Running head: RECRUITMENT SOURCES AND SELECTION PROCESS IN BUSINESS 1

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Recruitment Sources and Selection Process in Business Organizations

Manpreet S. Sandhu

Grenfell Campus, Memorial University of Newfoundland

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Recruitment Sources and Selection Process in Business Organizations

Arthur, D. (2012). Recruitment sources. Recruiting, interviewing, selecting & orienting new

employees. Retrieved from https://ebookcentral-proquest-com.qe2a-proxy.mun.ca

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

sources of recruitment. This chapter is pivotal to my research because extra sources 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

of my research on recruitment sources and selection process.

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
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interviewing approximately five hundred experienced human-resource professionals and chief

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

beneficial for my research, as it provides quality answers to inexperienced professionals looking

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

processes in organizations as the described methods are of great significance.

Muscalu, E. (2015). Sources of human resources recruitment organisation. Land Forces

Academy Review, 20(3), 351-359.

In this article Muscalu (2015) reviews the human-resource requirements of organizations

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

primary source of information for my research on recruitment sources.

Schwartz, N. D. (2013, January 27). In hiring, a friend in need is a prospect, indeed. New

York Times. Retrieved from: http://www.nytimes.com/2013/01/28/business/employers-

increasingly-rely-on-internal-referrals-in-hiring.html

The article focuses on the significance of employee referrals to businesses aimed at meeting

human-resource recruitments. The author collected statistics from human-resource departments

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

part of my research on most efficient sources of recruitment.

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Rashmi, T. (2010). Sources of Recruitment, Recruitment management (pp. 22-39). Mumbai

[India]: Himalaya Pub. House.

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

research; though, it will be useful supplementary material for my investigation on recruitment

sources and selection processes.