Recruitment can be defined as the processes involved in choosing individuals for various organizational roles. Recruitment can be defined as the processes involved in choosing individuals for various organizational roles. Simply, it is the process of finding and appointing the best and most qualified candidate for a job in a timely and cost-effective manner.
It is a whole process, with a full life cycle, that begins with identification of the needs of the organization with respect to the job and ends with hiring of the employee to the organization. When we discuss about the recruitment process, we tend to think of activities such as the analysis of the requirements of a specific job, attracting candidates to apply for that job, screening the applicants and selecting among them, hiring the chosen candidates to become new employees of the organization, and integrating them into the structure and culture of the organization.
Thus, overall the main reason why the recruitment process is implemented is to find individuals who are best qualified for positions within the company, and who will help attain organizational goals.
Since recruitment plays such an important role, there are different types that are applicable for different recruitment requirements. Thus, in this article we are going to discuss about types of recruitment methods.
Types of Recruitment Methods
Recruitment methods refer to the means by which an organization reaches or approaches the potential job seekers. In other words, they are ways of establishing contacts with the potential candidates for a job.
The three main types of recruitment methods are –
- Direct method –
- In the direct method of recruitment, the representatives of the organization are sent to the potential candidates in various educational and training institutes. They establish direct contact with the candidates seeking jobs. These representatives work in cooperation and collaboration with placement cells in the institutions.
- Persons pursuing management, engineering, medical programs are mostly hired for jobs in this manner. Sometimes, some employer firms establish direct contact with the professors and extract information about students with excellent academic records. Sending the appointed recruiter to the conventions, seminars, setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods which are used to establish direct contact with job seekers.
- Direct recruitment thus eliminates any middlemen in the process of sourcing talent for an organization, the typical case being on-campus recruitment by an employer’s in-house recruiters. Other formats include direct-contact job fairs and other institutional visits. Some advantages of the direct method include clear transference of the employer needs, visible in-house advocacy of the organization by its members serving as recruiters, simplified and clear message and logistics for potential candidates, greatly reduced recruitment costs and direct assessment of candidate abilities.
- Indirect method –
- In the indirect method of recruitment, advertisements in newspapers, journals, on the radio and T.V. are used to publicize vacancies. A well thought out and clearly presented advertisement enables the job seekers to assess their suitability so that only those possessing the requisite qualification will apply and any confusion is avoided. This method is especially appropriate when the organization wants to reach out to a large target group scattered geographically.
- Whenever necessary a blind advertisement can be published in which only Box No. is given without disclosing the identity of the firm. However, organizations with regional or national repute do not use blind advertisements for obvious reasons. The experience suggests that the higher the position to be filled up in the organization, the more widely dispersed advertisement is likely to be used to reach to as many suitable candidates.
- While publishing an advertisement to reach to potential candidates, the following three points need to be kept in mind – First, to visualize the kind of the applicant one is trying to recruit. Second, to write out a list of the advantages and benefits the job will offer and third, to decide where to publish the advertisement, i.e., newspaper with local, state, nation-wide and international reach or circulation.
- Third party method –
- The third-party method of recruitment consists the use of private employment businesses or companies, management advisers, professional associations, employee referrals or recommendations, voluntary organizations, trade unions, data banks, labor contractors among other sources to initiate contact with jobseekers. Various agencies can be used to recruit personnel for jobs.
- Public employment exchanges, professional societies, temporary help societies, labor contractors are some of the main agencies. In addition, friends and relatives of existing staff and deputation methods can also be used.
- Third-party recruiters can be defined as agencies, companies, organizations, or individuals recruiting candidates for temporary, part-time, or full-time employment opportunities. Thus, third party recruiters consist of entities that recruit either for profit or not for profit and includes agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.
- Staffing companies do nothing more than recruit talent and place candidates on assignments at their client companies. Throughout this process the third-party recruiting organizations are able to develop relationships with many candidates
- A flexible employee can then be identified through this relationship and placed on multiple assignments before finding a permanent position which gives the recruiter an opportunity to see how they perform on various tasks. Not only are third party recruiters able to develop relationships with their employees, they are even able to provide evaluations that can further facilitate the understanding of qualifications for the job.
- Every third-party recruiting organization offers skills testing and many provide personality testing as well. Not every hiring or recruitment decision can be made quickly – especially in this type of recruitment method. Often there are speculations for budget and production that prevent a position from being filled after an employee has left the job.
- Regardless of the need to conserve money it is important that the work continues to be done effectively, efficiently and successfully. This is where a third-party recruiter can help with the addition of temporary staff to already existing work force.
All the above three types of recruitment methods are effective in various situations and for different purposes and requirements. Within these methods are sub-categories too that make the recruitment process successful in selecting and hiring good candidates.