Literature Review: Strengths and Weaknesses of Recruitment

This literature review examines the strengths and weaknesses of recruitment and selection procedures, addressing the research question: 'What are the strengths and weaknesses of recruitment and selection procedures?'. The review analyzes internal and external recruitment methods, comparing their advantages and disadvantages, and exploring the role of interviews and social media in the selection process. The methodology involved searching databases like Google Scholar using keywords such as recruitment, selection, and procedures. The review highlights the importance of recruitment and selection in organizations, particularly within the context of nursing management, where nurse managers play a critical role in human resource planning and staff selection. The review compares the findings of various research articles, highlighting the importance of evaluating recruitment and selection initiatives. The review also discusses the relevance of these findings to nursing, emphasizing the need for nurse managers to select the right personnel to ensure high-quality healthcare services and prevent long-term retention issues. The literature review provides insights into the cost-effectiveness of internal recruitment and the benefits of external recruitment, such as introducing fresh ideas and innovations. The review stresses the importance of considering industry characteristics when choosing recruitment methods and emphasizes the need for nurse managers to evaluate various factors, such as job positions, organizational requirements, workforce planning, and internal conditions, to adopt the most suitable recruitment and selection methods.

Literature Review

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
Methodology................................................................................................................................1
Internal and external recruitment.................................................................................................1
Comparison of chosen articles.....................................................................................................2
An evaluation of the conclusions and recommendations presented in the articles......................4
Relevance of this review to context of nursing...........................................................................4
CONCLUSION................................................................................................................................5

INTRODUCTION
The purpose of this assessment is to answer the research question ‘What are the strengths
and weaknesses of recruitment and selection procedures?’. Recruitment and selection principles
are important for organizations working in all sectors. These help in providing appropriate job
descriptions that meet business requirements (Waugh and et.al., 2014). Recruitment and
selection principles ensure that organizations sources people in a lawful manner. Moreover, these
principles increase the credibility of procedures for recruiting and selecting applicants. When
human resource planning is to be conducted, the nurse managers are at the forefront of
operations. Literature reviews are important because these aim to provide up – to – date
understanding of subject matter as well as its significance to a particular practice. It assists in
comparing previous literatures on a topic thereby leading to identification of gaps.
Methodology
Based on the chosen research question, a search of articles was conducted ion databases
like Google Scholar. The search was guided by relevant inclusion and exclusion criteria. For
searching the articles, key words were used that comprise of recruitment, selection, procedures,
processes, methods, strengths, weaknesses. From the results that were retrieved after using key
search terms, only those articles were selected that met the inclusion criteria. This lead to
selection of four articles. Devaro (2016) conducted a study comparing the internal hiring and
external recruitment. The study is based on secondary research whereby the author has compared
the views of different researchers. Muscalu (2015) conducted a study on various sources through
which human resources are recruited in organizations. The author used secondary research for
achieving the aim of the study. Rodgers and et.al. (2013) carried out study on recruitment,
selection and retention of nursing and midwifery students in Scottish universities. Semi-
structured face- to- face and telephonic interviews were used by the author. Madera (2012)
studied the effectiveness of social media sites as selection tool by using questionnaire method.
Internal and external recruitment
According to Devaro (2016), hiring is one of the most important decisions of a firm.
Filling the vacancy through promotion or lateral transfer requires an employers to forgo the
opportunity of appointing a new hire externally. Though organizations use both external and
internal hiring methods, the firm may have a bias for favouring insiders. It can be analysed that
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nurse managers have critical leadership and managerial roles which require them to determine
the requirement of human resources and recruit and select suitable personnel. As per the views of
Muscalu (2015) recruitment is a key element of human resource management and is carried out
with the objective of selecting those candidates who are capable of value addition to the
organization. It also leads to increase in effectiveness and efficiency of the employees on short as
well as long term. This is related to the research question and answer the strengths of recruitment
processes. It can be analysed that external recruitment provides the organization with a wider
pool of applicants. This provides a better opportunity to find a suitable match for the job
position. However, it can be critically evaluated that external recruitment methods such as hiring
a recruitment agency provides to be highly costly affair (Beardwell and Thompson, 2014). It
requires the organization to divert its pool of finances towards the recruitment agency to fund
suitable candidates for the job.
