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What Is Recruitment?

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it.

Depending on the size of an organization, recruitment is the responsibility of a range of workers. Larger organizations may have entire teams of recruiters, while others only a single recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition, many organizations outsource recruiting to outside firms.

Companies almost always recruit candidates for new positions via advertisements, job boards, social media sites, and others. Many companies utilize recruiting software to more effectively and efficiently source top candidates. Regardless, recruitment typically works in conjunction with, or as a part of Human Resources.

Information About Recruitment

Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs (either permanent or temporary) within an organization.

Recruitment can also refer to processes involved in choosing individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial recruitment agencies, or specialist search consultancies are used to undertake parts of the process.

Internet-based technologies which support all aspects of recruitment have become widespread, including the use of Artificial Intelligence (AI).

Types of Recruitment

Recruitment can take many forms depending on the company’s needs and resources. Large organizations typically employ recruiters within their HR department. In small- to medium-sized organizations, the hiring manager that will directly oversee the new employee may take on recruiting responsibilities.

Many companies hire third-party staffing agencies to make hires or use recruitment process outsourcing, which brings in outside recruitment experts to serve as strategic consulting partners. No matter your company’s size or objectives, the main goal with recruitment is to hire great talent. Let’s break down a few different types of recruitment:

  • Internal Recruitment happens when a recruiter fills job openings from an organization’s existing talent pool, such as hiring an existing employee to join another team or promoting an employee to fill a higher-level position. While tapping into a strong internal talent pipeline can quickly fill open positions and reward existing talent, this practice also has its downsides. A heavy focus on internal recruitment may limit diversity and reinforce sameness, potentially stifling innovation and new ways of thinking at your organization.
  • Staffing Recruitment refers to when recruiters who work for third-party staffing agencies place candidates in short-term, temporary job opportunities. “Temp” jobs are common in administrative, industrial, healthcare and IT fields. Many companies also use short-term job opportunities for entry-level positions, encouraging temporary employees to interview for permanent roles when openings become available. 
  • Contingency Recruitment is a practice that only pays recruiters if they successfully secure a new hire for the employer. Contingency recruiter fees are based on a percentage of the employee’s annual salary. It can be a competitive practice in which multiple contingency recruiters are hired to fill the same role. This approach can be helpful when you’re managing a large number of job openings or a position needs to be filled quickly.
  • Retained Recruitment is typically used for hard-to-fill openings, such as senior and executive-level roles. Unlike contingency recruitment, retained recruiters are paid an upfront fee to fill an open position and are responsible for sourcing candidates until the role is filled. In this case, only one staffing agency is typically retained to fill the open role.
  • Outplacement Recruitment connects job seekers who have been laid off to new job opportunities. In addition to job placement, outplacement recruiters provide a variety of services to prepare talent for re-entering the workforce, such as career counseling, mock job interviews and soft skills training. 
  • Specialized Recruitment is common, as the hiring needs of organizations vary by industry, role and size. Some recruiters focus on specific industries, such as tech or health care. Others may specialize in certain roles, such as executive-level recruiting. New recruiters usually start out as generalists and become more specialized as they gain experience and find their niche.

This is all about Recruitment. Thanks For Reading!

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