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Whether you’re just starting a business, managing a mid-size one, or even directing a department, human resources are a must to do tasks that help the business grow and develop. What makes candidates qualified to cover the role? How do you guarantee the skills they have? That’s why you need recruitment.
In the past, random hiring and the referrals of close individuals were the most dominant methods for employers to make new hires. But as time goes forward, it results in catastrophic outcomes that could put a package of duties and rights in the hands of disqualified people. Recruitment is a process that organises the hiring activity to ensure putting suitable individuals in the right place.
Recruitment appeared at a time when there were lots of vacancies after the end of the Second World War. It helped the establishments and large enterprises at that time to hire individuals who had the qualifications and skills that covered the business needs. This also helped soldiers who finished their military service without finding a job waiting for them.
Today recruiter’s job, in a market full of limitless alternatives of talents and qualifications, is to find the best employees in the most suitable pool and recommend them to the employer to meet their requirements at the quality of time and cost they desire.
Recruitment nurtures all stages of employment, from identification of the business needs for human resources; then it attracts and collects prospective candidates from suitable pools to cover the sourcing stage. Screening allows the recruiters to determine the candidates who will continue to the next phase and those who will not be shortlisted or recommended to the employer. Recruitment also continues to cover aspects; salary negotiation, sending the job offer, and even onboarding.
There are two major types of recruitment; internal and external. It depends on the business’s needs, size, and financial performance. Each type has its own methods and successful strategies.
There are numerous ways to implement external recruitment that result in success and business expansion.
Professional outsourced recruiters who have experience managing recruitment batches for various industries and businesses are in charge of this type of hiring. Recruitment agencies develop many types of packages and methodologies that meet the needs of different clients. There is a contingency recruiting service that allows clients to pay fees only after hiring the candidate. It could be a percentage of the annual employee salary or a flat fee service.
Retained recruitment is another way that professional outsourced recruiters find qualified candidates, but first, they receive a fixed amount of upfront payment from the client. In this case, the client assigns only one team to the project, in contrast to contingency, where the client can assign many teams at the same time to the same project.
Some agencies go the extra mile by staffing, where they recruit skilled, qualified, and dedicated employees and plan the road map for their retention and growth within the company.
The clarity of the language used in any successful external job posting or advertisement largely depends on it. Whether it’s a remote job ad or for an onsite job, using the correct keywords will draw in the right and qualified candidates. Public newspapers and social media platforms are the main channels for developing the announcement of the vacancy.
One of the disadvantages of this method is that it sometimes attracts not qualified job seekers, which elongates the recruitment process, to filter the CVs, portfolios, and filled applications.
Navigating websites that allow candidates to upload their resumes and fill in their career info to be available on the profile is an easy and low-cost choice for recruitment. There are two types of job boards, one that gathers all available job roles and vacancies and another that includes certain niches and specialists.
One of the greatest benefits of job portals is that they allow you to form job descriptions for open positions and showcase simultaneously your company achievements, values, and profile. Job portals could source qualified candidates but they also need to be accurately screened and selected through professional recruitment specialists, in addition, job portals seem inefficient as the position becomes more senior.
Although it is not available everywhere, the nations that do make use of this government initiative make an effort to lower the unemployment rate. An employment exchange keeps track of information about job seekers so that when a suitable opening arises, it can get in touch with them and inform them of the organisation and the job responsibilities.
When you post a job opening on an employment exchange, you’re using a practical strategy that may attract qualified applicants with the necessary knowledge and fundamental experience. Therefore, employment exchange makes sense for entry-level and junior-level positions.
A job fair or recruitment event is the ideal venue for marketing your brand and informing attendees of your company’s goals. The main goal of recruitment events is to find qualified applicants who you and the business representatives can meet in person.
Additionally, recruitment events save you a ton of time down the road because they build your talent pool, allowing you to contact qualified candidates whenever a position opens up.
Being present at a job fair is not always a low-cost option because it costs a lot of money to pay for an allowance for each employee who attends the event as well as a booth that is no bigger than a 2X2.
As you manage the interns, interact with them and are aware of their weaknesses and strengths, paid or even unpaid internships are a direct way to develop potential employees under your eyes. You have the option to hire interns who demonstrated their proficiency during the previous period for a full-time position after the internship period has ended.
Employing interns always brings new energy and ideas to your business, allowing them to become familiar with the processes and organisational culture. However, there are times when hiring an intern is insufficient and you instead require a worker with more experienced traits and a mature personality.
It’s a type of recruitment that fills vacancies using the internal resources of the business, without any need for direct communication or the use of external references or connections.
Getting someone new into the company always takes time. It takes a while to cover everything about workflows. values and culture. In the case of a promotion, the employee that you’re transferring to an upper level knows everything about the company, this saves a lot of time.
Similarly, you know the employee well and tracked how his skills scale went upwards from the moment they entered the company till they reached a level of ripening that qualified them for a promotion.
But also, promotion prevents the entry of new blood into the company and decreases the chances of diversity. It may also develop some toxic emotions toward the promoted employee like jealousy or hatred.
It’s a method that big enterprises can use to fill vacancies in a branch or office they have, so they transfer employees who proved their proficiency in the original office and are able to relocate or move to a new workplace or even new jobs related to their background and experience.
