RECRUITING
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Recruitment refers to the process of attracting, screening, and
selecting qualified people for a job at an organization or firm. For some components of the
recruitment process, mid- and large-size organizations often retain professional recruiters or outsource some of the process to
recruitment agencies.
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The recruitment industry has
five main types of agencies: employment
agencies, recruitment
websites and job search engines, "headhunters" for executive and professional
recruitment, niche agencies which specialize in a particular area of
staffing, or employer
branding strategy and
in-house recruitment. The stages in recruitment include sourcing candidates
by advertising or other methods, and screening and
selecting potential candidates using tests or interviews.
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Agency types
On one end of the spectrum there are agencies that are
paid only if they deliver a candidate that successfully stays with the client
beyond the agreed probationary period.
On the other end of the spectrum there are agencies
that are paid a retainer to focus on a client's needs and achieve milestones in
the search for the right candidate, and then again are paid a percentage of the
candidate's salary when a candidate is placed and stays with the organization
beyond the probationary period.
Traditional agency
Also known as employment agencies, recruitment agencies have
historically had a physical location. A candidate visits a local branch for a
short interview and an assessment before being taken onto the agency’s books.
Suitable
candidates are short-listed and put forward for an interview with potential
employers on a contract or direct basis.
Headhunters
A "headhunter" is industry term for a
third-party recruiter who seeks out candidates, often when normal recruitment
efforts have failed.
They may use advanced sales techniques, such as initially posing as
clients to gather employee contacts, as well as visiting candidate offices.
They may also purchase expensive lists of names and job
titles, but more often will generate their own lists.
They may prepare a candidate for the interview, help
negotiate the salary, and conduct closure to the search.
Niche recruiters
More and more we are seeing the emergence of
specialized firms which only staff for a very narrow specialty. Because of
their focus, these firms can very often produce superior results due to their
ability to channel all of their resources into networking for a very specific
skill set. This specialization in staffing allows them to offer more jobs for
their specific demographic which in turn attracts more specialized candidates
from that specific demographic over time building large proprietary
databases. These Niche
firms tend to be more focused on building ongoing relationships with their
candidates as is very common the same candidates are placed many times
throughout their careers.
The alternatives to agencies
Hiring managers are beginning to
realize that the recruitment process as run by the traditional recruitment
agency is little more than placing the job advertising on a range of relevant online
employment
websites for their
sector and then short-listing the best candidates from those who apply.
In-house recruitment
Under pressure to reduce costs, both large and medium
sized employers tend to undertake their own
in-house recruitment, using their human resources department, front-line hiring
managers and recruitment personnel who handle targeted functions and
populations.
In-house recruiters may advertise job vacancies on
their own websites, coordinate internal employee referrals, work with external
associations, trade groups and/or focus on campus graduate
recruitment.
Some large employers choose to outsource all or some of
their recruitment process however a much more common approach is for employers
to introduce referral schemes where employees are encouraged to source new
staff from within their own network.
Passive candidate research firms and sourcing firms
These firms are the new hybrid firms in the recruitment
world able to combine the research aspects (discovering passive candidates) of
recruiting and combine them with the ability to make hires for their clients.
These firms provide competitive passive candidate
intelligence to support companies' recruiting efforts. Normally they will
generate varying degrees of candidate information from those people currently
engaged in the position a company is looking to fill.
These firms usually charge a per hour fee or by
candidate lead. Many times this uncovers names that cannot be found with other
methods and will allow internal recruiters the ability to focus their efforts
solely on recruiting.
P r o c e s s
Job analysis
The proper start to a recruitment effort is to perform
a job
analysis. Job
descriptions need to be reviewed or updated prior to a recruitment effort to
reflect present day requirements.
Sourcing
Sourcing involves
1) advertising:- It is a common part of the
recruiting process, often encompassing multiple media, such as the Internet,
general newspapers, job ad newspapers, professional publications, window
advertisements, job centers, and campus graduate recruitment programs; and
2) recruiting research:- It is the proactive
identification of relevant talent who may not respond to job postings and other
recruitment advertising methods done in #1.
This initial research for so-called passive prospects,
also called name-generation, results in a list of prospects who can then be
contacted to solicit interest, obtain a resume/CV, and be screened.
Screening and selection
Suitability for a job is typically assessed by looking
for skills, e.g. communication, typing,
and computer skills.
Qualifications may be shown through résumés, job
applications, interviews, educational or professional
experience, the testimony of references,
or in-house testing, such as for software knowledge,
typing skills, numeracy, and literacy, through psychological
tests or employment
testing.
Other resume screening criteria may include length of
service, job titles and length of time at a job.
Internet recruitment and websites
Face
book, Twitter, etc.,
Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job
boards allow member companies to post job vacancies. Alternatively, candidates
can upload a résumé to be included in searches by member companies.
Job search engines
The emergence of meta-search engines, allow job-seekers to
search across multiple websites. Some of these new search engines index and
list the advertisements of traditional job boards. These sites tend to aim for
providing a "one-stop shop" for job-seekers.
Vertical search engines allow job-seekers to find new
positions that may not be advertised on traditional job boards, and online
recruitment websites.
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