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Manpreet S. Sandhu
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Arthur, D. (2012). Recruitment sources. Recruiting, interviewing, selecting & orienting new
In this chapter Arthur (2012) provides an in-depth description of all the traditional and
innovative sources of recruitment available to business enterprises. The writer uses several case
studies from numerous business situations to teach the procedures for selecting the best available
source of recruitment depending upon the type of position vacant and time available for filling
the vacant position. The content focuses on explaining all the traditional and innovative types of
recruitment provide more flexibility and enable the corporations to have sufficient applications
for unoccupied jobs. The innovative recruitment sources given in this chapter are rarely
mentioned in other texts, thus they can be used by organizations to enjoy benefits of a diversified
workforce by targeting a higher number of job seekers. The only limitation is that few of the
staffing sources mentioned have no evidence of their effectiveness, hence further research is
required to test these innovative sources of hiring new employees. This chapter will form the root
Bryant, A. (n.d.). How to hire the right person. New York Times: Business. Retrieved from:
https://www.nytimes.com/guides/business/how-to-hire-the-right-person
This article by Bryant (n.d.) describes the creative strategies for recruiting the best persons
and the advantages of diversity in the workplace. The writer used information retrieved from
RECRUITMENT SOURCES AND SELECTION PROCESS IN BUSINESS 3
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executives to find experimental ways of recruiting the best candidates. The study focuses on the
need for evolving the traditional employee selection methods which are only limited to
customary interviews and result in the hiring of inappropriate individuals. This article is
for better ways to select suitable employees and to job seekers worried about fulfilling
employer’s expectations. The main limitations are that the article focuses only on the hiring
procedure for highly skilled jobs and the methods mentioned involve a lengthy selection process
which is not possible in case of startups, therefore there is a need for developing innovative
recruitment procedures for fulfilling startups’ human resource requirements. To sum up, the
author indicates instead of desk interviews, professionals should opt for a variety of innovative
ways for recruiting employees. This article will be a valuable source for my research on selection
and provides the detailed description of the advantages and disadvantages of choosing the
diverse sources of recruitment. The author uses a range of factors affecting human resource
requirements for describing the process of recruitment of human resource in enterprises. The
scope of the study is not just limited to needs of the organizations, but it extends further to the
needs of the employees to be recruited. This article is useful to my research topic as the
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advantages and disadvantages mentioned in this article are of immense importance to the
organizations for deciding the best source of recruitment. The article does not have any clear
visible limitation as it gives the entire information related to its aim. In conclusion, the article
states to favor internal sources of recruitment over external sources. This article will be the
Schwartz, N. D. (2013, January 27). In hiring, a friend in need is a prospect, indeed. New
increasingly-rely-on-internal-referrals-in-hiring.html
The article focuses on the significance of employee referrals to businesses aimed at meeting
of various firms and from labor department to find the share of employee referrals in the total
recruitments. The author utilized information to know the reasons that lead to the increase in the
use of this source of recruitment over the years. This article is valuable for my research as it
gives a detail description about the reasons why organizations prefer referrals from existing
employees for recruitment purposes and this article can help job seekers in realizing what
importance does social networking place in securing a job. The chief limitation of this article is
that the statistics used are limited only to a couple of organizations hence extensive research
involving an appropriate number of enterprises is needed. The writer specifies that organizations
should consider that employee referrals can lead to the hiring of like-minded people which will
not allow businesses to take benefit of diversity in the workforce. This article will work as a key
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In this chapter, the author focuses on the brief explanation of the recruitment procedure and
classification of the recruitment sources available to business organizations. This chapter uses
several real-life examples from the past to describe the use of various recruitment sources for
having enough amount of applications for the vacant jobs. The scope of this chapter is very
limited as the author has divided recruitment sources into just two categories, but the real-life
examples and description of staffing process might be useful for the readers. The main limitation
of this text is that it does not describes the business situations where internal sources are used,
hence there is a need for further researching and analyzing circumstances where internal sources
of staffing can be used for filling vacant positions. This writing will not be the basis of my