A transfer is perfect for employee growth and creates a motivating environment that allows individuals to do their best and get valued benefits in return. However, this method may leave empty departments or result in losing a branch of a crucial human resource.
The transferred employee may also consume time during understanding the new job responsibilities or the new department/branch operations and workflow, the same time that a new external employee may consume.
When you have faith in your former employee’s journey, a boomerang employee becomes a better option. Employees who have spent time working for larger or international companies will bring value that your company may lack or bring a culture that will support a department’s expansion. They are familiar with the business process and how everything is carried out.
Each former employee has their own special case, rehiring could result in an internal crisis your company has to avoid. This could reappear negative feelings between coworkers or the returning employee might have left the company before carrying some bad feelings toward the workplace, this could harm the company than benefit it.
Sending an email or posting a job ad on internal channels that announces a new vacancy available in the company is an excellent method that provides equal opportunity for all employees who find themselves qualified for the position and apply. The selection procedure goes more quickly. You also know in advance the strengths, weaknesses, skills, and experience the applicant has. Therefore, the screening process is much more effective.
Internal job postings, like any other internal recruitment strategy, have several drawbacks, including a smaller pool of qualified applicants than would be available if the position were advertised externally.
Asking employees to provide qualified and recommended candidates to fill vacancies in the organisation. A trusted referral is a perfect way when you guarantee a perfect employee will provide a similar employee who has the skills and experience the business needs. But like any operation that is done internally, it needs some regulation or referral program to control recruitment and motivate employees to recommend suitable candidates.
It’s like any internal recruitment process, it saves time and cost of hiring. Also, the referral programs result in better-qualified candidates, the hired candidate will have more compatibility to retain and last a longer period with the employer as he/she will have a strong background and gain knowledge about the organisational culture and work environment from the current employee, which eventually decreases the turnover rate.
Employee referrals also have some disadvantages, as employed individuals mostly recommend candidates based on biased preferences without looking deep into the business’s actual needs, they might look for a chance to work with a friend or a relative, or they may only seek to gain the bonus from the employee referral program.
Constructing a talent pool database is crucial in case you have a high turnover or low. This allows you to keep in touch with high-potential candidates and build a direct relationship with them without the need for a third party or outsourcing a recruiter to recommend new candidates.
Depending only on the previous applicants may not lead to the results you wish. As they may have become outdated and not qualified enough recently. Also, the pool that these applicants came from may have received newly qualified candidates that are much better than the group you previously collected.
The inbound (active) recruitment process and the outbound (passive) recruitment process are the two main methods used for hiring. Only the first step of the two processes is different; all the other steps are similar. After identifying the needs of the company, creating a job description, and developing an effective recruitment strategy, the first step is unquestionably taken.
Recruiters advertise open positions on job boards and other external channels that permit job postings and ads to attract inbound candidates. After reading the job description, candidates who are interested in the position will submit applications along with resumes, portfolios, and cover letters that highlight their qualifications.
As a result, the hiring process is active because the applicant initiates communication with the employer; however, if the applicant meets the minimum requirements, the employer may choose to engage in conversation with him rather than disqualify him.
In contrast to active recruitment, recruiters initiate contact with qualified candidates during the outbound recruitment process after researching general and industry-specific job portals and specialist job boards that compile all experts and employees from entry to senior levels.
Recruiters use the search bar to enter the keywords they’re looking for to browse all the profiles that fit their criteria. The recruiters will get in touch with the profiles that have the best chance of getting hired by sending them an enticing message or email outlining one of the main advantages of the opportunity and asking them if they’re interested in it or not.
Whether the recruiter contacts the candidate or vice versa, the two recruitment pipelines meet in the following stages to evaluate the candidate and determine to what extent he meets the employer’s requirements.
Recruiters use a 15–30 minute phone call as a method to check basic knowledge, including experience, skills, and qualifications, to see if the information listed in a CV or online profile is true or false. Despite the absence of body language, phone screening helps recruiters learn more about the candidate. Some would call it a pre-screening interview.
Whether it’s a virtual interview or at the office, it’s a golden opportunity to see how your potential employee interacts and communicates. The best way to learn about a candidate’s ethics and determine whether his values align with the company’s vision and culture is through a group or one-on-one competency-based interview.
Most of the time, there’s more than one interview to check the candidate’s soft skills and technical experience through online and live assessments. After passing all these filters, the highly qualified candidate gets shortlisted by the recruiter, who also adds the major comments and notes that may grab your attention.
To ensure success and effectiveness when creating a founding team or a new team for your business, you should take into account several general guidelines.
Building an environment that values honesty and trust is a positive workplace that results in a more cooperative team that looks for the company’s good before its individual benefits. This makes employee-employer relationships more solid and based on respect and appreciation.
A monochromatic team that favours a single colour consistently misses out on many opportunities. Paintings with harmonious colours are more appealing than those with solid colours. A diverse workplace is one where everyone feels equal and has the same opportunities for growth and development.
Make sure the team is aware of your goals as you build them, so they know what you expect from them. Performance tracking and productivity will be assessed based on these goals.
Whitecollars is a one-stop recruitment firm that provides comprehensive talent acquisition and recruitment services to help your company expand and stand out from the competition. Check our recruitment services now to start your long-term relationship with us.
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