Recruitment is the process of actively seeking out, finding and hiring candidates for a specific position or job. The recruitment definition includes the entire hiring process, from inception to the individual recruit’s integration into the company. Depending on the size of an organization, recruitment is the responsibility of a range of workers. Larger organizations may have entire teams of recruiters, while others only a single recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition, many organizations outsource recruiting to outside firms. Companies almost always recruit candidates for new positions via advertisements, job boards, social media sites, and others. Many companies utilize recruiting software to more effectively and efficiently source top candidates. Regardless, recruitment typically works in conjunction with, or as a part of Human Resources.
Process and recruitment selection
While the recruitment definition and process varies from company to company, there are some basic steps that any employer can take to make recruitment smoother and more successful, such as the following:
• Comparing different types of job recruitment software to find the ideal fit.
• Establishing clearly defined standards and expectations for the ideal job applicant.
• Taking proactive steps to integrate new employees with comprehensive “on-boarding.”
• Staying ahead of the latest trends and best practices in recruiting.
To start, a company typically outlines what the job or position entails and creates a profile of the ideal candidate. The company must then attract the candidate through advertisement or the use of recruitment software. Applicants are screened and interviewed by predetermined criteria. When the ideal candidate is chosen, they are hired and integrated into the workplace, and the recruitment process is complete. Companies often place a high value on recruitment, meaning they devote the appropriate time and resources to the process.
To ensure proper alignment of skill sets to organizational goals
Through recruitment, organizations make sure that the skill sets of the staff or manpower of the company remains aligned to its initiatives and goals.
In the event that they notice some positions do not really contribute to the advancement of the organization towards its goals, then it can take the proper action to correct this, probably through job redesign, restructuring of the workforce, or conduct of job enrichment programs.
To ensure effective and efficient recruiting
Effective recruiting means that the person employed for the job is the best possible candidate for it, with all the required skills, talents and qualifications of the job. Efficient recruiting, on the other hand, means that the process has been carried out without incurring a lot of costs on the part of the organization. By following the process, there is a greater chance that the human resources department can get the best possible person for the job.
Organizations may carry out their hiring processes their own way, but without a system or set guidelines in place for its conduct and implementation, there is a risk that the company may incur more expenses than necessary.
The company will also end up wasting its resources if the wrong or unqualified person was actually hired. Not only will this create problems for the company in the long run, particularly in the attainment of its goals, but it would mean that the organization would also have wasted its resources in training an employee that is not right for the job after all.
To ensure compliance with policies and laws
There are various rules, laws and regulations that organizations must adhere to when it comes to its human resources management. Equal opportunity employment and non-discrimination in hiring are two of them. By following a recruitment process, the chances of the organization violating these policies will be low.