Recruitment refers to the process of searching for prospective employees from within or outside an organization. The hiring process involves reviewing the requirements and duties of the position and then advertising it. Shortlisted applicants are then interviewed, and the best fit hired to work in the organization.
Since employees are an organization’s greatest asset, effective recruitment strengthens an organization and leads to higher productivity and growth. On the flip side, ineffective recruitment can be costly to an organization and may damage the organization’s reputation. It is essential for organizations to adopt the most effective types of recruitment when filling vacant positions.
There are different effective types of recruitment that a human resource department can use to hire an employee. Below are fifteen of these recruitment strategies:
1. Internal Recruitment
This type of recruitment involves posting details of a job opening in an in-house bullet board or the organization’s internal website. Internal recruitment allows employees to apply for positions falling vacant within the organization. This type of recruitment improves the organizational culture by providing opportunities for growth and change within the organization. It is the best and easiest way of recruitment as the employee’s work is already known to the organization.
2. Employee Referral
Employees in an organization can refer qualified talents to an opening in the organization. Since the new employee is known to the referring employee, they are likely to be aware of the organization’s culture and are therefore easily assimilated into the organization. These types of recruitment can save your recruitment budget since you don’t have to spend on advertising.
Promotion is the process of upgrading a current employee from a lower rank, position or status to a higher one. In most cases, the new position comes with more duties and responsibilities. Promotions are ideal for filling higher openings in the organization since the promoted employees are already conversant with the organization’s culture.
4. Online Job Boards and Websites
Organizations, both small and large, must have an online presence, and the first place to start is coming up with a company’s website. You can use the company’s website for advertising vacant positions to a global audience of potential employees. You can also use job boards to posts new positions in your company.
5. Social Networks
Social networks, such as LinkedIn and Facebook, are potent forums for announcing new positions in your company. Some organizations are increasingly using these types of recruitment to fill vacant positions, since the communication is often more personal and direct.
6. Employer Branding
Employer branding has to do with working on the organization’s image and reputation to attract new employees. Techniques used in branding an organization’s product or image should also be used to build an organization’s brand recognition and reputation to potential employees.
Transfers refer to moving employees from one job to another without affecting their rank or responsibilities. An employee can be transferred from one location to another, or from one department to another.
8. Press Advertising
An organization can source for new hires by advertising in the national/local newspapers, magazines or trade journals. Those interested in the advertised position react to the ads by applying for the advertised vacancies.
An organization can build a database of potential employees by storing applications for employment from various channels. When a new position comes up, a company can refer to this database of previous applicants to fill a vacant position.
10. Recruiting Former Employees
This type of recruitment involves rehiring former employees into the organization. This method is effective as it is both time and cost-effective. Besides, former employees are conversant with the organization’s culture, duties and responsibilities.
11. Factory Gate Recruitment
This is also referred to as direct recruitment. It involves recruiting qualified candidates by placing a notice on the organization’s noticeboard. Both internal and external applicants are encouraged to apply.
12. Employee Exchanges
Employee exchanges involve sharing details of a job seeker with other employers to help them fill vacant positions. This method is especially helpful in hiring unskilled, semi-skilled and skilled workers.
13. Employment Agencies
Employment agencies scout for new talents by using their extensive networks. They are experts at matching open vacancies in organizations with qualified job applicants. Organizations that do not want to invest heavily on recruitment can approach such firms to help them fill vacant positions. If you are just starting out and do not have a hiring team or a human resource department, approaching an employment agency is recommended.
14. Graduate Recruiting
You can fill vacant positions by liaising with learning institutions to recruit students. During career events held by the learning institutions, qualified organizations are invited to recruit from the graduating student population.
15. Search Consultants
This type of recruitment involves hunting down potential employees who may not even be actively looking for a job. They could be comfortably working elsewhere, but due to their skills and expertise, another organization may decide to hire an external recruiter to head-hunt them to avoid potential backlash from competitors.