However, Devora (2016) argued that external hiring also has various advantages. With it,
an organization is able to gain fresh ideas and innovations. Moreover, through external methods,
the candidates that are selected are not aware about the official politics. As such, they would be
less susceptible to influence of peers and subordinates which may otherwise make them less
productive. The potential of external hire could be high which would make external hiring
appear as worth taking the risk.
Critique of the articles assisted in determining some common themes. Two themes could
be formulated on the basis if the critical analysis. The first theme was internal and external
recruitment. This themes comprises of evaluating the strengths and weaknesses of external as
well as internal recruitment and comparing the two. This consisted of throwing light on various
method of internal and external recruitment and their implications for the employer. The costs
and benefits associated with both internal and external recruitment methods could also be
analysed. The other theme was hiring.
Comparison of chosen articles
According to the Devaro (2016), internal recruitment carries lower risks as compared to
external recruitment because the uncertainty about productivity is low. However, the potential of
internal recruitment is low. Internal hiring works to create stronger incentives for the employees
as there is a smaller pool of competitors. Moreover, with internal recruitment, there is
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development of specialized knowledge and skills because the workers have anticipation
regarding longer careers within the organization. However, according to Muscalu (2015), with
internal recruitment, the managers are enabled to evaluate the potential of employees by
observing them for certain period of time. They are also able to view the performance of the
employees in the office. The author studied various methods of internal recruitment. The
announcement of continued vacancy provides the employees with an opportunity to obtain a
better job as well as the motivation that is required for performing the job with efficiency. In this
way, the employees are able to fulfil their duties and responsibilities. Internal recruitment
through promotion and transfer is also a method that is adopted by organization (Boxall and
Purcell, 2011). Promotions serve to be a cost effective method. However, it can be critically
analysed that promotion, as a method of internal recruitment, can lead to internal conflicts if
peers do not consider the promotion of the selected individual appropriate. Job rotations are also
a type of internal recruitment method with the help of which employees are able to gain
knowledge about the various functional aspects of the organization.
As per the views of Devaro (2016) the strength of internal recruitment procedure is that it
assists the organization in positive reallocation of its workforce across the various job levels.
Similarly, Muscalu (2015) asserted that references made by employees act as a cheap and
reliable source of recruitment. In contrast to this, Madera (2012) explored that the organizations
that used social media sites as recruitment method have lower applicants than those
organizations that do not use social media sites. It was found that the applicants did not perceive
these organizations as fair. From this, it can be analysed that social media sites are not
considered to be an effective means of recruitment and selection by applicants. However, it can
be critically evaluated that social media is being increasingly used by employers as it has
evolved faster as compared to the traditional methods of recruitment and selection.
Social media acts as a strategic tool with the help of which organizations are able to reach
candidates who normally might not apply. These are the candidates who contain niche skills sets.
But, as per the views of Straughair, (2012), while using social media as recruitment and selection
strategy, it is important to consider legal issues that may arise. Reviewing an applicant’s online
profile may be regarded by courts as being aware of the protected characteristics of the applicant
such as race, religion, gender, age etc. Madera (2012) found that if social media is used as a
recruitment and selection process, it prevents the organization from following a standard
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procedure. This may leave room for discrimination or special treatment which may discourage
the applicants to apply. The author also had views that by using social media for recruitment and
selection, organization may obtain information that may otherwise would not be available. This
is the information that may have no link with the ability of the respective candidate however,
may influence hiring decision.
An evaluation of the conclusions and recommendations presented in the articles
Rodgers (2013) asserted that interviews are a widely used selection method in UK. The
author also highlighted the need for interviews as a prime requirement in UK. Hurrell and
Scholarios, (2011)also stressed upon the usefulness of interviews as a method of selection. These
help the selection panel to analyse whether or not the applicant possesses the required social and
communicative skills that the job position needs. Further, with the help of interview, the
employers are able to obtain supplementary information and assess the job knowledge of
applicant. It can be analysed that when selection is to be done among applicants of equal
qualifications, interview is an effective method as it can be modified as per the needs and
suitable information can be obtained from the applicant. However, Caers and Castelyns, (2011)
argued that interviews are based on subjective evaluation which may suffer from bias. Interview
makes the employer give more weight to the negative information rather than the positive
aspects. Moreover, face – to – face interviews are time consuming process. Thus it requires the
employers to narrow down their applicant pool. But according to CHUANG and Liao, (2010),
interview assists the organization in collecting a lot of information about the applicant. With the
help of it, the interviewer can conduct an in- depth analysis of the candidate which helps in
deciding his suitability to the job position.
