Definition of Recruitment:
Recruitment is the process of attracting, identifying, screening, interviewing, hiring and onboarding the best and most talented candidates. Right from understanding the manpower needs of the organization to the fulfilling the vacancies, recruitment takes care of everything.
Depending on the size of the company, the process can involve multiple stakeholders. Some companies have separate teams that take care of each function such as designing recruitment strategy, candidate selection, interviewing, onboarding and so on.
Recruitment process depends upon the following factors:
- Size of the company
- Company’s growth rate
- Nature of employment
- Salary and benefits
- Employment conditions - Remote work, Office, Hybrid
Designing a recruitment strategy:
Designing a recruitment strategy helps you identify your recruitment targets and the methods you can use to achieve your hiring goals. This is done in alignment with the HR strategy and is an integral part of HR goals of the organization. Furthermore, it gives you a way to build a USP for your company in the job market. It lets you know what attracts talent, and how you can set your organization apart from competitors. It lets you open a creative outlet to attract and source talent.
It also saves time and money since it eliminates the need to depend on external recruitment agencies to do the work for you. An HR recruiter would correctly know
- The requirements of hiring managers in terms of skill set, experience, category etc.
- The USP of the organization that attracts candidates to the job.
- The recruitment policies of the organization with respect to diversity, inclusion, affirmative action, and so on.
- The tools and methods to effectively source candidates.
And so on.
How does Recruitment work?
Recruitment largely involves 5 steps:
- Job Analysis: This step will tell you what exactly are we trying to achieve by hiring a new employee for a particular job. This is usually done by the hiring manager, or the HR team associated with the function. You need to identify what is expected of the new employee, on the basis of which you design and review the job description.
- Candidate sourcing: In candidate sourcing, you ensure that to be all the places that candidates frequent. This could be social media, internal recruitment, campus recruiting, hackathons and events, media and advertising and so on.
- Screening: Once you start receiving applications, it is important to screen the candidate list. It is not humanly possible to manually screen each application. An ATS system with right amount of automations can save copious amounts of time here. This step can involve preliminary screening, multiple interviews, assessment tests and
- Make an irresistible offer to the candidate: Ensure that the offer made to the candidate is on par with what folks in similar positions get in your company, and it matches the industry standards.
- Bring them onboard: Design an onboarding program that reflects your company values. Gamify it, engage your employees, and make them feel comfortable and valued from day one.
What are the different types of recruitment?
Broadly, they are done in two ways; Internally and Externally.
When done internally, you look for existing employees with the right skill set to fill vacancies in your organization.
External recruitment includes:
Retained recruitment: In this case, the organization works with only one recruiting firm, paying them upfront to fill the vacancy.
Staff recruiting: It is more of a short-term employment provider, that focuses on providing temporary employees.
Contingency recruitment: Quite similar to Retained recruitment, except there is no upfront payment. They are paid only when the organization hires candidates coming in from the recruiting firm.
How to recruit effectively?
- Think of creative, out of the box sourcing channels: Experiment a little. Know where your candidates are likely to spend their time. Understand their interests and approach accordingly. For instance, if you are looking for a Software developer, along with your regular channels, look into hackathons, stack overflow, github etc.
- Check if you can recruit internally: Not just because it is cost effective. You know for a fact how good the employee is, and have a record of their professional achievements. Internal recruitments also aligned with the company policies and culture.
- Maintain a talent pool and engage with them regularly: Create passive candidate profiles and keep them posted on the job opportunities in your organization. Maintain a relationship with them on social media channels so that they can reach out to you when actively looking for a job.
- Identify what good looks like and focus on hiring the perfect candidate: Before hiring the perfect candidate, know what you are looking for. This is in addition to the skill set, experience, qualifications etc. How well are they aligned with your company culture? Can they add to your culture? Do they resonate with company values? And so on.