HR Functions of Recruiting and Selection: Analysis and Recommendations

This report delves into the HR functions of recruiting and selection, examining the methods used by a hiring manager at Big Times Computer Inc. It explores external recruitment strategies, candidate sourcing techniques, and the limitations of these approaches. The report analyzes the effectiveness of various selection methods, including the use of Boolean operators, networking, and phone sourcing. It critiques the decision-making process, particularly the choice to exclude internal candidates, and suggests alternative steps the HR manager could have taken to ensure the candidate's suitability. Furthermore, the report discusses the advantages and disadvantages of both internal and external recruitment, providing a comprehensive overview of the key considerations in the HR recruitment and selection process.

Running head: HR FUNCTIONS OF RECRUITING AND SELECTION
HR Functions of Recruiting and Selection
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1HR FUNCTIONS OF RECRUITING AND SELECTION
Table of Contents
Question 1:.......................................................................................................................................3
Question 2:.......................................................................................................................................4
Question 3:.......................................................................................................................................7
Question 4:.......................................................................................................................................8
Question 5:.......................................................................................................................................8

2HR FUNCTIONS OF RECRUITING AND SELECTION
Question 1
A. Recruiting Methods used by the hiring manager: The recruiting method as used by the
hiring manager includes external source of recruitment which refers to recruiting candidates
outside the company (Gully, Phillips & Kim, 2014). The HR manager of the company of Big
Times Computer Inc. aimed at giving chance to the applicants who are seeking job opportunities
and are external to the organization.
Limitations in the recruiting method: The entire method that is used by the hiring manager
have only one limitation that is the internal candidates or the employees were not given any
chance for the company’s post which may lead to internal grievances within the company. Apart
from this the external method of recruitment is a bit expensive and tough.
My opinion on the recruiting method: According to me the entire recruitment method that is
adopted by the hiring manager is very much efficient but the only change that needs to be
adopted is that it is essential to give chance to the existing internal employees (Shammot, 2014).
Recruiting or giving chance to internal employees ensures that the position is given to someone
who better understands the work and the company culture.
B. Candidate sourcing is an effective way to search for potential candidates in order to fill the job
openings. Among the various types of sourcing that can be used, three important additional
sources to find potential candidates includes-
1. Using Boolean operator: Boolean operator can be used to search for candidates on major
search engines so as to meet the criteria for the open job position.

3HR FUNCTIONS OF RECRUITING AND SELECTION
Advantage: Most of the job openings have some fixed set of variables that can be used within
the query to find candidates with the selected qualification for the post.
Disadvantage: Implementing Boolean operator in search engines can find candidates who are in
the database as long as the search is correct syntactically. Implementing this method may not
always find the best candidates as it works on exact terms as specified in the query.
2. Networking: Initiating networking like social networking tools to discover the eligible
candidates.
Advantage: Advantages of using social media in the process of recruiting includes-lower cost,
immediate response, greater reach and access to passive candidates.
Disadvantage: It is not always easy to effectively broadcast the job opening criteria in the social
networking sites, consumes a lot of time in the initiation process.
3. Phone sourcing: Phone sourcing is another important method for sourcing that is adopted by
companies to match the qualification of the candidates with the key requirement of the position.
Advantage: It improves communication with the candidates, the job description can be better
explained to the candidates.
Disadvantage: Candidates may face difficulty in understanding the job requirements, there may
be some hidden terms and condition for the job post.
Question 2
A. The hiring manager of Big Time Computer Inc. used the external method to select candidates
for the new job opening in the company (Li et al., 2018). The hiring manager of the team

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considered to give opportunity to new individuals and prioritized their involvement. The hiring
manager followed all the steps that are embedded within the external method of selection and in
the initial stage started to look for some strong resumes. After selecting one of the few resumes
the HR arranged for an interview with the candidate. The interview panel that was formed asked
the necessary questions to the candidate and the HR manger went through the background of the
candidate. After reviewing the candidate, the HR manger also went through the references as
provided by the candidate and was pleased with their review and finally selected the candidate.
Effectiveness of the method: According to me the external selection method that is used by the
HR will be effective enough in order to find the right person for the job but on the other hand it
can also damage the morale of the current existing employees as they will feel of not getting the
chance for promotion.
Limitation with the selection methods and interview process used: The limitations that exists
with the use of external selection method includes-
 Internal disputes with the existing employees
 Issues regarding maladjustments
B.1. Search for goal oriented candidate: Each and every candidate has their own professional
development plan and thus when asking a candidate about their future plan for the next few
years, the hiring manager should also look for candidates who ask her to provide some
suggestion about their future role and how to achieve success as this type of candidate will be
more dedicating towards company’s growth.
Advantage: It helps in finding the best matched candidate for the job vacancy.

