Recruitment

What is meant by Recruitment? Recruitment refers to seeking and finding candidates for a job and later hiring them for a specific position in the company.

What is meant by Recruitment?

If you're one of the job candidates searching or applying for a job in a recruiting agency, the entire process may seem like a mysterious step. At a time, you might be confused, and you may be frustrated at the end of the day. What if you can comprehend this recruiting process? Won't the entire new candidate's hiring process get easier?  

The term recruitment of the candidates may seem like just a synonym term for a new hire, but lots more words are included in it. Suppose you jump deep into this hiring process. In that case, you will come across some terms: conducting the employees' interview, candidates hiring, performing background checks, screening, checking documents and credentials, or business advertising vacancies.

These are some of the many words that can be related to the process of employees recruitment. Recruiting candidates is an essential step for human resource management. Let's explore the A to Z of recruiting new employees.  

Recruitments and its complete definition  

While running a business, employees play a crucial role. Therefore, the recruitment process comes under human resource management. Hiring or recruitment is the procedure of hunting and hiring the most qualified and best candidates for a vacancy in a business in a cost-effective manner and without wasting any time.  

In another way, it can also be defined as a method of looking for prospective employees or candidates to be encouraged and stimulated to apply for a job in any business with a job opening.  

  • It is a single process of hiring new talent that has various steps. The process begins with comprehending the requirements of the employees.
  • Next is grabbing the employees' attention so that they can happily apply for the new resources hiring.
  • The next step is screening the talent and select the eligible employees from the pool of new applications.
  • Hiring a suitable talent as the new resources of the organization and
  • At last, blending the employees with the structure of the management and company.

The fact that cannot be changed about the implementation of employees recruitment and its long process is to select the right and qualified talent for the company. So human resource management goes fishing around choosing the right resources to help the organization meet its expected mission and vision.  

What are the things that are included in employees recruitment?

Every recruitment process is unique for every organization mostly. They follow common 15 steps for completion of the successful recruitment process. Here are the 15 steps enumerated:  

  • Determining the need of the position
  • Preparing a strategy for recruitment
  • Create a job description
  • Give advertisement for the vacancy
  • Recruit for the position
  • Review application from the pools of applicants
  • The first step of screening employees or Interviews via call
  • Walk-in-interview
  • Assessment of the applicants
  • Checking the background of the applicant through their social channel
  • Decision making
  • Checking the employee's references
  • Job offers
  • The final step of the employee's recruitment Onboarding

Types of employees recruitment that you may encounter  

As you already came across the fact that every company follows a different and unique hiring process. Hence you can comprehend that there are various types of recruitment available. So let us now have a look at the list of the kinds of Recruitment of employees.  

Internal recruitment:  

Internal recruitment is a type of hiring process which includes the method where vacancies are filled from the existing ones from within a company.  

Retained recruitment:  

In this process, the company outsources a recruiting agency. This can be done in various manners. And retained recruiting is the most popular one. In this method, the company hires a recruiting agency and is responsible for hiring a suitable vacant position. Instead, they pay for the work they are doing on behalf of the company. The recruitment agency is entirely responsible for the entire recruitment process. Even organizations prefer to keep a hold on a particular firm instead of hiring multiple agencies.  

Contingency recruiting:  

This type of recruiting is quite similar to the retained method of recruitment. However, here in this recruitment method, an outside firm is involved. But the difference between the contingency and enclosed type of recruitment is there is no fee included. Generally, contingency recruiting agencies work on behalf of the client. Hence, they are getting paid when the client gets hired by a company.  

Staffing recruitment:

The staffing recruiters work under the staffing firms. Generally, they work uniquely. In the staffing recruitment type, staffing recruiters try to develop qualified candidates by matching their eligibility with vacancy criteria. Therefore, the recruitment agency mainly focuses on the temporary work positions available.  

Outplacing recruitment:  

Outplacing recruitment is a company-sponsored advantage for the employee. In this type of recruitment company refer the former employee and help them to get the job. With this recruitment process, employees get new resources and new opportunities in their latest position.  

Reverse recruitments:  

Speaking about reverse recruitment can be described as a method where the employee is inspired to fish around for employment with various companies to explore better opportunities suitable for the skill set and help the candidate grow in different ways.  

Here you explored different types of recruitment types available in the market. Now that you have comprehended all the types of recruiting, let's look at the recruitment process in detail.  

All about the recruitment process  

As you have already comprehended that every organization follows a unique recruitment strategy. But there is a standard structure observed for the recruitment, yet organizations can conjugate some extra steps in the proce3ss depending on the specific need and requirements. Here we will explore some of the standard methods that are followed by most of the companies.  

According to many people, the recruitment process commences once the step of the job description is completed. And recruiters start hunting for a suitable candidate. However, if we take a deep look at a company's recruitment process, you will notice that the process starts way earlier than we can think. So now let's explore the recruitment process.  

