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HR Glossary > Recruitment
Recruitment is the process of acquiring new staff and bringing up that staff, so they can effectively do their jobs. Recruitment is what brings fresh and dynamic people into the company. The process itself is the strategic planning employed by organizations or institutions to search for candidates that are best suited to become part of their workforce in meeting their present and future needs.
Recruitment Cycle is the series of steps having to be carried out to find the right candidate for a job. A recruitment cycle is an ongoing process during a more extended period. A recruitment cycle is not about finding the right employees for your organization.
Recruitment Cycle consists of the following six steps:
Recruitment is a subset of selection. Selection can refer to identifying a candidate for employment or the hiring process itself. Recruitment comes into play once a job has become available and refers to how an employer recruits potential candidates to fill that job.
Recruitment metrics provide insight into the recruiting process and allow you to compare how different strategies impact your recruitment efforts. It is a list of the key metrics that we consider most important for recruiters to track and measure:
1. Number of applicants
2. Number of hires (new hires/total hires)
3. Hiring velocity (new hires/total hiring time)
4. Time to fill (days until hire/total days since the last hire)
5. Cost per hire (total cost/hires made)
6. Quality of hire (quality scores in job performance, or attrition rate)
7. Turnover (number of employees hired in year one, who have left by year two)
Recruiting is one of the essential activities in a company. Recruiting the wrong people can lead to low productivity, high turnover, and high costs. Recruiting the right people can significantly impact your company’s performance.
The recruitment process consists of five steps:
1) Job Analysis – Job analysis identifies the selection criteria and creates job descriptions based on these criteria.
2) Advertising Advertising is the process by which employers publicize their jobs to get candidates’ attention.
3) Screening Screening is the process by which employers eliminate unqualified candidates from consideration for employment.
4) Interviewing The interviewing process is used to determine if a candidate meets the selection criteria of a job description to determine if they are qualified for employment with your organization. Managers, supervisors, and executives may conduct interviews.
5) Selection or Hiring Selection or hiring employees is where an employer offers employment to a candidate who has met all selection criteria for a specific job opening.
Organizations typically face a range of recruitment challenges, including:
-Recruiting the right people for their organization.
-Recruiting for several vacancies that are too large to handle with the organization’s existing HR team and budget.
-Recruiting for positions that are difficult to fill because they require specialized skills or qualifications.
-Recruiting for positions that pay above-market rates.
-Recruiting for positions that will require additional training, supervision, or support.
-Recruiting for positions that require employees who can work long hours or travel frequently.
-Recruiting across multiple locations simultaneously. -Recruiting quickly in response to a specific opportunity/crisis.
-Recruiting in industries where the supply of candidates is deficient (e.g., healthcare and construction).
Recruitment is the first thing that a company must do to work. Recruitment of employees is necessary as it involves recruiting people with the right skills, knowledge, and experience. Recruiting the right kind of employee to a company is a critical factor determining if a company will succeed or fail. Recruitment is essential because it helps ensure that an employee is competent enough to do their job well and asset to a company. Recruitment also helps ensure that a company does not have too many or few employees. A company must make sure that it has recruited employees committed to working for them and are ready to do anyhow it takes to succeed. Recruiting the right kind of employee also ensures that companies have employees with positive attitudes towards their jobs, co-workers, managers, and other employees at the company. Positive attitudes can help create a friendly work environment where productivity is high, and there is little or no conflict among employees in different divisions within a company.
What recruitment techniques are used? Recruitment is a critical topic because, as we all know, it is the most challenging task in any organization. The recruitment process involves a lot of skills, aptitude, and experience one needs to be recruited successfully. Recruitment is a cycle that starts by defining the position and writing the job description, followed by advertising, interviewing, selection, offering employment, and finally, training and development.
After analyzing some of the most common recruitment techniques used today, some of them are as follows:
1) Direct application: this technique is when someone applies directly to an organization without being referred or encouraged to do so.
2) Headhunting: this technique usually involves agencies specializing in recruiting specialists for particular jobs within an organization.
3) Employee referral: Employees’ referrals are usually made by those already working within an organization.
4) Job fairs: job fairs are organized at different times, especially for recruitment purposes.
5) Social Media: It has become a new way for organizations to recruit new employees through its several platforms like Facebook, Twitter, and LinkedIn; these platforms are used for advertising jobs and allow candidates to apply online.
6) Temporary employment agencies: temporary employment agency
The recruitment process begins when an organization identifies the wants to fill a position and ends when a job-seeker accepts a job offer. The classical steps of the recruitment and selection process vary depending on the role and company.
Companies try to anticipate their staffing needs based on anticipated business activities, staffing turnover, promotions, and planned retirements to begin the process. When these factors indicate a need for new employees, companies usually post job postings on their websites or directly contact candidates with relevant skills about available positions.
Some companies initiate the recruitment process by hosting events where candidates can learn about open positions and network with hiring managers or recruiters. Some companies also advertise in print media like newspapers, trade magazines, or websites specializing in job postings.
Recruitment is a massive challenge for every business. It’s challenging to find time to analyze your process and identify areas of improvement. A commitment to recruitment operations is essential to improving ROI and removing pain points. Here’s how:
1. Change your methodology from reactive to proactive
2. Make a reliable competitor experience
3. Foster recruiting habits
4. Use Recruiting Metrics to Identify Opportunities for development
5. Accumulate Feedback From Candidates And Hiring Managers
6. Combine Recruitment Technology.
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