5HR FUNCTIONS OF RECRUITING AND SELECTION
Disadvantage: Often the future goal of candidate may vary with that of the company’s objective
and the requirements of the job vacancy.
2. Recruiting passive candidates: Passive candidates are one of the hidden treasure. The hiring
manager can reach out to the passive candidates via professional social networks and can reach
out to candidates who want to change their career eventually (Marsden, 2017).
Advantage: Passive candidates possess all the necessary skillset that are required to fill up the
job vacancy.
Disadvantage: The entire recruiting process is a bit lengthy (Sahay, 2015).
3. Implementing virtual reality in the recruitment strategy: The HR manager can also
implement this VR experience within the recruitment process in order to show the candidates the
working culture of the company and also to look out how the candidate react to that working
culture (Stone et al., 2015). This will help the company to get hold of the right candidate.
Advantage: It provides visual and immersive learning opportunities to candidates.
Disadvantage: It is too costly to implement VR in recruitment procedure
Question 3
A. The decision of not considering the internal candidates did not seem to be reasonable enough
because it would have been beneficial to the company itself if they recruit personals internally as
these would increase the employee morale and also the job position will be filled by the best
suited candidate who knows the organization well. Selecting external candidates will be

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beneficial too but for that they would need time to get adapted to the environment of the
organization. According to me the HR should have enabled the recruitment process both
internally and externally.
B. Internal recruitment:
Advantages- cheaper, provides opportunity to individuals within organization.
Disadvantages- limits the number of potential candidates, no new ideas can be introduced from
outside
External recruitment:
Advantages: people have a wide range of experience, new ideas can be introduced
Disadvantages: A much longer process, selection process is not that much effective enough to
find the best candidate.
Question 4
In spite there is a difference in the decision of selecting the candidate, the HR manger
took necessary steps in order to be sure about the candidate’s interpersonal skills. He contacted
the references that were provided by the candidate and received a good review from their side.
This made him to reach to a final decision on hiring the candidate for the specified job position.
It is always necessary that the hiring decision should be made with consensus among all
the team members, but it is also necessary to review the references in order to get a clear idea of
the candidate that the HR manger did in this case (Cascio, 2015).

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Additional steps that the HR manager could have taken in order to be sure about the
remarks made by Hamrick includes-
She could have developed a selection matrix in order to better review the qualification of the
applicant based on the job requirement.
Question 5
The Hiring Manger made the selection process effectively and was clear about her hiring
decision. She reviewed all the qualification details and the references of the candidate (Taylor,
2016). Also she reached to a decision where she is sure enough about the technical skills that the
candidate possessed matched exactly with that of the job requirement.

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References
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Gully, S. M., Phillips, J. M., & Kim, M. S. (2014). Strategic Recruitment: A Multilevel (pp. 161-
183). The Oxford Handbook of Recruitment.
Li, J., Valente, T. W., Shin, H. S., Weeks, M., Zelenev, A., Moothi, G., ... & Obidoa, C. (2018).
Overlooked threats to respondent driven sampling estimators: peer recruitment reality,
degree measures, and random selection assumption. AIDS and Behavior, 22(7), 2340-
2359.
Marsden, P. V. (2017). Interpersonal ties, social capital, and employer staffing practices.
In Social capital (pp. 105-125). Routledge.
Sahay, P. (2015). The complexity of recruiting. Strategic HR Review, 14(5), 182-187.
Shammot, M. M. (2014). The role of human resources management practices represented by
employee's recruitment and training and motivating in realization competitive
advantage. The Retail and Marketing Review, 10(2), 18-37.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), 216-231.
Taylor, N. F. (2016). Hiring in the Digital Age: What's Next for Recruiting?. Business News
Daily.