What is Recruitment?
Recruitment is the process of hiring the best- skilled candidate – from within or outside of an organization – for a job opening, in a timely and cost-effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring and integrating the new employee into the organization. (Source: Business Dictionary)
If you go by the books, they will tell you that Conventional recruitment is a core HR function. Recruitment involves attracting and selecting skilled workforce for a particular job or a project.
Conventional Recruitment Model as we know is as old as the human civilization. Ancient Egyptian and Roman civilizations used recruitment to enlist soldiers. So did the Indus Valley Civilization. Some of the world’s more influential religions founded on a stable recruitment strategy that has stood over thousands of years!
To know Social Recruitment in depth, we must go through understanding on Conventional Recruitment Model, Contemporary Social Media Recruitment, and Social Recruitment – its the future of recruitment.
While recruitment itself is old, the modern avatar we know as the recruitment industry has only picked up in the last 70 years after the Second World War.
Now, if you’re a skilled recruiter, you will also want to ensure that you are sourcing and hiring the best-skilled candidate in right manner. It may involve screening work requirements, sending out job advertisements, selecting eligible people and perhaps hiring/initiating them into your workplace.
Let’s take a look at what the recruitment process involves at a very fundamental level:-
1. Process Of end-to-end Recruitment:-
When recruiting someone for a new job, project or even volunteer work or social cause, a recruiter needs to have a 360-degree view of the hiring process to ensure that the person selected for the open position is a good fit.
The following steps are involved in recruiting candidates for a specific position:-
i. Needs Analysis:-
• Before the recruiter even puts the word out for an open position, he needs to carefully look at the needs of the organization/project/individual that has a hiring requirement.
Once the recruiter conducts a thorough need analysis, steps will have to be taken to attract or find candidates to fill the open position or vacancy. It may involve networking, advertising, and word of mouth referrals to see people who match the job profile that created in the needs analysis stage.
Types of Sourcing are : -
(a) Internal recruitment/ Sourcing:-
• It is a form of recruitment, which takes place in the organization itself. Internal re-hiring involves transferring employees from one department to another, promoting an employee to a different position or re-employing old employees that have previously left your organization but are willing to re-join under the same or different place. Internal recruitment is a great option to increase employee productivity and stability.
(b) External recruitment/ sourcing:-
• Naturally, external recruitment involves using sources of recruitment outside the organization to find and hire talent. Some external sources of recruitment include external bulletin boards, recruitment Consulting companies educational institutes, personal recommendations, employee referrals, classified newspaper advertisements – to name a few.
• Once a recruiter successfully sources a pool of eligible candidates, he/she must screen them before selecting the final hires. Screening involves appropriate skill tests, psychological tests as well as an assessment of the applicant’s “fit” with your organization.
One potential candidate is screened and selected for recruitment; a compensation package may offer. Once they have accepted the offer, with or without negotiation, the recruiter and the organization help the onboard the new employee into that organization.
So here is some conventional model for recruitment to explore in the social recruitment space.