What is recruitment?
The term recruitment comes from French and literally means "hiring personnel." However, it is a much more complex process than simply finding and employing workers.
Today, various recruitment methods are used in our country, some of which originated in Western countries, such as those in Europe and the USA. These methods have proven to be more effective and have become widely adopted. In some cases, they differ significantly from traditional hiring practices. They have also greatly expanded the capabilities of HR departments, so recruitment should not be seen as just hiring employees.
What is Recruitment?
Recruitment is a comprehensive process that involves several key stages, including searching for candidates, hiring, and assisting with their integration into a new role. In today’s business world, the human factor plays a crucial role , and recruitment ensures employees are carefully selected and effectively integrated. The goal is to build a strong team where each member contributes to the company's success.
Who is Responsible for Recruitment?
Recruitment is handled by:
A company's in-house HR department has a better understanding of its specific staffing needs. However, HR specialists may face challenges in meeting recruitment demands, especially when launching a new business direction, opening a new branch, or conducting mass hiring. In such cases, external organizations providing recruitment services need to be engaged.
Today, various recruitment methods are used in our country, some of which originated in Western countries, such as those in Europe and the USA. These methods have proven to be more effective and have become widely adopted. In some cases, they differ significantly from traditional hiring practices. They have also greatly expanded the capabilities of HR departments, so recruitment should not be seen as just hiring employees.
What is Recruitment?
Recruitment is a comprehensive process that involves several key stages, including searching for candidates, hiring, and assisting with their integration into a new role. In today’s business world, the human factor plays a crucial role , and recruitment ensures employees are carefully selected and effectively integrated. The goal is to build a strong team where each member contributes to the company's success.
Who is Responsible for Recruitment?
Recruitment is handled by:
- HR departments within companies
- Outsourcing companies
- Staffing agencies, either multi-profile or specialized
- Online services
- Headhunters
A company's in-house HR department has a better understanding of its specific staffing needs. However, HR specialists may face challenges in meeting recruitment demands, especially when launching a new business direction, opening a new branch, or conducting mass hiring. In such cases, external organizations providing recruitment services need to be engaged.
Types of Recruitment
| Recruitment can be either internal or external. Internal recruitment means inviting candidates from within the company’s existing pool or through recommendations. On the other hand, external recruitment focuses on attracting candidates from outside the organization. The following methods are used to find candidates:
|
How does the recruitment process work?
There are several steps involved in selecting personnel. The first one—preparation and search—is the most complex and time-consuming. It includes several stages:
To determine which candidate is suitable for the vacancy, it’s important to define the personal qualities, level of education, qualifications, and skills necessary to fulfil the job. It’s also crucial to understand not only the employer’s needs but also those of the applicant. What are the candidate’s expectations from the position? Who would be the best fit for the position? How does the candidate search for job opportunities? Based on this, one can figure out where to search for candidates. The job vacancy announcement will reach its target audience more quickly and accurately if directed to the appropriate group.
To determine which candidate is suitable for the vacancy, it’s important to define the personal qualities, level of education, qualifications, and skills necessary to fulfil the job. It’s also crucial to understand not only the employer’s needs but also those of the applicant. What are the candidate’s expectations from the position? Who would be the best fit for the position? How does the candidate search for job opportunities? Based on this, one can figure out where to search for candidates. The job vacancy announcement will reach its target audience more quickly and accurately if directed to the appropriate group.
Creating the necessary image and branding of the organisation, so that candidates are eager to work there.
Posting information about job vacancies. These should attract job seekers, be widespread and accessible to the target audience. If current employees are aware of potential candidates, direct recruitment is used.
Once the job vacancy information reaches potential candidates, they should have access to as much transparent information as possible about the employer. This information should be available on the company’s website, in the media, or on social networks. Candidates shouldn’t need to search for relevant details; it should be easily accessible and clear, encouraging them to complete the application and submit their resume.
Selection stage
Next comes the selection stage. HR specialists begin accepting applications, and the process should be quick and straightforward. The resumes are then sorted and initially assessed. After that, the selection process begins, which may involve various methods such as:
Onboarding
If the candidate agrees to the position, they sign the contract and complete all the necessary formalities required by the organization. Once hired, the employee begins their work, and the recruiter moves on to the next phase—onboarding. The recruiter monitors how well the new employee integrates into the team, assesses their performance, and ensures it aligns with the employer’s expectations. The recruiter also provides feedback and addresses any questions the new employee may have.
At each stage of the recruitment process, certain candidates are filtered out. This is necessary in order to ultimately identify the best candidate through the search.
Recruitment and personnel outsourcing are best entrusted to recruitment agencies. They have large databases, the expertise to search for and assess candidates, and employ effective and up-to-date HR practices. Recruitment is not just about filling vacancies; the primary goal is to find individuals who can perform the position’s responsibilities and contribute to the overall success of the team. If a candidate does not succeed or fails to adapt, the agency will find a replacement. This is the key advantage of working with recruiters under a contract and a technical assignment.
Posting information about job vacancies. These should attract job seekers, be widespread and accessible to the target audience. If current employees are aware of potential candidates, direct recruitment is used.
Once the job vacancy information reaches potential candidates, they should have access to as much transparent information as possible about the employer. This information should be available on the company’s website, in the media, or on social networks. Candidates shouldn’t need to search for relevant details; it should be easily accessible and clear, encouraging them to complete the application and submit their resume.
Selection stage
Next comes the selection stage. HR specialists begin accepting applications, and the process should be quick and straightforward. The resumes are then sorted and initially assessed. After that, the selection process begins, which may involve various methods such as:
- Phone conversations or initial interviews
- Video interviews, for example, via Skype
- Group meetings
- One-on-one interviews
Onboarding
If the candidate agrees to the position, they sign the contract and complete all the necessary formalities required by the organization. Once hired, the employee begins their work, and the recruiter moves on to the next phase—onboarding. The recruiter monitors how well the new employee integrates into the team, assesses their performance, and ensures it aligns with the employer’s expectations. The recruiter also provides feedback and addresses any questions the new employee may have.
At each stage of the recruitment process, certain candidates are filtered out. This is necessary in order to ultimately identify the best candidate through the search.
Recruitment and personnel outsourcing are best entrusted to recruitment agencies. They have large databases, the expertise to search for and assess candidates, and employ effective and up-to-date HR practices. Recruitment is not just about filling vacancies; the primary goal is to find individuals who can perform the position’s responsibilities and contribute to the overall success of the team. If a candidate does not succeed or fails to adapt, the agency will find a replacement. This is the key advantage of working with recruiters under a contract and a technical assignment.
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