What is Recruitment in HR

Recruitment in HR

Recruitment in human resource management is a systematic process of finding, identifying, short-listing, interviewing and selecting qualified candidates for specific job positions in an organisation. It is an important step in building human capital to meet the overall goals of the organisation. The entire hiring process, from sourcing candidates to onboarding them, generally follows a set deadline and budget. Many recruiters use recruiting software to streamline the process.

Depending on its size, the organisation may leave the responsibility for the recruitment to different professionals. A large organisation may have a separate HR department and HR teams to handle its hiring requirements. Smaller organisations may only have a single hiring manager. Some organisations may find it more economical to outsource the hiring work to professional recruiting firms. The recruiters may find candidates by posting the job advertisements at various places, such as company websites, online job sites, professional networking sites and social media

Recruiting types in HR

·????????Internal recruiting

·????????Retained recruiting

·????????Contingency recruiting

·????????Reverse recruiting

Internal recruiting

Internal recruiting involves looking within the organisation at its existing workforce for qualified people to fill the available positions. The recruiters may review the background and work performance of the current employees and assess if any of them have the skills and abilities to assume the responsibilities of the new role. They may promote or transfer people to fill the jobs or invite freelancers to become full-time employees.

They may advertise internally or notify all employees about the open job opportunities and ask those seeking a career change to apply or get in touch with them regarding these. They may also introduce an employee referral scheme.

Retained recruiting

When an organisation retains an external recruiting firm to fulfil its recruitment, the process is known as retained recruiting. The external recruiting firm is responsible for advertising the available job positions and for finding, short-listing and inviting qualified candidates to interview for them. They may also be in charge of interviewing and selecting the candidates. Some organisations may work with a single recruiting firm to fill open positions, while others may hire multiple recruiters to find suitable candidates for the same openings.

Contingency recruiting

Contingency recruiting is similar to retained recruiting in outsourcing the recruitment process to an external recruitment firm. Although, in contingency recruiting, the external recruitment firms can get their fee from the organisation only after hiring qualified candidates for the available job positions. The organisation may engage multiple recruiting firms to find candidates and pay only those who get the work done. Recruitment companies that undertake contingency recruiting generally have to handle very high volumes of recruitment activities.

?Reverse recruiting

In reverse recruiting, the responsibility of being hired by the companies belongs to the candidates. They may research companies in their industry, identify the ones they want to work with and send them job applications. They may apply to advertised positions or get in touch with the company's hiring manager and express their interest in working with the company.

Steps of the recruiting process in HR

1. Identify company needs

2. Create a recruitment plan

3. Draft a job description

4. Advertise the open position

5. Analyze the candidates

6. Interview candidates

7. Close the process

Tips for successful recruitment in HR

Conduct wide searches

The best way to find the most suitable candidates for available job positions is to conduct extensive searches in many locations. Along with searching internally within the organisation, it may also help to search externally.

Reach out to employed professionals

The most suitable candidates for the available positions may not be actively looking for a job. They may already work with another organisation. Some of them may consider a job change for a variety of reasons

Review past success

Reviewing the candidate's past track record can be a good indicator of their future work performance. Even if they have not worked previously in a similar role, their record can indicate their work diligence.

Save applicant information

Since available positions are generally limited, recruiters can only hire a select few from a talented pool of candidates. It is advisable to save their information for future use. So, when there are new openings in the organisation, the recruiter can refer to this list and contact the candidates already screened for skills and qualifications.