Recruiting is a synonym for “hiring,” derived from American English. This word denotes the general process of attracting, selecting and approving suitable candidates for jobs for permanent or temporary work in a particular organization. Recruiting is one of the main responsibilities of personnel managers, HR specialists in human resources and human resources.
More detailed definition
By and large, the explanation above can be attributed to the standard set of personnel in the enterprise. What is the difference? Recruiting is the process of finding and hiring the most qualified candidates (within or outside the organization) for open vacancies. And you need to do this as quickly as possible, more economically, and even find a person who will bring maximum profit to the enterprise.
Employee Search Stages
Recruiting is a multi-step process. Its complexity and the number of stages vary, depending on the size and requirements of the enterprise, but the following main stages can be distinguished:
- Vacancy analysis. At this stage, the requirements for the future employee, his duties, working hours, salary, etc. are determined.
- Preparation of a detailed description of the vacancy based on its analysis.
- Drawing up a recruitment plan.
- The choice of persons responsible for the search for new employees, or the transfer of tasks to recruitment agencies.
- Searching the databases of potential candidates, as well as collecting resumes using announcements.
- Reduction of the list of submitted applications to the most suitable.
- Interviews with candidates using business games, tests, and other selection methods that are best suited to the job.
- Refinement of data and recommendations.
- Choice of candidacy.
Recruitment Methods
The widespread penetration of the Internet in all spheres of life has not spared the scope of employment.
While many traditional recruitment methods continue to work successfully, the World Wide Web has significantly expanded their list. Here is a list of the most popular options:
- Search among friends or relatives of the HR manager. The best recruiters have an extensive circle of contacts with many leading specialists who can recommend the best candidate or act as the ones themselves.
- Attracting suitable workers from other organizations, or the so-called poaching. This also applies to one of the important skills of a good recruiter - he knows where there are good employees and knows how to convince them to join their employer.
- Search on online boards as well as in print ads.
- Selection among senior university students and their internship in the company, as an option - selection among students on the eve of their graduation.
- Search in social networks, primarily in the network of LinkedIn professionals. Most recruiters use these tools if not for selection, then to verify information about job seekers. Therefore, you need to be careful about everything that you write on your page.
- Search for an employee within the company to transfer to another position.
- Involvement of third-party organizations - personnel or recruiting agencies.
Recruitment Templates
During the search for a candidate for the position, the personnel manager has to repeatedly post the same information on different platforms, analyze the applications received, and then repeat the same questions during interviews with applicants. To speed up this process and save time, recruitment templates are used. They come in several forms, depending on what stages of the search are intended. For instance:
- Vacancy description design template - it must contain data on its name, the name of the employing company, its location, the main duties of the employee, the required skills. There should also be information on how to contact the person responsible for the selection of personnel.
- Templates for shortening the list of candidates - as a rule, these are tables in which the recruiter enters data on applicants for the position according to the fields that they had to fill out in a resume or other form for submitting data. In percentage terms, he indicates how the skills of the applicants meet the requirements, leaving notes if necessary. This allows you to organize information and accurately select the most suitable candidates.
- Templates for interviews - in order to properly interview all applicants, and not to miss a single question and answer, it is best to prepare templates for personal meetings with applicants. So all of them will be in equal conditions, and the recruiter will be able to possess the complete information necessary for selection.
- Failure patterns - not all applicants will suit the company. To save yourself from unnecessary calls and clarifications and make it clear to a person that he can continue his search for work, a recruiter will need a form of a letter of notification that the candidate has been rejected. This is not only a courtesy, but also the support of the company's image. After all, who knows, maybe tomorrow she will need just this person.