Recruitment is the process that organizations employ when choosing individuals for various organizational roles. Simply, it involves finding and appointing the best and most qualified candidate in a timely and inexpensive manner. It is a whole process, with a full life cycle. It begins with the identification of the needs of the organization and ends with the hiring  process of the employee. In the recruitment process, we think of an analysis of the requirements of a specific job or attract candidates.

Additionally, we think of screening the applicants and hiring them to become employees. We want to integrate them into the culture of the organization. Thus, overall, the recruitment process is important to find individuals who are best qualified for positions within the company. Since recruitment plays such an important role, there are different types that are applicable to different recruitment requirements. Thus, in this article, we are going to discuss the three 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 potential candidates for a job.



In the direct method of recruitment, the representatives of the organization contact 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, and medical programs are the fittest 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, and seminars, and using a mobile office are some methods that 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’s 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.


In the indirect method of recruitment, advertisements in newspapers, journals, on the radio, and T.V. are useful in publicizing vacancies. A well-thought-out advertisement enables the job seekers to assess their suitability so that only those possessing the requisite qualification will apply and there is no confusion. 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 as many suitable candidates.

While publishing an advertisement to reach potential candidates, the following three points are important to consider – First, to visualize the kind of 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., a newspaper with local, state, nationwide, and international reach or circulation.


This method consists of the use of private employment businesses, management advisers, professional associations, employee referrals, etc., to initiate contact with jobseekers. Various agencies are useful in recruiting personnel for jobs.

Public employment exchanges, professional societies, temporary help societies, and labor contractors are some of the main agencies. In addition, friends and relatives of existing staff and deputation methods are also useful.

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. Such recruiters include agencies that collect student information to be disclosed to employers for purposes of recruitment and employment.

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.