A different aspect was highlighted by the Rodgers (2013) which was related to the need
for evaluation of recruitment and selection initiatives. It can be analysed that effectiveness of
recruitment and selection methods can be determined by their proper evaluation. In contrast to
this, Devaro (2016) asserted that it is necessary for the employers to consider the industry’s
nature and characteristics during both internal and external recruitment. It was stressed by the
author that as compared to external hiring, internal hiring should be preferred.
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Relevance of this review to context of nursing
The review is highly relevant to the context of nursing. A nurse manager is required to
play both clinical and managerial roles. Moreover, they are considered to be responsible and
accountable for the staff that could provide healthcare services of high quality. Recruitment
selection is an important step towards creation of the correct healthcare culture (Waugh and
et.al., 2014). Selection of a candidate that is appropriate for the job position not only facilitates
employee interaction between patients and families but also sets the baseline for the behaviour of
employees. Nurse Managers have to take care that they select the right person for a particular
position so that long term retention issue could be prevented.
Decisions related to recruitment and selection cannot be made at the spot. These require
adequate analysis and evaluation of the various factors such as the job position, organizational
requirements, workforce planning, internal conditions etc. This highlights the needs for adopting
suitable recruitment and selection methods on the basis of the associated factors (Guest, 2011).
However, this requires analysing the strengths and weaknesses of various recruitment and
selection method. This evaluation assists the nurse managers to employ the most suitable
recruitment and selection method using with apposite candidate can be hired. Furthermore,
healthcare organizations require treating patient cases by working in teams and groups.
Therefore, there is a need of hiring people who can work with motivation, ability and
commitment to the service users.
In this regard, it can be analysed that both internal and external recruitment methods have
their own strengths and weaknesses. While internal recruitment would provide the nurse
managers with an experienced person who is already aware of the organization culture, it would
also lead to internal conflicts. In contrast to this, external recruitment would assist the nurse
managers in bring fresh and innovative pool of ideas, it would otherwise add to the costs of the
organization (Hendry, 2012). Similarly, interview is an effective method of selection which
would assist the nurse managers to gain in- depth information and analysis about the applicant.
However, it will be a tie consuming process.
CONCLUSION
The research question was important as it assisted in gaining information about the
various methods of recruitment and selection and their respective strengths and weaknesses.
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Based on this information, suitable candidate could be selected by the nurse managers to fill a
vacant position on a healthcare organization.
REFERENCES
Journals and Books
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Caers, R. and Castelyns, V., 2011. LinkedIn and Facebook in Belgium: The influences and
biases of social network sites in recruitment and selection procedures. Social Science
Computer Review. 29(4). pp.437-448.
CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
psychology. 63(1). pp.153-196.
DeVaro, J., 2016. Internal hiring or external recruitment?. IZA World of Labor. 237.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Hurrell, S.A. and Scholarios, D., 2011. Recruitment and selection practices, person-brand fit
and soft skills gaps in service organizations: The benefits of institutionalized
informality (pp. 108-127). Cheltenham: Edward Elgar.
Madera, J. M., 2012. Using social networking websites as a selection tool: The role of selection
process fairness and job pursuit intentions. International Journal of Hospitality
Management. 31(4). pp.1276- 1282.
Muscalu, E., 2015. Sources of human resources recruitment organization. Management and
Economics. 3(79).
Rodgers, S. and et.al., 2013. Recruitment, selection and retention of nursing and midwifery
students in Scottish Universities. Nurse Education Today. 33(11). pp.1301- 1310.
Straughair, C., 2012. Exploring compassion: implications for contemporary nursing. Part
2. British Journal of Nursing. 21(4).
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Waugh, A. and et.al., 2014. Towards a values-based person specification for recruitment of
compassionate nursing and midwifery candidates: a study of registered and student
nurses' and midwives' perceptions of prerequisite attributes and key skills. Nurse
education today. 34(9). pp.1190-1195.
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