Recruitment is an essential aspect for a company that aims to create a diverse, dynamic and talented workforce. An effective recruitment impacts the success and growth of an organization. With the ever changing technology and business landscapes, the methods of recruitment are also changing. This is why it is important for companies to understand different methods of recruitment. It lets them utilize various recruitment methods to attract the right talent.
The Methods of Recruitment
There are various methods of recruitment that an organization needs to follow to attract, screen, and choose qualified employees for their job roles. This process of hiring employees can be categorized into various stages:
Finding the Need – Methods of Recruitment
Finding or identifying the need for a new employee at a specific role is the first step towards methods of recruitment. The vacancy can be created due to the departure of an employee or it could be due to company’s expansion or some other strategic plan. The hiring manager or HR chalks down the qualifications, responsibilities and skills needed for this job role.
Job Analysis and Job Description – Methods of Recruitment
The next step is to do the job analysis which focuses on understanding the qualifications, responsibilities, and skills needed for the job. It helps the HR craft a relevant job description which will be used to attract the potential candidates.
Sourcing Candidates – Methods of Recruitment
Sourcing candidates involves attracting and identifying the right candidates to apply for the job. There are two types of sources of recruitment such as internal and external. Different candidates opt for different source type to know about the recruitment.
Screening and Shortlisting – Methods of Recruitment
Once the potential candidates apply for the job, the HR receive their applications. Then the HR screen the candidates depending on their experience, qualifications and skills mentioned in their CVs. If they match the job description, then they are shortlisted fort the next stage.
Interviews and Assessments – Methods of Recruitment
Shortlisted candidates are called for interviews during this stage of methods of recruitment. They need to go through one or more rounds of interviews or other assessments. There could be situational, technical, or behavioral questions that the candidates are supposed to answer at this stage. They might also face some personality tests or skill assessments if needed.
Selection and Offer – Methods of Recruitment
Once the assessments and interviews are done, the successful candidates are selected. They then get a formal job offer from the HR on behalf of the company. The offer letter has information like salary, benefits and other terms and conditions related to the employment. This falls among important methods of recruitment.
Onboarding – Methods of Recruitment
Once the candidate accepts the offer letter and agrees to join the company, then the onboarding process starts. This process involves integrating the new employees into the company. The HR also makes the candidates understand their roles and responsibilities along with the organizational culture. This is the final step in methods of recruitment.
What are the Different Types of Recruitment?
There are two types of recruitment such as internal and external recruitment. These two types are different than each other as they have different purposes and strategies.
Internal Recruitment
This type of recruitment deals with filling vacancies in an organization by transferring or promoting existing employees. It is quite an useful and efficient way of leveraging existing employees and promoting employee loyalty.
Promotions
Giving promotion to an existing employee fill the vacancy in a higher position in a company. Apart from rewarding a performing employee, this also helps in boosting the employee morale while motivating others to work harder. It is among a useful methods of recruitment.
Transfers
Transferring employees in different locations or departments of an organization effectively fill the vacancies. It also ensures that the employees learn new things and gain new experiences in the process. This is one of the unique methods of recruitment.
Internal Job Postings
There are a few companies that prefer to post their job vacancies internally first before seeking external candidates. It enables the existing employees of the companies to apply for new positions.
Pros of Internal Recruitment
Internal recruitment comes with several benefits for which a lot of organizations prefer to go for this. It is amongst the best methods of recruitment. Some of the benefits are:
- It reduces the cost, effort, and time associated with hiring new employees for different job roles.
- This also helps with enhancing employee loyalty and retention.
- Internal recruitment promotes a culture of development and growth within an organization.
Cons of Internal Recruitment
On the other hand, internal recruitment has some cons too. A few of such cons are described below for you.
- It has some risks of ‘inbreeding,’ which might lack new innovations or ideas.
- As some employees get promoted or transferred, others might feel overlooked or ignored.
- This process limits the pool of candidates to current employees of the organization.
