What is Recruitment?
Recruitment is the ongoing process of finding, identifying, acquiring and hiring potential candidates. It relates to the entire hiring cycle, from posting the job to selection, onboarding new hires and nurturing a talent pool to attract more candidates.
What does an ordinary recruitment system look like?
Below, we’ve covered a primary breakdown of the recruitment system into 10 steps.
Identify a lacking skillset at your organization or a vacancy which you want to fill.
But the question is that, who will fit perfect for the postion? What are the skills you want in him? Where you will get this candidate?
Start the process of job posting, that must include:
- Job description
- Salary
- About Company
- Application instruction
Job posting on the Recruitment Platform
- Review applications and shortlist the applicants.
- Start the interview process.
- Final decision to select the candidate
- Make an offer to the candidate
- Onboard the candidate.
- Continue to build brand awareness and develop company’s support network.
Types of recruitment
There are several types of recruitment. An organisation might use multiple recruitment methods in tandem or may prefer to use just one type of recruiting strategy.
- Inbound Recruiting – Inbound recruitment means using your company brand to attract potential candidates and then converting those candidates into employees. There should be brand ambassadors and promoters who tell other potential talent about your organization.
- Outbound Recruiting – In Outbound recruiting, you don’t have to worry about constantly attracting new talent. They only look for candidates when the need to fill a position arises.
- Internal recruitment- This is also known as”internal promotion” or filling vacancies from your existing workforce. The advantage of doing this is that your new staff is almost ready to start the duty with a lot of institutional knowledge.
- Contingency recruitment: This is an emergency recruitment process. In this type of recruitment ,better to outsource all responsibility of hiring to a recruitment agency or a requirements platform to find candidates for your business.The recruitment agency or platform only gets paid when you successfully hire a candidate they found. Hire Dutybell for contingency recruitment, Dutybell is a recruitment team with a powerful recruitment platform, Know the solution.
Recruitment best practices
There are some best practices to follow when implementing a successful recruitment strategy. We have outlined them below.
Design a systematic and replicable recruitment process
Your strategy for seeking new hires should be both efficient and effective.
It should be well defined and easily replicated so that turnover in your hiring team does not impact your hiring process.
Consider Dutybell ATS & CMS
This is where recruitment software like Dutybell’s applicant tracking system (ATS) and candidate management software (CMS) are powerful and capable to handle the process. These software solutions provide a centralized location for candidate data and communication history.
Maintain a talent pool and talent pipeline
Talent pool is a collection of potential candidates who have shown interest in working for your organization. They may be past job applicants, or you may have attracted them through job sites, social media, email.
A talent pipeline matches the current position of each candidate in your talent pool. Some may be passive candidates – someone you are considering who is not actively seeking a role – while others are active job seekers.
Utilise recruitment analytics
Data and analytics can give you great insight into how well your recruitment processes are working.
A few key metrics, such as cost to hire and time to hire, go a long way in helping you analyse your recruiting success. For example, if a candidate has a high cost to hire but becomes a long-term employee for your company, the return on investment (ROI) for that candidate is strong.
Who typically handles the recruiting process?
Several people are involved in the recruiting process, and each plays a slightly different role.But a good company don’t allow everybody or anybody to take the interview. Ultimately, it’s the hiring manager who makes the final hiring decision and who’s responsible for the outcome of the hiring process.
A hiring manager is different from an HR manager. They may be involved in the recruitment process but do not make hiring decisions. A hiring manager is the person responsible for hiring the candidate and is usually a supervisor on the team the new hire will join.
A recruiter is typically responsible for laying the foundation for hiring the right people. A recruiter’s responsibility is to build a talent pipeline, train hiring managers on interviewing techniques and recommend techniques to help assess candidates objectively.
Recruitment process vs hiring process vs talent acquisition
These three terms are used interchangeably, but all three have slightly different definitions. While everyone’s ultimate goal is the same (attracting and hiring the best talent possible), But purposes are different.
The recruitment process is the process of continually attracting and hiring the best talent for positions throughout the organization. It includes building brand awareness, identifying job seekers, posting vacancies, hiring and onboarding.
The hiring process is a part of the recruiting process.This part of the process is about filling an open position with a candidate with the right skills.
Talent acquisition is similar to recruiting, but involves the ongoing acquisition and retention of top talent by an in-house team, rather than using recruitment agencies and contractors. Talent acquisition focuses on long-term HR planning.
The importance of a recruitment process that works
A company’s most important resource is its human capital. It can’t be denied that good employees are the lifeblood of an organisation and they are the people behind company’s success. Unfortunately, they’re often the most difficult asset to find and retain.
Attracting qualified candidates can be tricky, particularly if you don’t have a large talent pool or functioning talent pipeline.
(An efficient, effective and methodical recruitment process is your perfect tool for connecting with potential candidates, guiding them through your pipeline, and
