HRM- The Pros and Cons of Outsourcing recruitment process for an organization

 

The Pros and Cons of Outsourcing recruitment process for an organization

Recruitment can be recorded as one of the most important and critical application in the HR processes and this is needed to be done in a correct manner to have the successful applications in the employee management (Parry & Tyson, 2008).

Recruitment can be recorded as the seeking of the necessary and applicable candidates for a respective job position. There are different methods in the recruitment. Main two methods are the internal recruitment and external recruitment (Lane, et al., 2015). 

Internal recruitment method can be recorded as the methods in the management of the seeking applications for the candidates through the connections in internal connections, word of mouth and promotions (Parry & Tyson, 2008). External recruitments can be recorded as the methods which can be used in the collection of information from the advertisements, educational agencies and online recruitment methods (Christensen, et al., 2017).

                            Figure 1: Recruitment methods (Source: Slides Share, 2014)

Recruitment process outsourcing is the method of providing the liabilities for an external party to seek the most suitable candidates by the employer. There are different steps in the recruitment process outsourcing and the figure gives these steps to have clear idea on the recruitment process outsourcing method (Claus Wehner, et al., 2015).

Figure 2: Recruitment Process Outsourcing (Source: Katz,2016)

There are advantages ad well as disadvantages of the method (Landay & DeArmond, 2018).

Advantages of recruitment process outsourcing;

Ø  Streamline the process pf recruitment in the organizations

Ø  Talent’s search can be done in a broader manner

Ø  Reducing the cost of recruitment

Ø  Reducing the turnover of the employees

Ø  Ability to investigate the people who are with many abilities

Ø  Process improvement and effective seeking

Ø  Saving time for the employer for the other activities in the process

Ø  Gaining higher competitive advantage

Ø  Higher level of flexibility

Disadvantages of the recruitment process outsourcing;

Ø  Employer is losing some extent of control in the hiring

Ø  There can be many hidden costs which can be occurred in between the process

Ø  Security issues can be there in the employee details sharing

Ø  Need to shift and manage time again and again as per the outsourcing partner

Ø  There is a possibility to lose the focus of the employer

Overcoming the disadvantages and gaining maximum outcome in the recruitment process is the main aim in outsourcing where the quality service and business process improvements are expected by each company in the outsourcing in recruitment processes (Landay & DeArmond, 2018).

Conclusion

Recruitment can be recorded as the application of the seeking of the possible candidates in the process of hiring and this can be either done by the company or can be outsourced. Recruitment process outsourcing is popular in these days and it can provide many advantages for the organization as it is resulting quality service rather than the employer. Still, it has identified some of the disadvantages as well which are needed to be overcome and all these factors are provided here in a clear manner.

References

1.      Christensen, T. et al., 2017. Costs and efficiency of online and offline recruitment methods: a web-based cohort study, s.l.: Journal of Medical Internet Research.

2.      Claus Wehner, M., Giardini, A. & Kabst, R., 2015. Recruitment process outsourcing and applicant reactions: when does image make a difference?, s.l.: Human Resource Management, 54(6), pp.851-875.

3.      Landay, K. & DeArmond, S., 2018. Recruitment Process Outsourcing and Recruiter and Hiring Firm Characteristics, s.l.: Journal of Personnel Psychology.

4.      Lane, T. S., Armin, J. & Gordon, J. S., 2015. Online recruitment methods for web-based and mobile health studies: a review of the literature, s.l.: Journal of medical Internet research, 17(7), p.e4359.

5.      Parry, E. & Tyson, S., 2008. An analysis of the use and success of online recruitment methods in the UK, s.l.: Human Resource Management Journal, 18(3), pp.257-274.