Recruitment Strategies: Performance-based Hiring and Talent Assessment in Organizations

Running head: RECRUITMENT
RECRUITMENT
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1RECRUITMENT
Introduction:
Recruitment is the process of identifying and attracting the most potential sources to fill up the vacant
positions of the organisations. This process sources the potential candidates in such a manner that their abilities as
well as attitudes can match the criteria of the organisation to meet its objectives. Recruitment is the process of
identifying the vacancy of jobs, analysing of the requirements, reviewing the applications, shortlisting, screening
and selecting the perfect candidate for the organization. It is the process of increasing efficiency of hiring for which
the human resource management follows five important methods like recruitment planning, strategic development,
searching, screening and evaluation and control.
These are essential for the designing and implementing the right recruitment as well as hiring strategies for
the organization and retaining the best talents on board. Therefore, performance has been one of the most important
part in the recruitment and selecting process of the organisation. Hence the human resource management need to
judge the potential or past performance of the candidates before employing them in the organization. This report will
be discussing various aspects of performance in the selecting and recruitment process in an organization.
Discussion:
In selecting and recruiting the perfect employee matching the criteria of the organization, the human
resource management follow different strategies. Due to this reason, the recruitment process becomes a person
driven process which is particularly dependant upon the individual judgement as well as bias steering the decision of
selection of the employees. In Canada, unlike other western originated countries, the organizations particularly
follow structured selection and recruitment process on the basis of performance. In this regard, one important
conundrum faced by the recruiters whether to assess the past performances of the new recruited employees as well
as their future potential while screening the candidates (Kurtz & William, 2017).
In order to assess the talents of the employees on the basis of their performances, the HR managers use
performance indicators so that the factors of performance among the employees can be clear before selection
(Farndale, Nikandrou & Panayotopoulou, 2018). The job of the recruiters is to bridge the talent gaps that align the
business needs with the talent of the recruited. Today in Canada, the HR domain is recording the new hiring
paradigms which focuses on the hiring of potential beings rather than the comparatively fewer potential ones.

2RECRUITMENT
The hiring of potential concept has moved away from the traditional understanding of training the
employees after recruitment in the organisation and then align them with the structure and expectations of the
organisation. However, the new system of hiring has given more support for hiring the employees with past
experience in working with the other organisations supports the idea of judging the past performance to understand
whether the employee will be able to understand the need of this organisation and perform in the future also.
In addition to this, the judgement of past performance is necessary to understand the potential of the
employees recruited. This is due to the fact that thus the HR management understand the traits of the employees
before selection in what position they will work comparatively better than the others. In choosing the employees, the
performance in the past job also help the recruiters to understand the journey that the employee has already made
and successfully executed their responsibilities (Murage, Sang & Ngure, 2018). This helps the management to
understand whether the organiostioanl culture and working style can be matched with that of the candidate.
However, the employees who used to perform better in the past organisations may not perform in the
present or future companies. In that case, the judgement methods are responsible. The changing work culture and
dynamic process of working in the companies have changed the expectation pattern of the organisations and
therefore, the employees are needed to have different skills both in the behaviours, attitude, understanding and
problem-solving matters as well as technical skills. The Canadian organizations in these days have become
dependent upon the international business processes in which the business environment is volatile, uncertain,
complex and ambiguous (Bouckenooghe, Zafar & Raja, 2015).
This are the reasons why the companies are undergoing some critical changes that are affecting the external
factors of the companies. With these changing scenarios, the skills of the employees are also expected to be diverse.
The companies while expanding in the other regions of the world need to employ the staffs who have cross cultural
competency along with the technological knowledge. In such cases, the candidates who have more knowledge about
these things both theoretically as well as practically are more competent in the placement process. If theses
candidates or employees possess some past experience in the business organisations, they are more welcomed by the
companies. These employees with working experience in other companies either in the similar industry or the other,
can apply for selection. These candidates are judged in the context of their performances. This enhances their