Recruitment is a critical process for any organisation. The process can be seen as a continuous one-step process, where the organisation develops a suitable candidate with experience and aptitude for a particular job, and actively recruits that person. Recruitment takes into account various aspects of a candidate’s personality and potential, such as ability, potential, interests and skills, to develop a suitability assessment. It also involves careful selection of appropriate training, development and appropriate qualifications and skills, in order to bring out the best from each individual.
Recruitment describes the whole process of identifying, recruiting, screening, interviewing, selecting and preparing suitable candidates for available jobs within an organisation. Recruitment does not only deal with the people who apply for a job; it extends to those who are actually hired for a position. Recruitment also involves the selection of a suitable person according to a job description, for a specific role in an organisation. Recruitment of suitable candidates includes evaluating candidates on their suitability for the position, potentials of progressing within the organisation and any other requirement of the organisation. Recruitment does not only involve a single person; rather, recruitment targets are divided between management and staff, depending on the size of the organisation and the required talent needs of the employees in a particular position.
Recruitment begins with an interview, in which a candidate will be asked a series of questions related to his/her skills, qualifications, expertise and potentials that are related to the job role. The interview serves as a preliminary activity prior to an actual recruitment process where a candidate can be assessed on all the factors related to the job that requires an applicant. After the interview, candidates are sent a letter of application, which contains details about their qualifications, skills and personal references, in addition to an application cover letter and resume.
Once an individual has submitted an application, it is reviewed by the human resources department, to see if the candidate met the specific requirements of the job description. Job descriptions consist of a detailed description of the duties, responsibilities, and expectations of the role, as well as a description of personal traits, experience, educational background and other defining information. Apart from this, a resume and cover letter will be sent to an individual for review to see if the person is qualified for the role or not. If the employer approves the applicant, he/she will be asked to meet with the recruitment team in a job interview room. During the interview, the recruiters may ask the candidate some questions related to his/her skills, talent needs, career history, motivation, attitude, work ethics, and commitment to the job.
The smart recruiter takes these factors into consideration before sending the candidates an offer to finalise on the deal. Smart recruitment takes into consideration the fact that everyone has a different perception of what each job entails. Therefore, there may be a candidate who may be perfect for one position but not for another, even if both have similar domain knowledge. The recruiter uses their understanding of the specific requirements of the job to customise the recruiting process, to ensure that the best candidate is contacted, and is offered an appropriate position. This not only saves the organization money, but also provides a better match between the applicant and the company.
In today’s age of internet technology, recruitment can take place online, which is a cost effective, time efficient, and hassle-free process. Online recruitment saves time and money, allowing recruiters to offer the best wages to their new employees, and helps reduce paperwork and other costs associated with hiring candidates in-house. Online recruitment also allows companies to save advertising and other marketing costs, which are important in a competitive industry such as technology, law and healthcare. In addition to these benefits, recruiting firms are now using innovative technology tools to enhance the efficiency of the recruiting process. One example of these tools is a digital database that contains a large number of resumes, allowing the hiring manager to access available resumes quickly and easily.
Recruitment is not the easiest task in today’s world. With the ever changing technology, it is important for companies to employ the right strategies to attract and hire the right candidates. By streamlining the entire recruiting process through a combination of online tools, the best candidates are soon identified, which allows human resources professionals to focus on finding the very best talent for the job. The new technologies, which are now being implemented by recruiting firms, allow easier searching of available positions, reduced costs, increased access to updated information, and a decrease in paperwork. The increase in online recruitment services is allowing more companies to save time and money, while keeping their employees happy.
Recruitment is a critical part of the talent acquisition process. Without qualified candidates to fill available positions, organizations risk losing business and employees to the competition. Recruitment efforts must be streamlined to meet the needs of today’s market and meet the needs of job seekers. Using cutting-edge recruiting technology and using a combination of targeted online tools, recruiting firms are enabling organizations to focus on what they do best and build their business.