RECRUITMENT

By: Kanyinsola Ogunlayi

  What is recruitment?

 What is recruiting in HRM?

TABLE  What does recruitment involve?

 Types of recruiting

OF  Tips for effective recruiting

CONEN  Conclusion

T
 WHAT IS RECRUITMENT?
Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring
and onboarding employees. In other words, it involves everything from the identification of
a staffing need to filling it.

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.
What Is Recruiting In Hrm?
 Human Resource Management, otherwise known as HRM or HR for short, is the
function of people management within an organization.
 HR is responsible for facilitating the overall goals of the organization through
effective administration of human capital — focusing on employees as the
company's most important asset. Recruitment is the first step in building an
organization's human capital. At a high level, the goals are to locate and hire the
best candidates, on time, and on budget.
 While the recruitment process is unique to each organization,
there are 15 essential steps which are called HIRING PROCESS

WHAT DOES An efficient and effective hiring process is a step-by-step process

for hiring a new employee, whereby an organization identifies its
RECRUITMEN talent needs, recruits from its talent pool and eventually hires the
most qualified candidates.
T INVOLVE?
 15 Steps of the Hiring Process
 Identify the hiring need
The hiring process begins by identifying a need within your organization. This need could vary from filling a vacated position,
better managing a team’s workload, or expanding the reach of organizational tasks. Positions are, in other words, either newly
formed or recently vacated.
 Devise A Recruitment Plan:In the case of newly formed positions, organizations should clearly identify how the new role
aligns with its goals and business plan. Organizations should also keep relevant internal teams and employees apprised of the
new position at each stage of the hiring process.
 Write A Job Description:
The hiring staff should start by generating a job description that includes a prioritized list of job requirements, special
qualifications, desired characteristics, and requisite experience. The job description should also include information regarding
salary and benefits.
 Advertise The Position: Start, therefore, by notifying current employees of the opening. If, however, you are interested in
external candidates, you should include this information when you notify internally.
 Recruit The Position: Beyond simple job posts, the hiring staff should reach out directly to desirable candidates via LinkedIn,
social media, and job fairs.
 Review Applications: In many cases, the review process begins with Human Resource representatives who review the
applications and eliminate any candidate who does not meet the minimum requirements for the position or the company more
generally.
 Phone Interview/Initial Screening
 Interview: Depending on the size of the organization and hiring committee, one or several interviews are scheduled for those
remaining candidates.
 Applicant Assessment : Once the interviews are completed, or during their completion, company’s often assign applicants one
or more standardized tests. These exams measure a wide range of variables, including personality traits, problem-solving
ability, reasoning, reading comprehension, emotional intelligence, and more.
 Background Check: Background checks review candidates’ criminal record, verify employment history and eligibility, and
run credit checks. Some organizations also check social media accounts (Facebook, Twitter, etc.).
 Decision: After conducting background and reference checks, the hiring staff identifies their top choice. The hiring staff should
also select a backup candidate, in case the top choice declines the offer or negotiations fail to produce a signed offer letter.
 Reference Check: Reference checks should verify any information shared by the candidate about previous employment--job
performance, experience, responsibilities, workplace conduct, etc. A typical question to ask references is “Would you rehire
this person?”
 Job offer: Once a top candidate is identified, the organization should extend an initial offer, should include the position’s
salary, benefits, paid time off, start date, potential severance pay, working remotely policy, included company equipment and
other terms and conditions of employment. Negotiations are likely to follow.
 Hiring:After negotiations, once the candidate accepts the job offer they are hired. An accepted offer letter begins a process of
filling out and filing paperwork related to employment.
 Onboarding: Onboarding your new worker in a welcoming and professional way will help integrate them in a manner that
lays the groundwork for a long-term productive relationship between them and your company. A welcome letter is strongly
advised. consider assigning your new employee a mentor, which will help them settle in to their new position.
  Internal Recruiting: internal recruiting involves filling vacancies with
existing employees from within an organization.
 Retained Recruiting: retained recruiting is a common one. When an
organization retains a recruiting firm to fill a vacancy, they pay an
upfront fee to fill the position. The firm is responsible for finding
candidates until the position is filled.
TYPES OF  Staffing Recruiting: staffing recruiters work for staffing agencies.
RECRUITING Staffing recruiting matches qualified applicants with qualified job
openings.
 Outplacement Recruiting: outplacement is typically an employer-
sponsored benefit which helps former employees transition into new
jobs.
 Reverse Recruiting: refers to the process whereby an employee is
encouraged to seek employment with a different organization that
offers a better fit for their skill set.
 TIPS TO EFFECTIVE RECRUITING
Recruitment is a nuanced process that requires extensive research, thorough procedures, and finesse in order to produce high-
quality hires with regularity. With that in mind, here are out top-three tips for effective recruitment:

•Look internally before externally: there’s a good chance the best candidate for your position is already working for your
organization. Internal candidates are already familiar with and contributing to your corporate culture and goals. Given their past
success within your organization, it is reasonable to expect they will continue to excel in a new position.

•Reach out to “passive” candidates: effective recruiting requires you to look outside of your applicant pool for top talent.
Encouraging your staff to attend industry conferences and participate in professional organizations; developing relationships with
local university business schools (or other relevant departments); searching social media sites (i.e. LinkedIn) for strong resumes
from candidates who might not be actively looking for a new job; and encouraging your employees to refer people they know or
are connected to are all important mechanisms through which to expand your recruitment network.

•Hire the sure thing: according to two authors and experts, you should hire the person who is already excelling doing the exact
job in your industry. Past success, in other words, is the best indicator of future success.
 CONCLUSION
At its core, recruiting is a rather simple concept--it encompasses identifying
candidates and hiring them to fill open positions. However, effective recruiting
combines a bit of art with science. It requires implementing repeatable processes that
will lead to reliable results, on the one hand. On the other, it requires sophistication
to think outside the box in order to find your ideal candidate
THANK YOU