Let's explore recruitment, it's process and methods. And also behind finding the best possible candidates for jobs.
Recruiting or Recruitment is the process of generating a pool of qualified candidates for a job.
To best understand recruitment it's critical that human resource professionals understand three essential concepts :
1) Employment brand
2) Recruitment process
3) Recruitment methods
An employment brand is the way your organisation's prospective applicants candidates and current employees perceive you as an employer. A strong employment brand is one that clearly communicates the culture of an organization, its mission and its values.
Even though all companies have an employment brand, not every organization realizes just how critical a role their employment brand plays in both attracting and retaining talent.
A recent study had found that, organisation's with a strong employment brand attract at least 4 to 6 times more applicants
per job posting than two companies in the same industry. An employer branding Institute study showed that nearly half 47% of employees cited an employer's reputation is a major influencer in deciding where to work. Your employment brand strategy is a long-term effort that permeates every aspect of talent management. So invest in rigorous ongoing process to build your employment brand.
First assessing your employment brand : This is done through passive and active research that involves employees and outsiders.
Second defining your message clearly : communicating your value proposition requires you to define it and find that something meaningful about your organization that you'll communicate through your brand.
Third communicating your brand : You need to disseminate your message loud and clear both internally and externally.
And fourth and final, evaluating your message : Looking at the effectiveness by measuring the effects of your employment branding efforts through your talent management process.
Now let's turn to the recruitment process. This includes 3 primary elements :
1) Planning : Understanding why you're recruiting. your objective and how to attract the type of employees you need.
2) Job posting : Creating and distributing a notice of a current job opportunity to allow for application of recruitment methods.
3) Communication : The information shared between the employer and a candidate throughout the recruitment process itself.
When planning recruitment, consider these 4 elements :
a) How much money is available ?
b) How quickly must the opening be filled ?
c) what's the size of your audience or the level of reach ?
d) Lastly, what's the level of the available position ? meaning what level in the organizational structure does the position fall then we apply a job posting which is the most frequently
used technique for communicating job openings.
A job posting is built directly from your job description. Job postings apply employment branding and contain information about the job, including a summary, essential functions, specifications and so on.
The goal of the job posting is straightforward to get the word out to as many people as possible about the position.
Finally candidate communication in the recruitment process is critical to success all. Too often people apply for jobs and wait a long time to hear back from organizations or never here at all.
Remember that the recruitment process is concerned with generating interest in the company maintaining communication with prospective employees.
i.e Your applicants is an effective way to signal that you and your organization value them. You may not have a job for an applicant right now, but they may be it may be just the right person for a future job or might become a customer in the future. With great communication the applicant will be more likely to consider the organization as an employer and will speak positively about the
organization. In other words it's important to always leave the applicant with a good impression of your organization. You never know when you're going to need this person to come work for you in the future.
Recruitment methods are the means used to source candidates. Successful organizations recognize that it's important to use both internal within the organization, an external outside the organization.
Recruitment methods knowing these advantages and disadvantages will give you the opportunity to make informed decision. when you're recruiting employees, let's take a look at internal and external recruitment methods.
Internal recruitment includes: job boards and posting systems recruitment databases, internal advertisement and promotions and transfers from within.
Let's take a look at the advantages and disadvantages of these internal methods -
Advantages include the cost effective nature. The fact that existing employees know the operation and organizational culture that advancement opportunities
motivate current employees and the performance that is available for our applicants.
Disadvantages are primarily it creates a new vacancy within the organization that may need to be filled.
Employees that are entrenched may not make the necessary changes of a new position and employees not selected might become problematic or leave and finally existing employees may not have the needed skills for the current position.
That's why we take advantage of external recruitment methods through our planning process. This could include advertising print media or web, direct mail, campus recruiting, job fairs, professional associations, employment and search agencies, internships, temporary employees, employee referrals and formal applicants to name a few. These external methods have advantages and disadvantages like internal methods.
The advantages of external recruiting include bringing in new ideas or change agents to jobs.
Bringing in needed skills that might not currently exist and the opportunity to enhance your organization's diversity profile.
Disadvantages include the more expensive nature of external advertisement, new hires requiring a
significant learning curve, a lack of performance data on those applicants.
Recruiting or Recruitment is the process of generating a pool of qualified candidates for a job.
