Recruitment refers to the process of finding and hiring the best-qualified and talented candidate from within or outside of an organization for a particular job opening, in a timely, cost effective and uniform manner. The recruitment process includes analyzing the requirements or needs of a job, attracting employees to apply for that job, screening and selecting suitable candidates, officially hiring, and integrating the new employee to the organization and its culture.
Besides recruitment, selection can be defined as the process of picking or choosing the right applicant, who is the most suitable for a vacant job position or role in an organization. Selection of an employee is simply a process of choosing the candidates, who have the skills and qualifications to fill the vacant position in an organization. Recruitment and selection form an important part of any organization. To make these processes effective, organizations use various techniques and strategies. Thus, in this article we are going to discuss about recruitment and selection strategies.
Recruitment Strategies for Organizations
To become a successful organization, one should be among the firsts to use innovative strategies for recruitment. When the motive is to attract the best talent available in the market, the recruitment methods should also be only the latest and the most effective, as progressive and prospering companies always hire the best and brightest people.
We always wonder about the proficient and brilliant workforce getting attracted to only a handful of large organizations. We wonder if they follow some special methods for recruitment. Well, the answer could be both a ‘yes’ and ‘no’. such organization’s HR team spends a great amount of time in scrutinizing at the right resources and follows some unique methods while recruiting employees.
A recruiting strategy refers to formal plan of action involving an organization’s attempts to successfully identify, recruit, and hire high-quality and talented candidates for the purpose of filling its open job positions. However, this plan may also extend to and involve any search consultants or recruiting agencies that the organization enlists in its attempts to hire.
Some recruitment strategies that are effective in hiring good quality candidates are –
Develop a clear employer brand –
The employer brand is what will set an organization apart from other companies and show candidates why they should work for the company. The employer brand should reflect the business’ mission, culture, ethics and values. Think about issues such as, “Why would someone want to work for the company?” and “What variety of the employees would advocate as the company as a good place to work?”. After that, check that the business’ about pages, social media, and advertisements align with the employer brand.
Create jobs that reflect the organization –
The job post is the first impression the candidate will have of an organization. One wants to be sure to come off as an organized and professional company while still embracing the brand. For instance, if the company is built on comedy, then make the job post funny, or if it is strictly business, make sure the advertisement is sleek and well put-together. This will help the organization acquire more applicants and attract people who will fit well in with the company culture.
Use social media –
Social media recruiting has recently become increasingly popular as companies begin targeting millennials. Social media recruiting is simply using social media to find talent, advertise jobs, and communicate with potential candidates for jobs. Many organizations have been successful with this technique, such as Uber, Apple, Zappos and more. Also, the organization should be sure, to create a presence on social media that will align with your values and employer brand.
Consider college recruiting –
Recruiting from college campuses can help the organization discover upcoming talent for the industry, while also aligning the company with internship opportunities and campus connections. The organization can recruit from colleges in many ways, such as attending career fairs, organizing workshops, volunteering to speak at events for the industry, being featured on campus online job boards, and many more.
Conduct good interviews –
It is important to remember that interviews go two ways. While interviewers are interviewing a candidate, candidates are also interviewing. Whether the meeting takes place remotely or in person, interviewers should be sure to make it comfortable and low-stress. Cater the interview to the position they are applying for. Will they be working with a group? Try group interviewing. Also remember to reflect your company’s culture. For example, if you are in an office that likes to joke around a lot, incorporate that into the interview’s scheme. This will insure that the organization finds someone who is both talented and a good fit for your company.
Use an Applicant-Tracking System –
A great recruitment strategy is saving the organization time and money by investing in an applicant tracking system. An Applicant Tracking System, abbreviated ATS is a software that automates the process of posting jobs and finding qualified candidates. This system includes one-click job posting to multiple sites, applicant sorting, and interview scheduling. Since there are multiple options available, one should be sure to do research and find the best applicant tracking system for the company’s budget and size.
Search for niche job roles –
Depending on what job an organization is hiring for, it may be difficult to find talent on just oone of the many large job sites. If the company falls into a smaller, more defined category, it should attempt looking into niche job boards. These are smaller job sites who are devoted to only a particular type of job and often involve a community of job seekers and recruiters. The organization can find niche job boards covering everything from the retail industry to construction.