Recruitment and retention

 Recruitment and retention

The recruitment process should be thoughtfully planned, informed by technology developments, and in line with changing corporate plans and employee expectations. To successfully traverse the hiring landscape, it is pivotal for both companies and job seekers to comprehend these elements. Additionally, all relevant labor rules, regulations, pay, and workplace safety must be guaranteed when hiring a new employee.

There are 04 common recruitment methods as follows (Abbas s, Sayed m, Othman y, 2021)

1.      internal recruitment

2.      external recruitment

3.      employee referrals

4.      social media recruitment

In terms of internal recruitment, focus on promoting or transferring existing employees to enable improved morale, reduced training time and cost-effectiveness. Besides, employee referrals are cost-effective and can ensure trust based on the existing employees recommendations.

Furthermore, social media recruitment ( Daily FT 2014) becomes a widely popular and growing method since it enables reaching a large and diverse audience and allows for targeted recruitment based on specific skills and experience.

Nevertheless, many companies face challenges in terms of retaining existing employees due to competitive compensation packages, maintaining a positive, engaging workplace, and limited career advancement. Hence, employees tend to leave the workplace (TheCEO Magazine, 2025)

In the Sri Lankan context, experts emphasize that Sri Lanka is struggling to recruit professionals in sectors like healthcare(JaykodyR 2025) , the IT sector, the higher study sector, the manufacturing sector, and the banking and finance sector due to an unprecedented brain drain (Economynext 2025) of skilled professionals. According to the Sri Lanka Foreign Employment Bureau (2022, 2024), significant brain drain is indicated, with over 300,000 people migrating, which impacts the local industry's ability to recruit skilled labor. It is detrimental for the entire economy.

Furthermore, experts argue that in terms of employment and retention, there is a mismatch between academic output and practical skill (senarath SACL, Patbedige S, 2014) Therefore, they emphasize necessary reforms need to be set up and implemented.

In addition, recruitment and retention are sometimes impacted by external factors like economic stability and government fiscal policies (inflation factor), which lead to a higher cost of living due to poor earnings and higher expenses ( Weerakkody D,2023)

In conclusion, despite economic and political turbulence, industry experts and organizations should be focused on retaining their existing workforce by providing competitive salaries and benefits, clear career paths, recognition and appreciation, training and development, and regular communication in order to address concerns and provide support. In contrast, on the other hand, in order to facilitate reduction, businesses should be worried about internal recruitment and use AI-driven technologies for interview scheduling and candidate screening. Cost of hiring.

References 

Economynext (February 2025)

JaykodyR (February 2025) Addressing brain drain in the health sector, the morning Epaper

Daily FT (Sept 2014)

Abbas s, Sayed m, Othman y, (2021) CriticalReview of Recruitment and Selection Methods: Understanding the CurrentPractices, Research gate

TheCEO Magazine, (2025)

Patabendige S, Senarath SACL, (2014) Job education mismatch among graduates: A Sri Lankan perspective, ResearchGate  

Weerakkodi D, (2014) Sri Lankan talent exodus and the challenge of retention 

Posted by - K M N R Wickramasinghe (E276762)

Comments

  1. HRM Blogs - (MN7234ES) - Batch 12July 25, 2025 at 8:22 AM

    A well-planned recruitment process that uses the latest technology and aligns with company goals and employee needs is essential. It's also important to ensure compliance with labor laws, fair pay, and safety standards to create a positive and lawful hiring experience for everyone.

    ReplyDelete
  2. Rukshani De SilvaJuly 25, 2025 at 8:57 AM

    This blog highlights the importance of focusing on employee retention through good pay, career growth, and communication, while also using AI tools to make hiring more efficient and cost-effective.

    ReplyDelete
  3. Hasitha AmarasekaraJuly 27, 2025 at 10:15 AM

    This is a well-rounded overview that highlights the importance of strategic, tech-driven recruitment and the need to retain talent through meaningful support and career growth. A proactive approach like this can help organizations stay competitive even in challenging environments.



    ReplyDelete
  4. Ravindu Pathiraja E246111July 28, 2025 at 8:53 AM

    For employee retention, recruitments must be balanced with technology, internal hiring, brain drain and skill mismatches, as these remain critical challenges in Sri Lanka.

    ReplyDelete
  5. Bhagya-E215944July 31, 2025 at 10:06 AM

    Recruitment attracts the right talent, while retention focuses on keeping employees engaged and satisfied to reduce turnover and maintain organizational stability and growth.

    ReplyDelete
  6. Manoj RukshanAugust 1, 2025 at 7:47 AM

    To address recruitment and retention challenges, companies should prioritize internal mobility and employee referrals to boost morale and reduce costs. Leveraging AI-driven recruitment can streamline hiring, while competitive compensation, career development, and engagement initiatives are key to retention. In Sri Lanka, aligning education with industry needs and mitigating brain drain through local talent incentives are critical. Adapting to economic shifts with flexible policies will ensure resilience.

    ReplyDelete
  7. PavithranAugust 1, 2025 at 9:12 AM

    Hiring the right people and keeping them is not easy—especially with so many skilled workers leaving the country. To fix this, companies need to offer better pay, growth opportunities, and use smart tools like AI to make hiring easier and faster.

    ReplyDelete

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