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Recruitment Fundamentals for HR Professionals

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Every business needs to concern itself with recruiting—whether to fill a vacancy, staff a new position or plan for succession of management. According to a SHRM research report, 83 percent of HR professionals reported having difficulty recruiting suitable job candidates in the past 12 months.

 

Organizations must plan with diligence whether they recruit internally or externally. Many employers prefer to conduct internal recruitment first and turn to external recruitment only if internal efforts are unsuccessful. Internal recruitment’s are less expensive because there recruitment costs are relatively negligible. They also don’t require background checks, extensive training, integration to company culture, referral bonuses, and travel and relocation costs. Internal recruitment’s can save company much needed time as well. For an internal hire, hiring may be completed within a few days or weeks.

 

Hiring managers do prefer internal recruits since they have a good understanding of the employee, their skills and temperament, and performance documents and data can be readily accessed and evaluated. Managers have a good sense of the strengths and weaknesses of the employee.

 

Employees also find it easier to succeed at a new job in the same company because they already have people connections, comfortable with the work environment, can bond better and faster with other team members and have better understanding of the corporate culture. Of primary importance also is the fact that internal recruitment is good to boost employee morale and can be used as an employee recognition tool. If employees constantly see positions being filled externally, they may feel that they have no career growth at the organization and may dampen their morale and resign for look for greener pastures elsewhere.

 

Employers use external recruitment to attract individuals with the necessary skill sets that are not found within the company or when seeking to grow the business or take it in a different direction. A fresh perspective is one benefit of bringing someone new into the organization.

 

Employers generally use some combination of internal and external recruitment tactics. Both approaches have certain basics in common: A foundation in rigorous job analysis; well-crafted job descriptions; and compliance with applicable laws, especially equal employment opportunity laws.

 

HR’s Function

HR’s function in recruiting varies according to the size and scale of the organization. A large organization may have a HR department with multiple HR professionals delegated with the task of attracting and recruiting talent. In a small organization, an HR generalist may need to recruit on a need basis. The basic requirements of an HR specialist (such as use of job analysis and job descriptions), techniques (job posting, talent acquisition) will apply.

 

HR must not only ensure compliance in the recruiting process but also act as a business partner with a strategic talent acquisition approach. Recruitment is a key role for HR professionals because acquiring talent is essential for an organization to meet its goals and to succeed in a rapidly changing marketplace.

 

Hiring Manager Intake Meetings With HR Department

When a role needs to be filled (either internally or externally), HR should schedule an internal meeting with the hiring manager to learn more about the job, the essential requirements and the skills of the ideal hire. The recruiting strategy (how are we going to find these internal or external candidates) can be discussed, and expectations can be set (what will HR do, what will the hiring manager do, etc.). Using a checklist of questions and discussion topics to address during these meetings can help to capture the key elements, and sending a follow-up e-mail to the hiring manager outlining the agreements and expectations that were set during the meeting can ensure everyone is on the same page.

 

Job Analysis And Job Descriptions

At the start of the recruitment process, employers should first conduct a detailed study of the precise characteristics necessary to complete a job, to determine the activities of the job and then create a job description that defines the job responsibilities and skill sets needed to perform it.

 

External Recruiting

When recruiting external talent, company branding is very critical as the organization is showcasing both company brand and employment opportunities to suitable talent. Organizations succeeds in recruitment when they identify their potential talent and then create targeted marketing campaigns and activities to attract and engage them.

 

Targeting Passive Or Active Talent

The organizations should first choose which marketing strategy they are keen to adopt depending on whether the suitable talent available are passive or active job seekers. Those who are currently out of work or unhappy in their present organization due to growth, salary, work culture are generally active job seekers, and those who are satisfied and successfully working at another organization are generally passive job seekers. Most employers, because they are looking for candidates who have a positive record of employment and are satisfied in their work, target passive job seekers on career’s page

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