Recruitment

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For other uses, see Recruitment (disambiguation).
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Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates
to a one or more jobs within an organisation, either permanent or temporary. The term may
sometimes be defined as incorporating activities which take place ahead of attracting people, such
as defining the job requirements and person specification, as well as after the individual has joined
the organisation, such as induction and onboarding. Recruitment can also refer to processes
involved in choosing individuals for unpaid positions, such as voluntary roles or training
programmes.
epending on the si!e and practices of the organi!ation, recruitment may be undertaken in"house by
managers, human resource generalists and#or recruitment specialists. $lternatively, parts of the
process may be undertaken by either public"sector employment agencies, commercial recruitment
agencies, or specialist search consultancies.
The use of internet"based services and computer technologies to support all aspects of recruitment
activity and processes has become widespread and has revolutionised recruitment activities ranging
from recruitment agencies sourcing candidates through online job boards and social media, or
human resource professionals using assessment or job simulation programs as part of the selection
process.
Contents
%hide&
' (nternal
) *rocess
o ).' +ob analysis
o ).) ,ourcing
o ).- ,creening and selection
o ).. /ateral hiring
- $pproaches
o -.' (n"house
-.'.' (nternal recruiters
-.'.) 0mployee referral
o -.) 1utsourcing
o -.- 1n"campus
o -.. 0mployment agencies
-...' Traditional agency
-...) 2iche recruiters
o -.3 04ecutive search firms or headhunters
-.3.' 04ecutive research 5 resourcing firms
o -.6 (nternet recruitment services
-.6.' Recruitment websites
-.6.) +ob search engines
-.6.- Recruitment agency directories
-.6.. ,ocial recruiting
. ,trategic talent acquisition
3 ,ee also
6 Recruiting companies
7 References
Internal%edit&
(nternal recruitment refers to the process of a candidate being selected from the e4isting workforce
to take up a new job in the same organi!ation, perhaps as a promotion, or to provide career
development opportunity, or to meet a specific or urgent organi!ational need. $dvantages of this
approach include the organi!ation8s familiarity with the employee and their competencies 9insofar as
they are revealed in their current job:, and their willingness to trust said employee. (t can also be
quicker and can have a lower cost to hire someone from another part of the same organi!ation.
%'&
$ temporary internal appointment for a period of a few months sometimes occurs, after which the
employee would normally be e4pected to return to their previous job. This is known as
a secondment; someone on a secondment is said to be seconded to the new team. ,econdments
may also take place between related organi!ations.
Process%edit&
Job analysis%edit&
(n situations where multiple new jobs are created and recruited for the first time, a job analysis might
be undertaken to document the knowledge, skill, ability, and other personal characteristics required
for the job. From these the relevant information is captured in such documents as job
descriptions and job specifications. 1ften a company will already have job descriptions that
represent a historical collection of tasks performed. Where already drawn up, these documents need
to be reviewed or updated to reflect present day requirements. *rior to initiating the recruitment
stages a person specification should be finali!ed to provide the recruiters commissioned with the
requirements and objectives of the project.
%)&
Sourcing%edit&
,ourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies. (t
may involve internal and#or e4ternal advertising, using appropriate media, such as local or national
newspapers, specialist recruitment media, professional publications, window advertisements, job
centers, or in a variety of ways via the internet. $lternatively, employers may use recruitment
consultancies or agencies to find otherwise scarce candidates who may be content in their current
positions and are not actively looking to move companies. This initial research for so"called passive
candidates, also called name generation, results in a contact information of potential candidates who
can then be contacted discreetly to be screened and approached.
%)&