INTRODUCTION Recruitment can be defined as “searching for and obtaining a pool of potential candidates with thedesired knowledge, skills and experience to allow an organisation to select themost appropriate people to fill job vacancies against defined positiondescriptions and specifications” (“Recruitment and Selection,”n.d.). Recruitment is a key value in the HR process as it allows theorganisation to have the ability of sourcing new employees which would in turn helpthe organization to develop the quality, efficiency and effectiveness of thehuman capital present in the organization. One of the main advantages of aquality recruitment process is the satisfaction of managers where they arepresented with capable subordinates to carry out the duties and functions ofthe organisation smoothly.
Selection on the other hand is stated “the process of choosing the most suitable candidate for the vacantposition in the organization” (“What is Selection? definition andmeaning – Business Jargons,” 2016). In other words selection is dismissingthe candidates that are not suitable and selecting the candidates that are havethe qualifications and criteria required for the jobs. Diversity could be stated as a mixture of people fromdifferent groups and identities that provides a wide range of skill,capabilities, familiarity and strengths due to its similarity in age, culture,sex, society, spiritual beliefs and norms and physical abilities and otherattributes.But in our organisation there are issues regarding thequality and suitability of the employees that need to be addressed. There is ashortage the expected qualities and capabilities and the actual quality andcapabilities present in the organisation.
The organisation is in need of highlytrained and skilled employees to carry out the operations of the organisation.There is a shortage of highly skilled employees in the domestic market and sothe organisation needs to move into recruiting suitable candidates fromoverseas and bring them into the organisation.This report is prepared with the intention of giving an idearegarding the recruitment of highly skilled employees from overseas. Theadvantages and disadvantages of overseas recruitment, the problems related tosuch recruitment, the cost of recruitment, drawbacks are some of the few keytopics which would be analysed and explained in this report. Global Recruitment Integrated electronic, Inc. (IEI) is a manufacturing servicecompany on electronics and original design located in Colombo, Srilanka. IEI providesservices to some of the biggest electronic manufacturing companies. Through theyears IEI has progressed into an organisation that only offers the primarymanufacturing functions but also provides services in areas such as designing ofa product, prototyping, managing the supply chain and engineering.
Integrated electronic, Inc. is a Research & Developmentfirm which is highly reliant on new and highly advanced technological processesto provide innovative methods for complicated situations and tasks, whileproviding simpler methods to ease the workload of people while being efficientand productive.In order to carry out the functions of the organisationsproperly it requires highly skilled employees with the necessary knowledge andcapabilities to perform the specified task. But there is a shortage ofemployees with such capabilities present in the domestic market which is amajor issue for our company as it would affect our development and future plansif we don’t take the necessary steps to find suitable candidates. The reasonsthat there is a shortage of capable workers in the domestic market is that the domesticaren’t subjected to the new and highly advanced technology around the world andneed more time and training to get to the international standards present.Another reason being the fact that the field of Electronic Research &Development not being a prominent field in the market when compared to otherfields such as entrepreneurship, medical field, accounting and commerce field.However the field of Research & Development is a very recognised andprominent field in the international and global market and there are manyhighly skilled and capable candidates present.
There professional roles that we require employees for are;1. Commercial research and application development 2. Information search 3. Corporate research and development 4. Technical service and development (“Research & Development Careers | Dow,” n.
d.)RECRUITMENT AND SELECTION Recruitment and selection process as stated above is findingthe right candidate with the right skills and knowledge for the right job. Thereare many factors that are taken into consideration such as the objectives ofthe organisation and objectives of the recruitment policy, factors that affect therecruitment policy and process and the method that will be utilised in therecruitment process.When recruiting employees into the company it is necessaryto ensure that to recruit the right employees with the right intention whileadhering to the objectives stated.
Some of the objectives are;1. Gaining competitive advantage over competitors 2. Attracting top talent present in the market 3. Ensuring that the right person with the rightcapabilities is recruited for the right job 4. Ensuring a proper and legal recruitment process 5. Ensuring that employees recruited would fit intothe culture of the organisation6. Finding employees with the right mentality ormind-set for the organisation where they are trustworthy and work towards tothe up liftment of the organisation (Peterson, 2012) (Martin, 2011)Factors influencing the recruitment process There are certain changes that occur in the market and theorganisation needs to pay attention these changes and analyse how these changeswould the resources of the organisation and also to ensure that the recruitmentprocess is carried out in an efficient manner. (Tutorialspoint.
com, n.d.) There are 2 types of factors thataffect the recruitment process.
They are;1. Internal factors2. External factors Internal factors that are associated with recruitmentprocess are;· Policy for recruitment · The status of the organisation· Status of the job · Size of the organisation · Future goals and objectives of the organisation · Cost associating with recruiting · The growth and expansion of the organisation (“FactorsInfluencing Recruitment Process | Management Study HQ,” 2016) Externalfactors that are associated with the recruitment process are;· Demandand supply for jobs with specific skills · Rateof employment · Conditionspresent in the labour market · Thelegal and political situation · Competitionpresent in the market · Demographicfactors (Root III, 2011), Essays, UK. (November 2013).
Recruitment methods IMI is in search of highly skilled employees to carry outvery technical tasks but unfortunately there aren’t suitable candidates presentin the domestic market. So the organisation needs to move into theinternational or overseas market to find suitable candidates for the jobsavailable. The following are some of the overseas recruitment methods that aretaken into consideration; 1.
Employment agenciesHow do businesses and job seekers cut through the paperworkof the hiring process? Many use a career agency to ease the process. Anemployment firm is a firm employed with a company to support with its recruitmentrequirements needs. Employment agencies find people to fill all types of jobs,from non-permanent to full-time, in any amount of career fields. (JARACZ, 2010) Competition is present in a very big manner in today’ssociety and so most of the organisations tend to get the assistance fromemployment agencies to support in their recruitment process. Employment agencieswould help you find candidates for any for the organisations specified termssuch as whether it’s a temporary job or permanent role, whether the organisationrequires a seasoned candidate with experience or a fresher in theindustry(Graduates), the payroll that they be offering etc.
Advantages ofemployment agencies in the recruitment process – Less timeconsuming Filling a task position is a usually a short system througha staffing organization. You let the organisation recognize what the taskincludes and what qualifications you’re seeking out in candidates. The businessenterprise pulls candidates it believes fill your need and sends them to youfor interviews. if you are running with a accountable enterprise, everycandidate you interview will have already got had a heritage and employmentreference take a look at completed and will possess the skill units you requirefor the task.
This saves you an extensive quantity of time, as you do no longerought to market it the location, weed out unqualified applicants after which dothe history and reference exams for folks that are qualified. (Webb, 2011)- Skilled candidatesEmployment agencies own a pool of qualified candidates. notonly do the organizations pre-screen the candidates, however most providenumerous assessments an applicant need to pass before employment.
Those consistof simple assessments, consisting of phrases in keeping with minute typing asmuch as software program software expertise for the field, inclusive of accountingor word processing applications. This guarantees that the applicant is capablein your role before she begins. It also provides that you may contact theorganisation for future help. (De laMorreaux, 2011) – Possess goodknowledge of the market The organisation would have an excellent knowledge of themarket and candidates available for the job. They would have taken prior noticeof the available candidate and assessed them beforehand would be able toprovide information regarding the skills of the candidate, the knowledge, thesalary rate, the employability capabilities, expectations for the career etc.
Ifthe organisation is unable to find the necessary and suitable candidates theemployment agencies would provide assistance to what should be the next steptaken help with the recruitment process. (Dinnen, 2014)