Recruitment is the process through which companies identify and hire candidates for an organization. This process involves but is not limited to identifying, attracting, screening, shortlisting, and interviewing candidates.
While each organization's recruitment process is different, there are 15 steps to the hiring process that are usually followed. For a more in-depth look at these steps, visit our Hiring Process Steps article.
There are many different types of recruitment such as internal recruitment, retained recruitment, contingency recruitment, staffing recruitment, outplacement recruitment, and reverse recruitment.
Internal recruitment: Involves filling job openings inside an organization with existing employees.
Retained recruitment: This is when an organization hires a recruiting firm to fill a vacancy. They pay a fee upfront to ensure the vacancy is filled. Until the position is filled, the firm is responsible for finding candidates. The organization also usually agrees to work with the agency exclusively.
Contingency recruitment: Similar to retained recruitment, contingency recruitment also hires a recruiting firm to find candidates for an open job position. However, the difference is that contingency recruiting does not require an upfront payment. Rather, the recruitment firm is compensated only when the candidate they find gets hired by their clients.
Staffing recruitment: Staffing recruitment focuses on hiring for short-term roles or specific projects. For example, staffing recruiters can hire temporary staff for certain events such as conventions, or they could be hiring for projects that will last six weeks, six months, etc.
Outplacement recruitment: Outplacement is a type of assistance provided by employers to help former employees find new jobs. Outplacement recruiting is intended to provide resources to displaced employees in their search for new jobs or careers.
Hiring a new employee is a major move for any organization, whether it's a startup making its first hire or a large corporation making its fourth hire this week. Here are a few pointers to help you find the best candidates for your team and hire effectively.
Establish what determines success in the role: Determine what success would look like for this role before you interview anyone for an open position. Then, as you progress through the interview process, you'll be able to properly analyze a candidate's abilities and decide whether they'll be a good fit for your organization.
Consider recruiting internally before externally: There's a strong probability that the ideal candidate for your opening is already employed by your company. They are already familiar with your company's culture, goals, and have contributed to them. Given their previous performance in your company, it's realistic to anticipate them to succeed in their new role as well.
Streamline your recruitment process by using HR software: From sourcing to onboarding, recruitment software helps you streamline all aspects of recruitment. You can use recruitment software to source candidates faster, manage your talent pool, strengthen team collaboration, hire top talent, and many more.
Set up a talent pipeline: A structured internship program is one way to establish a talent pipeline. Internships are a way for both your company and the intern(s) to see if they’re a good match. Developing relationships with schools, universities, hiring freelancers, and gaining referrals are all methods for expanding your talent pipeline.
Actively reach out to candidates: There's a high chance your ideal candidate isn't looking for work right now and won't react to your job posting. Some ways to go on about reaching out to these candidates can be by searching social networking sites such as LinkedIn. Also, asking your colleagues to refer people they know or are connected to are all useful ways to build your recruitment network.
Recruiting is a simple idea at its core: it involves finding candidates and hiring them to fill vacant positions. It requires the establishment of repeatable processes that produce consistent results and thinking outside the box to produce the best outcomes.