Recruitment
Recruitment Strategies
Key Takeaways
- HR professionals must have a recruiting plan before
posting any job description. The plan should outline where the job
announcements will be posted and how the management of candidate
materials, such as résumés, will occur. Part of the plan should also
include the expected cost of recruitment.
- Many organizations use recruiters. Recruiters can be
executive recruiters, which means an outside firm performs the search.
For temporary positions, a temporary or staffing firm such as Kelly
Services might be used. Corporate recruiters work for the organization
and function as a part of the HR team.
- Campus recruiting can be an effective way of
recruiting for entry-level positions. This type of recruiting may
require considerable effort in developing relationships with college
campuses.
- Almost every profession has at least one
professional association. Posting announcements on their websites can be
an effective way of targeting for a specific job.
- Most companies will also use their own website for job postings, as well as other websites such as Monster and CareerBuilder.
- Social media is also a popular way to recruit. Usage
of websites such as Twitter and Facebook can get the word out about a
specific job opening, or give information about the company, which can
result in more traffic being directed to the company's website.
- Recruiting at special events such as job fairs is
another option. Some organizations have specific job fairs for their
company, depending on the size. Others may attend industry or
job-specific fairs to recruit specific individuals.
- SIGs, or special/specific interest groups, are
usually very specialized. For example, female project managers may have
an interest group that includes a discussion board for posting of job
announcements.
- Employee referrals can be a great way to get
interest for a posted position. Usually, incentives are offered to the
employee for referring people they know. However, diversity can be an
issue, as can nepotism.
- Our last consideration in the recruitment process is
recruitment costs. We can determine this by looking at the total amount
we have spent on all recruiting efforts compared to the number of
hires. A yield ratio is used to determine how
effective recruiting efforts are in one area. For example, we can look
at the number of total applicants received from a particular form of
media, and divide that by the number of those applicants who make it to
the next step in the process (e.g., they receive an interview).