Recruitment is the process of attracting, screening, and selecting qualified job candidates. Generally, organizations use recruitment to identify candidates for job positions. The goal of this process is to find the best-qualified candidate for a role.
In this article, you will find useful information about the recruitment process to put into practice. Shall we start?
In this Article:
Main reasons why recruitment is important
Even though there are many reasons why an organization may need recruitment, the most common ones include:
- Expansion: The organization may be expanding and needs more employees to meet the demand.
- Replacement: An employee may have left the organization, creating a vacancy for a new employee.
- New position: The organization may create a new position and it needs a new employee.
- Restructuring: The organization may be restructuring and needs to fill new or different positions.
- Skill shortage: There may be a shortage of candidates with the required skills for the position.
Who is responsible for it?
Human Resources (HR) is typically responsible for recruitment in an organization. However, other organization members, such as managers and supervisors, may also take part in the recruitment process. The specific roles and responsibilities will vary depending on the size and structure of the organization. In larger organizations, a dedicated team of HR professionals may handle recruitment. In smaller organizations, HR may partner with managers to fill open positions. Regardless of the size or structure of an organization, recruiting qualified candidates is essential to the business’s success.
Steps in the hiring process
The recruitment process typically involves several steps in order to identify the best candidates for the job. The specific steps will vary depending on the organization and the position concerned. However, some general steps are common to most recruitment processes.
Part 1
1. Define the requirements of the position: The first step in recruiting is to define the requirements of the position. This includes understanding the skills and experience that the job requires and any specific qualifications or certifications that candidates need to have.
2. Create a job description: After you have defined the job requirements, you can create a job description. The job description should outline all of the duties and responsibilities of the position and information about salary and benefits.
3. Post the job opening: Once the job description is complete, you can post it on various websites or newspapers’ classifieds. In addition, you can share it with friends and family members who may know qualified candidates.
4. Advertise the Position: The job opening can be advertised in various ways, such as online job boards, newspaper ads, or social media.
5. Find candidates: Finding candidates can also be done through active searches, such as headhunting or using a recruitment agency.
Part 2:
6. Screen Applications: Resumes received in response to a job posting can be screened to determine if they meet the minimum qualifications for consideration.
7. Phone interviews: Candidates who pass the initial screening may be contacted for a phone interview. The goal of the phone interview is to get to know the candidate better and determine if they are a good fit for the job.
8. Interviews: Candidates who pass the initial screening process may be interviewed by HR professionals, managers, or other organization members. During the interview, candidates are typically asked questions about their experience, skills, and qualifications.
9. Select the best candidate: After reviewing all of the candidates, the organization will select the best candidate for the job. The selection of the candidates is based on the qualifications, skills, and experience that the position requires.
10. Background check: A background check may be conducted after a candidate has been selected for the job. This is to ensure that the candidate has no previous criminal convictions or other issues that would make them unsuitable for the position.
11. Reference check: A reference check is typically conducted after a background check. This involves contacting the references listed on the candidate’s resume and asking questions about their skills, experience, and character.
12. Job offer: Once the background check and reference check are complete, the organization may extend a job offer to the candidate. The job offer should include salary, benefits, and start date.
Part 3:
13. Hiring: The hiring process is complete once the candidate accepts the job offer and officially becomes an organization employee.
14. Onboarding: The onboarding process is designed to help new employees adjust to their new job and workplace. This may include training, orientations, and other resources.
Differences between the hiring process and recruitment process
The hiring process is when an organization hires a new employee. This typically involves reviewing resumes, interviewing candidates, and making a job offer. Instead, the recruitment process involves identifying and attracting potential candidates for a job opening. This includes advertising the position, screening resumes and conducting interviews.
Who is the hiring manager?
The hiring manager is the person responsible for reviewing job applications and conducting interviews. In larger companies, the hiring manager may be a human resources professional, but in smaller businesses, the owner or director may play this role. A hiring manager can also be an external consultant, such as a headhunter, whose job is to find candidates for a specific position.
The hiring manager is typically looking for candidates with the skills and experience necessary to do the job and the ability to work well with other employees. He or she will also want to ensure that the candidate is a good fit for the company culture. As such, the hiring manager is critical in ensuring that the candidate is perfect for the job.
What is the job of recruitment agencies?
Recruitment agencies are businesses that match workers with open positions. They typically specialize in a particular industry or type of job, and they use their knowledge of the job market to help candidates find work. They specialize in finding positions that match the worker’s qualifications and preferences.
Agencies help companies with tasks such as:
- advertising job openings
- screening candidates
- conducting interviews
- making job offers
They can also advise companies about hiring practices and help them develop a hiring strategy. Recruitment agencies typically charge a fee for their services. Usually, the company pays that fee, not the candidate.
Internal and external recruitment
Within recruitment, there is a distinction between internal and external recruitment.
Internal recruitment is the process of filling a position within a company using employees who already work for the organization. This may involve promoting a current employee or transferring an employee from another department. On the contrary, external recruitment is the process of filling a position by hiring someone from outside of the company.
Types of recruitment
- Third-party recruitment: This type of recruitment involves using a third-party agency to find candidates for a position. Normally, the company -or the candidate- pays for this service.
- Direct recruitment: This type of recruitment involves advertising a position and screening and interviewing candidates who apply.
- Campus recruitment: Companies often use this type of recruitment to hire new graduates from college or university. Universities and companies usually make deals to match new roles and graduates.
- Executive search: Companies use this type of recruitment to fill senior-level positions. It typically involves using a headhunter to identify and contact potential candidates.
- Contract Staffing: This type of recruitment involves hiring employees temporarily to fill a need within the company.
- RPO (Recruitment Process Outsourcing): This type of recruitment involves outsourcing the entire recruitment process to an external company.
- Social media recruiting: This type of recruitment involves using social media platforms, such as LinkedIn and Twitter, to identify and contact potential candidates.
- Employee referral programs: This type of recruitment relies on employees to refer candidates for open positions. The company may give the employee a bonus if the candidate they referred is hired.
- Job boards: his type of recruitment involves posting job openings on online job boards, such as Indeed and Monster.
Human resource management (HRM) and Recruitment
HRM is related to recruitment but involves many other tasks. Although HRM includes recruitment, on many occasions companies leave recruitment strategies in the hands of a different department or company.
The field of human resource management includes the following functions:
- Personnel planning and recruiting
- Employee orientation and training
- Employee benefits and compensation
- Labor relations and negotiation
- Safety and health.
The goal of human resources management is to boost an organization’s productivity by maximizing its employees’ effectiveness. To do this, HR managers must properly motivate, train, and compensate employees. Additionally, they must create a positive work environment that promotes employee satisfaction and loyalty. By performing these functions effectively, HR managers can play a vital role in the success of their organization.
A word from SublimePeople
Recruitment occurs in practically any organization. Through this process, hiring managers attract, screen, and select qualified job candidates for a particular position. If companies carry out a well-planned recruitment process, they will surely find the best-qualified candidate for the role.
Do you think the recruitment process is important? We would love to know your opinion!
