Recruitment

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Recruitment (hiring) refers to the overall

process of attracting, shortlisting,
selecting and appointing suitable
candidates for jobs (either permanent or
temporary) within an organization.[1]
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 to support
all aspects of recruitment have become
widespread.[2]

Process
Job analysis

In situations where multiple new jobs are

created and recruited for the first time or
vacancies are there or the nature in such
documents as job descriptions and job
specifications. Often, a company already
has job descriptions for existing
positions. Where already drawn up, these
documents may require review and
updating to reflect current requirements.
Prior to the recruitment stage, a person
specification should be finalized.[3]

Sourcing

Sourcing is the use of one or more

strategies to attract or identify
candidates to fill job vacancies. It may
involve internal and/or external
recruitment advertising, using
appropriate media, such as job
portals,local or national newspapers,
social media (such as LinkedIn or
RiteSite), business media, specialist
recruitment media, professional
publications, window advertisements, job
centers, or in a variety of ways via the
internet.

Alternatively, employers may use

recruitment consultancies or agencies to
find otherwise scarce candidates—who,
in many cases, may be content in the
current positions and are not actively
looking to move. This initial research for
candidates—also called name generation
—produces contact information for
potential candidates, whom the recruiter
can then discreetly contact and screen.[3]
Screening and selection

Various psychological tests can assess a

variety of KSAOs, including literacy.
Assessments are also available to
measure physical ability. Recruiters and
agencies may use applicant tracking
systems to filter candidates, along with
software tools for psychometric testing
and performance-based assessment.[4]
In many countries, employers are legally
mandated to ensure their screening and
selection processes meet equal
opportunity and ethical standards.[3]

Employers are likely to recognize the

value of candidates who encompass soft
skills such as interpersonal or team
leadership.[5] Many companies, including
multinational organizations and those
that recruit from a range of nationalities,
are also often concerned about whether
candidate fits the prevailing company
culture.[6] Companies and recruitment
agencies are now turning to video
screening as a way to notice these skills
without the need to invite the candidates
in physical.[7] Screening as a practice for
hiring has undergone continual change
over the years and often organizations
are using video to maintain the
aforementioned standards they set for
themselves and the industry.

Disabled candidates
The word disability carries few positive
connotations for most employers.
Research has shown that employer
biases tend to improve through first-hand
experience and exposure with proper
supports for the employee[8] and the
employer making the hiring decisions. As
for most companies, money and job
stability are two of the contributing
factors to the productivity of a disabled
employee, which in return equates to the
growth and success of a business. Hiring
disabled workers produce more
advantages than disadvantages.[9] There
is no difference in the daily production of
a disabled worker.[10] Given their
situation, they are more likely to adapt to
their environmental surroundings and
acquaint themselves with equipment,
enabling them to solve problems and
overcome adversity as with other
employees. The U.S. IRS grants
companies Disabled Access Credit when
they meet eligibility criteria.[11]

Diversity

Many major corporations recognize the

need for diversity in hiring to compete
successfully in a global economy.[12]

Recruitment process
outsourcing
Recruitment process outsourcing (RPO)
is a form of Business process
outsourcing (BPO) where a company
engages a third party provider to manage
all or part of its recruitment process.

Approaches
Internal recruitment (not to be confused
with internal recruiters) refers to the
process of a candidate being selected
from the existing workforce to take up a
new job in the same organization,
perhaps as a promotion, or to provide
career development opportunity, or to
meet a specific or urgent organizational
need. Advantages include the
organization's familiarity with the
employee and their competencies insofar
as they are revealed in their current job,
and their willingness to trust said
employee. It can be quicker and have a
lower cost to hire someone internally.[13]

An employee referral program is a

system where existing employees
recommend prospective candidates for
the job offered, and in some
organizations if the suggested candidate
is hired, the employee receives a cash
bonus.[14]

Niche firms tend to focus on building

ongoing relationships with their
candidates, as the same candidates may
be placed many times throughout their
careers. Online resources have
developed to help find niche
recruiters.[15] Niche firms also develop
knowledge on specific employment
trends within their industry of focus (e.g.,
the energy industry) and are able to
identify demographic shifts such as
aging and its impact on the industry.[16]

Social recruiting is the use of social

media for recruiting including sites like
Facebook and Twitter or career-oriented
social networking sites such as LinkedIn
and XING.[17][18] It is a rapidly growing
sourcing technique, especially with
middle-aged people. On Google+, the
fastest-growing age group is 45–54. On
Twitter, the expanding generation is
people from ages 55–64.[19]

Mobile recruiting is a recruitment

strategy that uses mobile technology to
attract, engage and convert candidates.
Mobile recruiting is often cited as a
growing opportunity for recruiters to
connect with candidates more efficiently
with "over 89% of job seekers saying their
mobile device will be an important tool
and resource for their job search."[20]

Some recruiters work by accepting

payments from job seekers, and in return
help them to find a job. This is illegal in
some countries, such as in the United
Kingdom, in which recruiters must not
charge candidates for their services
(although websites such as LinkedIn may
charge for ancillary job-search-related
services). Such recruiters often refer to
themselves as "personal marketers" and
"job application services" rather than as
recruiters.