To best understand recruitment it's critical that human resource professionals understand three essential concepts :
1) Employment brand
2) Recruitment process
3) Recruitment methods
An employment brand is the way your organisation's prospective applicants candidates and current employees perceive you as an employer. A strong employment brand is one that clearly communicates the culture of an organization, its mission and its values.
Even though all companies have an employment brand, not every organization realizes just how critical a role their employment brand plays in both attracting and retaining talent.
A recent study had found that, organisation's with a strong employment brand attract at least 4 to 6 times more applicants
per job posting than two companies in the same industry. An employer branding Institute study showed that nearly half 47% of employees cited an employer's reputation is a major influencer in deciding where to work. Your employment brand strategy is a long-term effort that permeates every aspect of talent management. So invest in rigorous ongoing process to build your employment brand.
First assessing your employment brand : This is done through passive and active research that involves employees and outsiders.
Second defining your message clearly : communicating your value proposition requires you to define it and find that something meaningful about your organization that you'll communicate through your brand.
Third communicating your brand : You need to disseminate your message loud and clear both internally and externally.
And fourth and final, evaluating your message : Looking at the effectiveness by measuring the effects of your employment branding efforts through your talent management process.
Now let's turn to the recruitment process. This includes 3 primary elements :
1) Planning : Understanding why you're recruiting. your objective and how to attract the type of employees you need.
2) Job posting : Creating and distributing a notice of a current job opportunity to allow for application of recruitment methods.
3) Communication : The information shared between the employer and a candidate throughout the recruitment process itself.
When planning recruitment, consider these 4 elements :
a) How much money is available ?
b) How quickly must the opening be filled ?
c) what's the size of your audience or the level of reach ?
d) Lastly, what's the level of the available position ? meaning what level in the organizational structure does the position fall then we apply a job posting which is the most frequently
used technique for communicating job openings.
A job posting is built directly from your job description. Job postings apply employment branding and contain information about the job, including a summary, essential functions, specifications and so on.
The goal of the job posting is straightforward to get the word out to as many people as possible about the position.
Finally candidate communication in the recruitment process is critical to success all. Too often people apply for jobs and wait a long time to hear back from organizations or never here at all.
Remember that the recruitment process is concerned with generating interest in the company maintaining communication with prospective employees.
i.e Your applicants is an effective way to signal that you and your organization value them. You may not have a job for an applicant right now, but they may be it may be just the right person for a future job or might become a customer in the future. With great communication the applicant will be more likely to consider the organization as an employer and will speak positively about the
organization. In other words it's important to always leave the applicant with a good impression of your organization. You never know when you're going to need this person to come work for you in the future.
Recruitment methods are the means used to source candidates. Successful organizations recognize that it's important to use both internal within the organization, an external outside the organization.
Recruitment methods knowing these advantages and disadvantages will give you the opportunity to make informed decision. when you're recruiting employees, let's take a look at internal and external recruitment methods.
Internal recruitment includes: job boards and posting systems recruitment databases, internal advertisement and promotions and transfers from within.
Let's take a look at the advantages and disadvantages of these internal methods -
Advantages include the cost effective nature. The fact that existing employees know the operation and organizational culture that advancement opportunities
motivate current employees and the performance that is available for our applicants.
Disadvantages are primarily it creates a new vacancy within the organization that may need to be filled.
Employees that are entrenched may not make the necessary changes of a new position and employees not selected might become problematic or leave and finally existing employees may not have the needed skills for the current position.
That's why we take advantage of external recruitment methods through our planning process. This could include advertising print media or web, direct mail, campus recruiting, job fairs, professional associations, employment and search agencies, internships, temporary employees, employee referrals and formal applicants to name a few. These external methods have advantages and disadvantages like internal methods.
The advantages of external recruiting include bringing in new ideas or change agents to jobs.
Bringing in needed skills that might not currently exist and the opportunity to enhance your organization's diversity profile.
Disadvantages include the more expensive nature of external advertisement, new hires requiring a
significant learning curve, a lack of performance data on those applicants.
Basics of Recruitment ! Let's dive into Staffing Industry Process
Reviewed by Admin
on
October 12, 2019
Rating:
Reviewed by Admin
on
October 12, 2019
Rating:
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