Introduction
The recruitment process is intensive, time-consuming, and expensive and significantly impacts organizations. Finding qualified candidates for various positions is referred to as recruiting. Businesses with a clearly defined recruitment strategy benefit from the creation and growth of an efficient and effective team. You can find the best candidates for each position by understanding various hiring practices.
Concepts of the Recruitment Process
Internal recruitment makes it easier to fill vacancies quickly, as a department does not have to start at the beginning of the recruitment process. Human resource departments hire new employees whenever job openings and candidates have the necessary skills (Armstrong & Tayler, 2020). Internal recruitment process involves; transfer, promotion, and rehiring. The external process involves advertisement and off-campus recruiting where the best candidates for a job based on their performance in selected.
Current Work Place Recruitment Process
Internal Recruitment
Transfer and promotion involve transferring employees in the same job role from one location to another. The employee’s job title and salary do not change during the transfer; the employee’s current location. For example, a manager may promote a candidate to a team leader position once they have a few years of experience. Along with higher salaries, promotions also come with more duties and responsibilities (Gregg, 2019). Departments often employ promotions to fill positions in top-tier companies.
Rehiring is another process as an organization hires a former employee to fill a vacant position. Those who perform well leave the company on good terms and are rehired by the company in the future. An employee may have left the company to go to college or for other personal reasons. Rehiring is an excellent recruiting strategy because former employees are familiar with the job requirements and the company’s work environment. When a company opens a new branch in a different city, the human resources department can issue a job vacancy notice to all employees.
External Process
Advertisements on company job pages, social media, and job sites are some of the most common ways to recruit from outside your organization. Employers can use external advertising to expand their pool of qualified candidates and more easily select candidates for the job (Omar, 2018). Recruitment agencies have large databases of qualified candidates, so this is a great way to fill top positions. Companies often use recruitment agencies to hunt their competitors for job vacancies.
Off-campus recruiting events such as career fairs are ideal for large companies looking to fill various entry-level positions. It could be a recruitment event open to the public where interested applicants can apply for the position through an interview. Job fairs can be expensive due to the need to book and advertise events to attract qualified candidates. They help employers build their brand image through advocacy (Gregg, 2018). It is an effective strategy to show individuals that the business encourages talent and offers many employment opportunities.
The Success of Top Recruitment Forms
A job advertisement is one of the essential tools an employer can use. The job market has changed dramatically due to more granular searches. Today’s recruiting problem is not a lack of talent; Finding and attracting the right talent is critical. Talent seekers can reach specific candidates through job postings (Sarkodie, 2020). The job posting is a long-term strategy that can no longer be implemented haphazardly. Businesses need to build a pool of intelligent and independent competitors. You can track the success of your recruiting efforts and prioritize your time and resources with the right job posting strategy.
Conclusion
Human resource management is highly dependent on the recruitment process as the primary means of acquiring employees for an organization. The main objective of recruitment is to get many qualified candidates. The result of recruitment actions is a fixed relationship in time with the monetary inputs provided. A more common method of identifying and attracting attention should start when the real party is ready to change.
References
Armstrong, M., & Tayler, S. (2020). Armstrong’s handbook of human resource management practice (15th ed.). Web.
Gregg Learning. (2018). Internal recruiting methods [Video].  Web.
Gregg U. (2019, October 22). Strategy and HR planning [Video]. Web.
Omar, O. (2018). Intelligent building, definitions, factors and evaluation criteria of selection. Alexandria engineering journal, 57(4), 2903-2910. Web.
Sarkodie, S. A. (2020). Causal effect of environmental factors, economic indicators and domestic material consumption using frequency domain causality test. Science of the Total Environment, 736, 139602. Web.