Using multiple-criteria decision

analysis[21] tools such as analytic
hierarchy process (AHP) and combining
it with conventional recruitment methods
provides an added advantage by helping
the recruiters to make decisions when
there are several diverse criteria to be
considered or when the applicants lack
past experience; for instance, recruitment
of fresh university graduates.[22]

Multi tier recruitment model

In some companies where the
recruitment volume is high, it is common
to see a multi tier recruitment model
where the different sub-functions are
grouped together to achieve efficiency.

An example of a 3 tier recruitment model:

Tier 1 - Contact/ Help desk - This tier

acts as the first point of contact where
recruitment requests are being raised.
If the requests are simple to fulfil or
 are queries in nature, resolution may
take place at this tier
Tier 2 - Administration - This tier
manages mainly the administration
processes
Tier 3 - Process - This tier manages the
process and how the requests get
fulfilled

See also
Applicant tracking system
Candidate submittal
Dismissal (employment)
Ethnic penalty
Employment agency
Human resource consulting
 Human resource management
Industrial and organizational
psychology
Onboarding
Personality–job fit theory
Sourcing (personnel)
Trends in pre-employment screening

Recruiting companies

List of employment agencies

List of employment websites
List of executive search firms
List of temporary employment
agencies

References
1. "What is recruitment" .
2. Sulich, Adam (2016-02-06).
"Mathematical models and non-
mathematical methods in recruitment and
selection processes" . Reviewed papers
form 17th international conference.
Mekon 2015. 1. ISBN 978-80-248-3684-3.
3. [1] , Acas. Accessed 7 March 2017
4. Teacher's Guide to Performance-Based
Learning and Assessment. "What is
Performance-Based Learning and
Assessment, and Why is it Important" ,
Chapter 1, ISBN 0871202611
5. "SULICH Adam; Mathematical models
and non-mathematical methods in
recruitment and selection processes" .
www.academia.edu. Retrieved
2016-02-01.
6. Hays Quarterly Report Sharing our
recruiting know-how, Nick Deligiannis,
April - June 2012
7. "How companies and not-for-profit
organisations can benefit from video
interviewing - TeloInterview" .
telointerview.com. Retrieved 2018-01-12.
8. Darling, Peter (Aug 2007). "Disabilities
and the Workplace". Business NH
Magazine. 24 (8): 28.
9. N/A. "DISCUSSION: ADVANTAGES,
DISADVANTAGES, AND STATISTICS" .
Valdosta State University. Retrieved
7 April 2014.
10. "General discussion topics in
recruitment" .
11. N/A. "Tax Benefits for Businesses
Who Have Employees with Disabilities" .
IRS. Retrieved 7 April 2014.
12.
https://www.forbes.com/sites/joshbersin
/2015/12/06/why-diversity-and-inclusion-
will-be-a-top-priority-for-
2016/#5bec92724bd4
13. Dan Schawbel (15 August 2012). "The
Power Within: Why Internal Recruiting &
Hiring Are on the Rise" . Time. Retrieved
28 October 2013.
14. Editor (15 July 2015). "What is an
employee referral program?" .
www.businessdictionary.com. Retrieved
22 July 2015.
15. "How to Find Recruiters in Your
Niche" . Wall Street Journal. Retrieved
2012-08-03.
16. "The New Energy Crisis: Power
Industry in for a Jolt as About Half of
Workforce Readies for Retirement" .
17. "Social Recruiting and Your Job
Search" . About. Archived from the
original on 2012-01-25. Retrieved
2012-07-18.
18. "Atlassian's social hiring spree pays
off" . iTnews.
19. Meister, Jeanne (January 6, 2014).
"2014: The Year Social HR Matters" .
Forbes. Retrieved January 9, 2014.
20. "INFOGRAPHIC: The Rise Of Mobile
Job Search | Glassdoor Blog" . Glassdoor
Blog. Retrieved 2016-01-08.
21. Malara Z., Miśko R. and Sulich A.
“Wroclaw University of Technology
graduates' career paths”,Vesnik of Yanka
Kupala State University of Grodno. Series
5. Economics. Sociology. Biology , vol. 6
no. 3, pp. 6-12,
2016.https://www.academia.edu/313347
33/Wroclaw_University_of_Technology_gr
aduates_career_paths
22. Zarei, Mohammad Hossein; Wong,
Kuan Yew (2014). "Making the recruitment
decision for fresh university graduates: A
study of employment in an industrial
organisation". International Journal of
Management and Decision Making. 13
(4): 380.
doi:10.1504/IJMDM.2014.065357 .
External links
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