The recruitment process depends not only on the position for which the recruitment is conducted, but also on the organizational structure of the company, its size or character. Finding the right candidate with the necessary qualifications and personality fit into the company’s structure can be a challenge. However, recruitment is only one of the stages of searching for and hiring employees. How to recruit effectively? We suggest.
Recruitment – what is it and what are its types?
In the simplest terms, recruitment is the first stage of searching for job candidates. Its purpose is to gather a group of people who will meet the requirements for a specific position.
The recruitment process can be described and divided in many different ways, depending on the criteria adopted. One of them is the degree of the employer’s involvement in the search for new employees – then the following types of recruitment are distinguished:
- passive – they require virtually no action on the part of the employer. Candidates send their application documents to the company themselves, even if the recruitment process is not currently underway. Passive forms also include situations when current employees of the company recommend their friends as candidates for a given position,
- active, direct – require action by the employer. To find an employee, the company can publish an advertisement, e.g. on a website, in the press or in social media. The more publications, the greater the amount of work on the part of the employer,
- indirect – a convenient type of recruitment that employers are increasingly willing to use. Why? The search for employees is outsourced to an external company, which takes over all the responsibilities related to the process of searching for suitable candidates. This type works perfectly, especially when it comes to recruiting candidates from abroad, whose employment can be more time-consuming.
There are different types of recruitment, and the above ones are just a general breakdown. What other types of recruitment can be found? For example, internal, external, general, or segmented recruitment. The process of looking for a new employee is complex and requires a number of different activities.
What are the recruitment methods?
Currently, recruiters can use various methods to look for job candidates. Both types of recruitment and methods depend on the specifics of a given industry and the structure and nature of a given company. The most common recruitment methods include:
- Job advertisements – this is one of the frequently used methods. Information about the recruitment is usually published on various websites or in the press,
- industry portals/forums – applies primarily to employees specializing in specific fields who participate in industry forums as experts. Such activities make it easier to find specialists in a given industry,
- Social media – more and more companies are active in social media and establish contacts with users there. Posting recruitment posts increases the number of potential recipients,
- external companies – recruitment can be conducted in cooperation with an external company or a headhunter,
- direct search – conducted most often in the case of searching for people for managerial or specialist positions. It applies primarily to passive candidates who are not looking for a new job,
- Recommendations – the method is based on searching for candidates through recommendations of current employees.
How to find a good candidate?
Recruitment is not only about publishing advertisements on Internet portals, it is also about selecting candidates through application analysis, tests (e.g. language tests), interviews, recruitment tasks or verification of references. In some companies, candidates are invited to a trial day. The recruitment process requires a lot of time and energy. Therefore, an alternative to running your own activities may be to start cooperation with a temporary employment agency. When is it worth using outsourcing?
- Replacement employee – searching for temporary employees may be necessary, e.g. in the case of high turnover in a given position or if it is necessary to replace an employee who is on maternity leave, long leave, or for other reasons is absent from work for a long time. A temporary employment contract also provides a shorter notice period and allows you to terminate the contract at a convenient time.
- Temporary work – industries that are characterized by seasonality may need a large number of employees in a short time. Agencies usually have employee databases that are updated on an ongoing basis, which makes it much easier to find the right staff.
When deciding to look for candidates on your own, you should remember to prepare an advertisement tailored to the industry and specify who you are looking for. The recruitment process is a complex process, so without sufficient experience, knowledge and time, it is worth using the help of professionals.