Windolf 5. What message to communicate? (Boxall et al,

Windolf (1986) states that the choice of a
particular recruitment strategy of any organization is specific to available resources
of that organization at hand as well as its environmental dynamics. Boxall et
al 2007, highlight five different questions an organization should answer in
order to have an effective recruitment strategy as a way of ensuring its
survival and success. These five questions are;

Whom to recruit?

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Where to recruit?

What recruitment sources
to use?

When to recruit?

What message to

(Boxall et
al, 2007). In this study the notion of effectiveness relates to the manner by
which organizations implement their employment policies.  


resource management approaches in any business organization are developed to
meet corporate objectives and the materialization of their strategic plans. The
nature of recruitment for an organization with a human resource management
approach is that it is influenced by the state of the labor market and their
strength within the it (Jackson
et al, 2009). It is necessary that these companies monitor the state of
the labor market and potential recruitments as this will have an effect on and
reinforce applicant expectations.


Related to
the success of recruitment and selection are strategies an organization are
willing and ready to use in identifying and selecting the best candidates for
its pool of human resources. Organizations that seek to recruit base-level
entry positions often require minimum qualifications and experiences. Almost
always these applicants are recent graduates of universities and/or technical
colleges whom may not have a clear idea of their career paths. At middle levels
the positions of senior administrative, junior executives and technicians are
internally filled. Scarcity of high quality talent mostly at senior executive
levels has led to the use of external sources but in recent times both
recruitment sources are employed at all levels of recruitment.


1984 opined that the quality of recruitment practices put in place by an organization
is a function of the quantity of application received. Furthermore, he stated
that the relative effectiveness of the selection phase is dependent on the
quality of attracted applicants.




researchers have contributed to the field of human resource management and have
offered intensive and profound knowledge on the different branches of human
resource particularly on recruitment and selection. Some widely accepted
definitions of recruitment are;


is defined by Harris (2005) as “the process of attracting candidates and
persuading them to join organization.”


is “a practice or activity which define the desired characteristics of
applicants for specific jobs.” (Daft, 2000).


to Armstrong (2006), the aim of recruitment is to obtain at the barest minimum
cost, the number of suitable and qualified candidates to satisfy the needs of
an organization. Organizations attract candidates by means of identifying,
evaluating and exploiting the most appropriate sources of applicants.


From the
above definitions of recruitment by different scholars, it is evident that
recruitment deals with advertising existing vacant positions in an organization
to attract suitable and qualified applicants to apply for vacant positions in
the organizations.


The hiring
process takes part in two forms which are the recruitment process and the
selection process. A pool for applicants is first built out of which selection
of hired applicants is made from the pool.


Daft (2000)
states the four steps of hiring as;

Forecasting the need for
new employees based on the existing vacancies

Engaging various
recruitment procedures to communicate and attract potential applicants

Selecting the best
applicants from the pool

Receiving and welcoming
new employees into the organization


recruitment process is executed by recruiters and contract recruiters.