Recruitment is the first part of the process of filling a vacancy. It includes the process of finding
potential candidates, from different sources, to carry out the tasks and making contact with those
candidates by attracting applications from them.
Selection is that part of the recruitment process when the organisation decides who to employ
after having assessed the candidates by various means.
Aims of Recruitment
The effects of globalisation and world economic recession have forced organisations to revisit
their recruitment strategies.
In order to survive in this competitive environment, organisations have to optimise the use of
their available human resources and obtain and retain the right quantity and quality of new
The key aims of recruitment are summarised as follows:
• Attracting a group of potential candidates for existing vacancies.
• Ensure that fair means and processes are used for all recruitment activities.
• All recruitment activities should contribute to the organisation’s goals and objectives and
thus, project a positive organisational image to those who come in contact with it.
1 Recruitment Policy
An organisation’s recruitment policy outlines the objectives of the recruitment process and
provides guidelines as to how the recruitment process should be carried out.
(i) Internal vs External Recruiting
Internal recruitment is when the business looks to fill the vacancy from within its existing
A policy of internal recruiting provides greater opportunities for the advancement of the
organisation’s existing employees.
It is a source of motivation for better performance, greater efficiency and effectiveness.
• Cheaper and quicker to recruit
• People already familiar with the business and how it operates
• Provides opportunities for promotion with in the business – can be motivating
• Business already knows the strengths and weaknesses of candidates
• Limits the number of potential applicants
• No new ideas can be introduced from outside
• May cause resentment amongst candidates not appointed
2 External Recruitment
• Outside people bring in new ideas
• Larger pool of workers from which to find the best candidate
• People have a wider range of experience
• Longer process
• More expensive process due to advertising and interviews required
The four most popular ways of recruiting externally are:
Job centres – Government agencies to help the unemployed find jobs or get training
Job advertisements - the most common form of external recruitment. Where a business chooses
to advertise will depend on the cost of advertising and the coverage needed (i.e. how far away
people will consider applying for the job)
Recruitment agency - Provides employers with details of suitable candidates for a vacancy.
They work for a fee and often specialise in particular employment areas e.g. nursing, financial
services, teacher recruitment
Personal recommendation - Often referred to as ‘word of mouth’and can be a recommendation
from a colleague at work. Afull assessment of the candidate is still needed however but
potentially it saves on advertising cost
3 (ii) Extrinsic and Intrinsic Reward
Pay is an important job characteristic for almost all applicants.
A ‘market leader’ approach to pay involves an organisation to remunerate its employees higher
than the market average and thus has a distinct advantage in recruiting (e.g. paying higher rates
for night shift workers).
Organisations that compete for job applicants based on pay do so through offering both extrinsic
financial rewards as well as intrinsic rewards.
(iii) Employment -at-Will Policies
Employment -at-will policies state that either an employer or an employee can terminate the
employment relationship at any time, regardless of cause.
This policy may be at the detriment of both the employer and the employee and depending on the
country in which the company is operating, for example, in Mauritius itself, such a policy may
be in contradiction with the country’s labour legislation.
However, some companies, have stringent policies which formally lay out the procedures to
follow in case an employee wish to appeal against a decision to terminate his/her employment.
Organisations may have a policy of advertising to promote themselves as a good place of work.
4 Such advertising is very important for organisations which do business within highly competitive
labour markets and they want to be an “employer of choice”. For example, in Mauritius, we have
the BritishAmerican Insurance (BAI), Ireland Blyth Limited, Harel Mallac among others, that do
much image advertising to promote themselves as a good place to work.
(v) Employment Equity
Employment Equity policy serves to prevent discrimination in recruitment practices and provides
equal opportunities to all citizens of the country.
In Mauritius, there are the Constitution, Sex Discrimination Act and the Equal Opportunity Act
which guarantee the rights of the citizens of Mauritius and the latter can go to Court in case they
feel there has been discrimination of any sort in the recruitment process.
(vi) Persons – Organisation Fit
Some organisations follow a recruitment policy which provides for optimum fit between the new
employee and the organisation’s culture.
In Mauritius, this is done usually in the private sector when high calibre officers are required to
manage a company. However, at lower level, the recruitment policy promotes the employment of
diverse individuals so as to enrich the composition of the workforce.
The Recruitment Process
The recruitment process stems from the Human Resource Planning stage.
Whenever a shortage of human resource has been identified, management has to take necessary
steps to ensure the timely supply of labour to fill the identified gap.
5 (i) Alternatives to Recruitment
Once a shortage of employees has been identified, the first thing to consider is whether there are
alternatives to recruitment.
6 The alternatives are listed hereunder:-
Overtime is when the actual employees are asked to perform extra hours at work at an agreed
However, this alternative cannot be taken as a long-term solution because of issues like fatigue,
pace of work and a substantial overall decrease in output.
Subcontracting involves an agreement with a specialised firm to perform the work in part or in
full upon payment as agreed by both parties.
In such a contract, the external service provider has a high level of commitment as regards to
quality and timeliness in fulfilling the contract.
This alternative is relatively costly for organisations which have to be competitive and problems
like lack of sense of belonging may crop up.
• Temporary Employees
Temporary employees are those employed for a specific job on a short-term contract.
This alternative is used when existing employees are unable to do the job due to some specific
7 Temporary employees are very helpful in reducing the excess workload in an organisation.
(ii) Factors to Consider whenAttracting People.
• Has any provision been made for in the budget?
• Cost of Recruitment , Pay packets....
• May be affected by the state of the national economy, that is, are we in a recession, crisis,
What Types of Candidates.
• Age group, field of specialisation, experience ...
• What does the law say?
• Discrimination by reason of race, place of origin, political opinion, creed or sex and
Corporate Image of the Company
• How people see the company?
(iii) Internal Recruitment Sources
Very often, a vacancy provides an opportunity to promote people from within the organisation.
• The organisation is familiar with the strengths, weaknesses, performances, skills,
expertise and attitude of the applicants.
• The applicants have a better understanding of the organisation and its culture.
• The filling of vacancies proves to be cheaper and faster.
• Training and development are already in place.
• No new talent is brought in the organisation.
• Conflict may occur amongst employees due to frustration.
• Recruitment cost may be high.
(iv) External Recruitment Sources
External recruitment sources are also beneficial to organisations and present new opportunities.
• Specialised upper level positions often requires that organisations look for external
resources since such skills may not exist internally.
• Brings new blood, talen