DIFFERENT AND EFFECTIVE WAYS OF RECRUITMENT
What is Recruitment?
Recruitment refers to the process of identifying, attracting, screening, shortlisting and interviewing suitable candidates for jobs within an organization. In other words, it involves everything from the identification of a staffing need to filling it.
Human Resources Management is the function of people management in an organization. HR is responsible for facilitating the goals of the organization through effective administration of human capital. Recruitment is the first step in building an organization’s human capital.
STAGES OF RECRUITMENT
Stage 1 :
- Identifying Job Vacancy.
- Recruitment Planning.
- Job Description.
Stage 2 :
- Job Advertising.
- Ability Tests.
Stage 3 :
- Conducting Interviews.
Stage 4 :
- Job Evaluation and offer.
SOURCES OF RECRUITMENT
The main sources of recruitment are namely states below :-
- Internal Recruitment
- External Recruitment
Internal Recruitment Internal recruitment refers to the process of filling vacancies within a business from it’s existing work force. In internal recruitment an Organization looks at it’s existing employees to find a suitable candidate to fill the jobs with their current employees, Sourcing talent from other teams , departments and job functions within a company. This process enables teams to proactively fill skill gaps.
TYPES OF INTERNAL RECRUITMENT
To fill a higher position hiring managers could promote an existing employee. It is the most widely used from of internal recruitment.
Transfer and postings :
Transfer involves shifting of an employee from one job to another, typically of similar nature.
Employee Referrals :
The present employees can refer their friends and family to the job. The organisations encourage employee referrals as the cost and time could be saved.
Retired Employees :
Some retired employees may be willing to come back to work on part-time basis.
External recruitment is the process of filling open roles of the company with applicants, outside the current employee pool. It is the assessment of an available pool of job candidates, other than existing staff, to see if there are any sufficiently skilled or qualified to fill and perform existing job vacancies. In other words, it is the process of searching outside of the current employee pool to fill open roles in the organization.
TYPES OF EXTERNAL RECRUITMENT
The advertisement is the most common source of external recruitment. The ads in newspapers, professional journal give a comprehensive detail about the organization and the job.
Campus Recruitment :
Campus recruitment is a program conducted within universities to provide jobs to students.
Placement Agencies :
Placement agencies facilitate an individual seeking a job and employers to find employees.
E-recruitment means searching and screening the prospective candidates electronically.
Employment Exchange :
Employment exchange is office run by the government wherein the details about the job seekers is stored and given to employers.
PROS & CONS OF INTERNAL AND EXTERNAL RECRUITMENT
MODERN RECRUITMENT TECHNIQUES
Professional organizations search senior executives and advice co. to fill the position.
Body Shopping :
Training institution develop pool of HR.
Business Alliances :
Acquisitions, mergers, share HR.
Networking Events :
HR events, job fairs, seminars, etc.
Social Media :
LinkedIn, Facebook Twitter and Instagram.
HOW TO GET REFERRALS FROM LINKEDIN?
STEPS TO GET REFERRALS FROM LINKEDIN -
The basic steps to get successful referrals through LinkedIn are :
- Expand your network and connect with as many people as you can.
- Find the best suited person.
- Send the right formal message.
- Keep the message informative - send your message with proper ID and URL of the opening ( from company career page, LinkedIn,etc.)
- Create a template. Following a proper template of the referral message including your skills and relevant experience.
- Be genuine with words.
- Follow Up.
FEW ADDITIONAL STEPS -
After you are done with the basics of how to ask for referrals, follow the below stated steps:
- Check out profiles of people who are working at your preferred domain of interest.
- Prefer and approach people who are working in the same domain of interest as yours. For instance if you’re data science analyst, it is advisable to ask on data science analyst to refer you for the available vacant positions. They can judge you based on your curriculum vitae and skills.
- LinkedIn allows you to send messages to a certain limit. Prefer people who have been active on LinkedIn in the past one month. Here, being active means a like/comment or shares.
- Try that your message is concise and appealing, this increases the chances of getting a reply. The referrer may even suggest some improvements or provide some valuable feedback.
And, that’s all we need to get successful referrals from LinkedIn.
STEPS AND PLAN FOR RECRUITMENT USING SOCIAL MEDIA, LINKEDIN, ETC.
A job posting is used to advertise jobs and help standardise them across a business. A good template should least things that attract great candidates, rather than merely listing pertinent requirements and qualifications. Job postings are also called job advertisements, announcements, job ads or wanted ads.
STEPS AND PLANS FOR RECRUITMENT USING SOCIAL MEDIA
Online recruitment is all about finding quality candidates and making connections with them. Trying to find an employee that will not only fit with the job you are hiring for but also matches your company culture can be challenging. Here are the basic steps to get started :-
Find suitable people :
The key to recruiting on social media is to cut through the noise and find the right people.
Be easy and promote work culture :
You should share content that shows your company is a great place to work so you can organically attract candidates.
Involve every employee :
Encourage your entire staff to share openings and, in general, be an evangelist for your brand on social media.
Recruiters can grow small media presence :
Individual recruiters can make person-to-person connections with candidates but should first know social media best practices and use social media regularly.
RECRUITMENT USING LINKEDIN
LinkedIn is undoubtedly the best of all social media networks when it comes to recruiting. Nearly everyone with an established career has a profile on the "World's Largest Professional Network. "
Here are a few steps for getting started :-
Fully complete your brand page :
Job searchers will find your page, see openings and learn everything they need to know about your organization.
Utilize filters to find the right candidates :
Since, there are so many people on LinkedIn, recruiters are able to use filters to find potential candidates.
Add personal touch :
Add personal touch to your messages. Mention what about the candidate caught your attention and makes you think they would be a good fit for your company.
EXAMPLE OF HOW YOU CAN WRITE A HIRING ALERT FOR YOUR COMPANY
We are #hiring #interns in several functions for June 21' batch for our Graduate Rotational Internship Program ( GRIP) — an opportunity to learn, grow your network.
Various functions available are :-
- Campus Ambassador.
- Talent Acquisition.
- Data Science and Business Analyst.
- Content Development.
- Digital Marketing.
- Mobile App Development.
- IoT and computer vision.
- Web Development & Designing.
Details are provided in the link -
Please go through the link and apply for the same.
Deadline for applying to the above positions — 20 May 2021.
Internship will begin from first week of June 2021.
In case of confusion, go through the FAQs.
All the best!
So, this is how we can write a hiring alert for any company.
In conclusion, we have learnt the basics of recruitment, it’s stages and types. Apart from that, we have also learnt how to get referrals from linkedIn and the various steps and plans needed to acquire the same and how to write hiring alert for any company.
The Sparks Foundation