External Recruitment
When organizations proceed to find employees from outside, then it is called as external recruitment. This is one of the most common methods of recruitment where companies can acquire new ideas, new workforce and introduce diverse skill sets. There are several sources of recruitment in external recruitment.
Online Job Portals and Advertisements
There various websites and job portals that organizations use for external recruitment. For example, websites like Glassdoor, Indeed and Linked are some popular online job portals and platforms. Companies use such websites and platforms to reach out the potential candidates.
Employee Referrals
Employee referrals is one of the most effective methods of recruitment. Many organizations even incentivize their employees to bring in potential candidates for specific job vacancies. This approach is known to be quite cost-effective as it often finds the right talent for a company quite fast.
Recruitment Agencies
Companies also use several third-party agencies for external recruitment as and when needed. Recruitment agencies use specialized networks and databases to help organizations with their recruitment. This is considered as one of the most useful methods of recruitment.
Campus Recruitment
This is amongst the most common methods of recruitment, as companies visit colleges and universities to recruit fresh graduates. It helps companies create good strategic relationships with different academic institutions and secure motivated, fresh talents.
Social Media Recruitment
Companies also use various social media platforms for external recruitment. Platforms like Facebook and Twitter are used for this purpose which have become commonplace for recruitment. This is among the best methods of recruitment where companies showcase their work culture while seeking potential candidates.
Headhunting
In this approach of recruitment, companies search for highly qualified and experienced candidates for specialized or senior roles. It is one of the unique methods of recruitment that companies use to find the most suitable candidates for a job role.
Pros of External Recruitment
External recruitment also has several benefits for which companies prefer to opt for this method.
- Companies get their hands on a larger pool of potential candidates.
- Introduction of new ideas and fresh perspectives.
- These methods of recruitment help companies grow by including experience or skills.
Cons of External Recruitment
Apart from the pros, this type of recruitment also comes with some cons that you should know about.
- Companies need to invest more resources, time, and effort in external recruitment.
- There is a risk that a hired candidate might not be a good fit for the company culture.
- These methods of recruitment have higher onboarding time.
Recruitment Strategies
Companies adopt different recruitment strategies to hire the right talent for their vacancies. The strategies should also align with the goals and objectives of the organization.
Employer Branding
The reputation of an organization plays a vital role in attracting potential candidates. The employer branding exhibits how effectively a company promotes itself to different potential candidates. Companies with strong branding obviously attract more number candidates. Some vital aspects of employer branding are:
- Transparent communication about their product, service, and company culture.
- Sharing the success stories of the present employees.
- Offering opportunities to employees for growth.
- Providing good salaries, perks, and benefits.
Data-Driven Recruitment
In recruitment strategies, data plays a crucial role. Data helps to measure the effectiveness of past hires, analyse the current recruitment trends and optimizing hiring process with better decision-making. Using ATS (Applicant Tracking Systems) and other recruitment tools to effectively track performance metrics is useful for different companies.
Conclusion
Different companies adopt different methods of recruitment as per their need and preferences. Each of the methods of recruitment has pros and benefits that you should know about. The organization gives utter importance to its hiring process as it lands potential candidates vacancies. There are various aspects that you need to understand when it comes to different methods of recruitment.
FAQs
What is Company Recruitment?
Ans: This is a systematic process or method of attracting, screening, and choosing qualified potential candidates for specific job descriptions within an organization.
What are the Types of Recruitment Strategies?
Ans: Different companies use different recruitment strategies as per their need and preferences.
What is the Process of Recruitment?
Ans: This includes identifying a vacancy in an organization, sourcing potential candidates, screening and interviewing them, and then hiring the best ones.
What Companies Need to Consider Before Recruiting?
Ans: They are supposed to identify the job vacancies and draft the qualifications and skills needed for that vacancy.
What are Some Different Types of Recruitment?
Ans: There are mainly two types of recruitment such as internal recruitment (transfers, promotions) and external recruitment (campus recruitment, referrals, job portals).