Complete job analysis  

The first step of the process is Job Analysis. This step will help the HR or recruiter and another jury of the management team decide what requirements should be conjugated in a candidate who can successfully fill the vacant position. But analyzing the position and its criteria is not an easy task. It has to be done in an organized manner. As per the expert HRM, Job analysis is the core step of the entire process of recruitment. This analysis will be used as a crucial tool during the Interview round and creating the assessment tests. The step is divided into some more parts., here is what the first step entails:  

Create a job description  

While a company searches for a suitable candidate for the vacant position, they comprehend the position's requirements. The company has to choose a candidate who can prosper and help the company overcome all the challenges. Hence to inform the candidate about the need for the position, the job description is written. And the job description describes the job requirement to the candidate.  

Job analysis conjugates the features required for the vacant position and the comprehensive study on the activities that an employee has to do while working in the same position. This has to be done appropriately because this job description will be used for advertisements for outsourcing talent for the company.  

  • Job description incorporates the following:
  • General information about the position and a title
  • Purpose of the vacant position in the organization
  • The basic requirement of qualifications
  • Reviewing the job description

Once the job description is written, it is the best option to review the article to understand whether the process has been done accurately or not. Reviewing the job description will help know whether it is necessary to update the definition according to the latest requirement of the position. If the review is done incorrectly, it will bring out the top three positive outcomes.  

  • If you keep reviewing and updating the job description, hiring a suitable candidate for the position will become easier. As a result, it will make sure that the organizational structure continuously enhances.
  • However, many conditions and work conditions change, so will the prerequisites for the work. It is conceivable that a task might require another skill from the specialist it didn't require previously. By assessing the skills, the effect of the work inside the authoritative construction is guaranteed.
  • Setting a requirement for qualification for the employee and set an effective salary range for the employee.

Sourcing of talent  

After completing a job description, the next step of the recruitment process is sourcing the talent. In this stage, the organization chose a different method to inform job seekers about the vacancy in the office. Before advertising the vacancy, an organization must comprehend where the qualified employee can be attained.  

Different types of the method adopted by an organization to advertise the job vacancy

  • The first strategy is networking. The world might have changed its nature as a digital world, yet word of mouth plays a crucial role. It is very effective as advertising. Representatives implement this networking strategy. The representative of the company visits the career fairs, colleges to inform them about the vacancy. The main aim behind visiting the colleges personally is targeting the topper for the company.

The following strategy they follow is posting the vacancy internally as well as externally. In the internal posting, the notice of the vacant position is mentioned on the bulletin board and other places in the office premises where the notice can grab the attention of the employee and another visitor. And in external posting, this may include flyers that are distributed, published on websites, etc.  

  • Another effective method is print and media advertising. The company can also take the help of print media such as magazines or newspapers. The information about the vacancy is mentioned in the classified section.

Screening of applicants  

Once the posting process is completed, the company starts getting applications from the applicants. Now it is high time for screening the applicants. In this step, a maximum amount of effort is required. In this step, recruiters will evaluate the capability of the applicants. Screening also involves some steps that help to select qualified candidates. Here are the steps that are followed:  

Preliminary screening

Generally, prominent MNC company recruiters get 100 applications for a single open post. Therefore, interviewing every application is very impractical and also tedious. Hence the recruiter needs to shorten the list before finalizing the candidate for the next stage. And this process is referred to as Preliminary screening.  

Initial interview  

The candidate who has gone through the preliminary screening will get the chance to take part in the initial interview. This is a telephonic interview.

Assessing the candidate with different tests

The applicants who had the option to pass the starter screening will currently go through the underlying meeting. As a rule, the underlying session is done through telephone. There are the individuals who likewise direct meetings through recordings utilizing their web association.  

Final Interview and selection

Depending on the number of selected candidates, a recruiter can conduct several interviews to choose the best one out of the crowd. The interview process continues until and unless they have completed the entire process and shortlisted the best one for the job. Once they have shortlisted the best, the next step of the screening is selection. Here, the recruiter checks the qualification of the candidates so that they can come to a final decision regarding the selected candidate who has passed all the screening tests.  

Finalization of the job and introduction of the new employee

The recruitment process comes to an end with the finalization of the job. After conducting several tests, companies recruit the best one from the pool of applicants. In this phase, the company offers its career to the candidate. They review and share every detail of the compensation packages with the candidate. To complete the process, applicants have to accept their offer. Once the applicant has accepted the offer, he becomes an employee of the company officially.  

Conclusion  

Recruitment is indeed a long process. Every step of the recruitment process needs to be conducted carefully because the company's growth depends upon the employee. For example, suppose the recruiter fails to choose the right employee who can add extra value to the position and the company's development. Here you came across the different information of recruitment that a staffing agency follows. 

About the author

has been working as a web developer and in online marketing since 1998. After building up a marketing agency and the exit in 2013, he consulted international groups as a freelance consultant. Since 2020, he and his team now offer staffing services in this field.

Dennis Hoinkis CEO, FSOM Group Corp.

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