Improving the Recruitment process at Nigeria airspace management Agency (NAMA)

Table of Contents

CHAPTER 02: LITERATURE REVIEW2

2.1 Recruitment in Organizations2

2.2 Recruitment Process4

2.3 Sources of Recruitment6

2.4 Internal Sources7

2.5 External Sources10

CHAPTER 02: LITERATURE REVIEW

2.1 Recruitment in Organizations

“Recruitment” literally mean, hiring of qualified applicants either internally or externally to fill up the job vacancies that exists within an organisation, it is being regarded as one of the most important functions of the HR department of organisations, the term recruitment has been defined by various scholars and authors in different ways, authors like Breaugh & Starke (2000) found that recruitment is activities of organization that is related with attracting the potential employees. Zupan and Kase (2007) further defined recruitment as the process of attracting candidates and persuading them to join organisations; CIPD fact sheet (2012) in a simpler definition, described recruitment as the process of having the right person in the right place, and at the right time. Yang (2006) argued that attracting an effective and competent workforce does not happen by chance, rather through a well articulated, good recruitment exercise /method.

In addition, many researchers e.g. (Zupan & Kase, 2007; Yang, 2006; Antonacopoulou, 2000) found in their study that recruitment is not just the matter of hiring and firing the employees which was already considered as the traditional role of recruitment and often human resources were considered as the back office work instead of something which is critical to an organization's success. They argued that organizations who lack in using the right strategies of acquiring as well as retaining their talented and high quality employees would find struggling to achieve the organizational goals as well as to sustain in this competitive world of today. This is because today candidates have virtually variety of job portals available just at the click of mouse which makes the job market increasingly competitive in national and international frontiers. Some other researchers e.g. (Antila & Kakkonen, 2008; Zottoli & Wanous, 2000; Turban & Keon, 1993) argued that as the competition in the job market is increasingly severe and more and more candidates trying to find good companies with almost same qualifications and skills, the HR managers have to be more selective in their choice than ever before to attract and recruit the potential candidates in diverse pool of candidates job market. If companies lack in making the right decisions in their recruitment process, then in both short and long-run companies have to bear catastrophic losses in the form of negative effects on the company image in the job market, increased high training and development costs associated in order to mitigate the chances of poor performance and high turnover. The poor performance and high turnover then have corresponding negative effects which are found significant with the poor staff morale and poor quality of producing goods and services of organization. In addition, (Feldman & Lynch, 1988; Feldman & Arnold, 1978; Collins & Stevens, 2002) found that poor recruitment decision could lead organizational failure and inability to achieve the goals and objectives and ...