In this blog post, we look at the different methods of recruitment in HRM. And help guide you to using a combination of these methods to improve your hiring process.
What are the different methods of recruitment?
Different methods of recruitment are important in HRM because they help ensure that the best employees are hired.
There are three main methods of recruitment: direct, indirect, and third-party.
Direct recruitment involves sending someone to contact the potential candidate.
The direct method of recruitment eliminates the need for middlemen, such as professors or recruiters. Direct recruitment is the most commonly used on-campus recruitment. Some methods of direct recruitment include job fairs and institutional visits.
Indirect recruitment involves informing the potential candidate about the job vacancy through different channels of advertisement.
Third-party recruitment methods involve hiring a recruiter who will contact potential candidates on behalf of the organisation.
Next, we will look at a combination of all three of these recruitment methods.
Methods of Recruitment in HRM
1. Social media
Using social media can be a great way to attract new talent.
Social media can be relatively inexpensive. Additionally, the goal of using social media as a recruiting tool is to get people talking about your organisation and attract candidates. Therefore, creativity is essential when using social media to promote a company - even if the actual job opening is not creative.
Social media can be used as an effective tool for recruitment. A social media brief is a short, concise summary of the company and the job opening which can help to attract top talent. When tweeting about a job opening, it is important to showcase the employer's personality in order to attract a variety of employees.
However, there are disadvantages to recruiting on social media, which you can read about here: Disadvantages of using social media for recruitment.
2. Video Interviewing
Video interviewing has many advantages, including being more efficient and accurate than in-person interviews. It also allows candidates to be interviewed without having to travel.
However, video interviews can also be less personal than in-person interviews, and it is important to choose the right recruitment methods in order to use video interviewing effectively.
3. Traditional advertising copywriting brief
A traditional advertising copywriting brief includes ensuring that job postings are aligned with the company brand and are professional. Copywriting briefs may also include tips on how to attract qualified applicants and how to fit in with the company culture.
4. Content marketing brief
Content marketing can be used to reveal a company's culture, goals, and values to potential recruits, and engage current employees.
It is important to create audience-specific content in order to reach potential recruits. Additionally, using data-driven intelligence can help companies more accurately identify trends and target audiences.
Employers should also focus on creating a positive employer brand and using social media strategies to reach top talent.
5. Search engine optimisation (SEO) brief
According to Finances Online, seventy percent of job seekers use Google to find jobs.
This means that recruiters need to make sure their postings are visible across different mediums and portals. One way to do this is by using SEO (Search Engine Optimisation). This will help ensure that your postings appear higher in search results, making them more likely to be seen by potential candidates.
6. Internships and apprenticeships
Apprenticeships and internships are significant in recruitment because they offer a way for companies to evaluate candidates and assess their skills. They can also help to build relationships with potential employees, which can lead to future employment.
7. Employment exchanges
An employment exchange is a government-run program that helps match employers with suitable candidates. Employment exchanges are most suited to blue-collar roles and are not available in all countries.
8. Promotions and transfers
Promotions and transfers differ from each other in that promotions involve moving up the ladder with more responsibilities and a pay increase, while transfers involve moving to the same role in another branch or region. Transfers may also involve taking on a similar position in a different department or division.
9. Word of mouth
Referral programs are an effective recruitment method for finding quality candidates quickly and easily. Additionally, they are good for finding candidates who share the company culture.
The advantages of networking are that it can help you increase brand awareness, build a local presence, and find passive talent. However, the disadvantages of networking are that you only have one chance to make a good impression, and it can be difficult to stand out from the crowd.
11. Employee referrals
The advantages of employee referrals are that they are an effective and cost-effective way of sourcing candidates and that most organisations reward employees with referral bonuses for a successful hire.
The disadvantages of employee referrals are that they may not be able to judge a potential employee's skills accurately.
12. Job fairs
Job fairs offer a great way to network and learn about new technologies. However, they can also be a bit overwhelming, with so many potential candidates to talk to. HR events, job fairs, open houses, seminars, and conferences offer a perfect recruitment platform. However, it is important to remember that each type of event will attract different types of candidates. Job fairs can be a great way to acquire candidates and interns from different disciplines. They can also be used to offer potential employees a VR experience.
13. College Recruiting
There are advantages and disadvantages to college recruiting. On the one hand, it can be a great way to find talented new candidates for your industry. On the other hand, it can take time to build relationships with campus communities, and you may not always find the perfect fit for every position.
The advantages of using headhunters are that they can quickly and easily find the right employees for your company. The disadvantages are that headhunters may not be as familiar with your company or the specific job requirements, and they may charge more than traditional methods of finding employees.
How to choose the right recruitment method for your business?
Step 1: Define your needs
It is important to define your needs before choosing a recruitment method in order to ensure that all recruitment efforts move in the right direction.
By understanding what skills and capabilities are required for the job, you can create a better selection process. Defining your needs will lead to better hires because it will focus on the essential functions of the position and the personality traits that are important for success in that role.
Step 2: Consider your budget
The cost of recruitment can have a big impact on recruitment methods, with campus recruitment typically yielding a higher yield than corporate recruitment.
Step 3: Decide whether you need to hire externally or promote internally
It is important to decide whether to hire externally or promote internally when choosing the right recruitment method for your business because:
- It is often faster to promote from within an organisation than to recruit externally.
- Promoting from within an organisation is usually more successful than recruiting externally.
- It can be cheaper to recruit inside your company than to use external resources.
- Having a policy of regular internal recruitment is good for staff morale, motivation and retention.
- Promoting employees internally is useful for succession planning.
Step 4: Choose your recruitment method
The different recruitment methods include employee referral programs, internships, word-of-mouth recruitment, job boards, social media, and networking. It is important to choose the right recruitment method for your business and to use multiple methods to find the best candidate.
Step 5: Advertise your job
External advertising is an excellent way to find lots of applicants, but it can be expensive. Ads placed on different locations (careers sites, job boards, social media, and industry publications) can reach a wide range of people. The key to effective recruitment marketing is understanding your target audience and targeting the right channels.
Step 6: Screen your candidates
They recommend that businesses use a variety of methods to screen candidates in order to find the best fit for their company. These methods may include reviewing applications and data, using a preliminary screening tool like an AI recruitment chatbot, conducting short first interviews, and using skills and personality tests.
They also suggest that businesses be aware of potential biases that may occur during the final interview process. Tools like Reworkings Video Interviewing is a great way to screen and interview potential candidates.
Step 7: Make your offer
An offer letter is a contract between the company and the candidate. This makes it an important step in choosing the right recruitment method for your business, as it ensures that both parties are clear on the terms of employment. Furthermore, if the offer is accepted, it extends the offer to the next in line.
Step 8: Onboard your new employee
Onboarding a new employee is important for two reasons:
First, it helps reduce turnover by ensuring that new employees are acclimated to the company and have a smooth transition into their roles.
Second, it helps improve productivity by providing new employees with the tools and resources they need to be successful in their roles.
Step 9: Evaluate your process
To be effective, the recruitment process should start with identifying the hiring need.
A detailed job description and advertising should be part of the recruitment plan.
Phone interviews and initial screenings help to determine if the applicant is a good fit for the position.
Interviews assess whether the applicant has the skills required for the position and get a sense of their personality.
Background checks are conducted to ensure that the applicant is qualified for the position and that they have no criminal records.
If everything looks good, a decision is made and an offer is made conditional on passing a reference check.
Once hired, new employees are placed on an onboarding program that teaches them about company policies and procedures.