Recruitment is ... Methods and methods of attracting suitable candidates for the position

Recruitment is a synonym for "hiring", which originated from the American version of the English language. This word refers to the general process of attracting, selecting and approving suitable job candidates for permanent or temporary work in a particular organization. Recruitment is one of the main responsibilities of HR managers, human resource HR specialists and HR specialists.

A more detailed definition

By and large, the explanation given above can be attributed to the standard set of personnel in the enterprise. What is the difference? Recruitment is the process of finding and hiring the most qualified candidates (within or outside the organization) for open vacancies. And you need to do this as soon as possible, more economically, and even find a person who will bring maximum profit to the company.

Stages of employee search

Recruitment is a multi-stage process. Its complexity and number of stages vary, depending on the size and requirements of the enterprise, but it is possible to distinguish such basic stages:

• Vacancy analysis. At this stage, the requirements for the future employee, his duties, time of work, salary, etc., are determined.
• Preparation of a detailed job description based on its analysis.
• Drawing up a recruitment plan.
• The choice of persons responsible for finding new employees, or the assignment of tasks to employment agencies.
• Search for databases of potential candidates, as well as a summary using announcements.
• Reduction of the list of applications submitted to the most suitable.
• Interviews with candidates using business games, tests and other selection methods that are best suited for this position.
• Clarification of data and recommendations.
• Selection of candidates.

Methods of recruitment

The pervasive penetration of the Internet into all spheres of life has not bypassed the sphere of hiring.

While many traditional ways of recruiting continue to work successfully, the World Wide Web has significantly expanded their list. Here is a list of the most popular options:

• Search among friends or close HR manager. The best recruiters have a wide range of contacts with many leading specialists who can recommend an optimal candidate or act for it.
• Involve suitable employees from other organizations, or so-called enticement. This also applies to one of the important skills of a good recruiter - he knows where there are good employees, and is able to persuade them to join their employer.
• Search on Internet boards, as well as in print ads.
• Selection among university students of higher education institutions and their internship in the company, as an option - selection among students on the eve of their certification.
• Search in social networks, first of all in the network of professionals LinkedIn. Most recruiters use these tools if not for selection, then to check information about job seekers. Therefore, you need to carefully treat everything that you write on your page.
• Search for an employee within the enterprise for transfer to another position.
• Involvement of external organizations - personnel or recruiting agencies.

Recruitment templates

During the search for a candidate for the position, the HR manager has to repeatedly place the same information on different sites, analyze the applications received, and then repeat the same questions in interviews with applicants. To speed up this process and save time, templates are used for recruitment. They are of several types, depending on which stages of the search are intended. For example:

• The template for the design of the job description - it must contain information about its name, the name of the employer company, its location, the main duties of the employee, the required skills. There should also be information on how to contact the person responsible for recruiting.
• Templates for shortening the list of nominees - as a rule, these are tables in which the recruiter enters information about applicants for the position according to the fields that they should fill in a resume or other form for submission of data. In percentage terms, he indicates how much the competitor's skills meet the requirements, if necessary, leaving notes. This allows you to organize the information and unmistakably choose the most suitable candidates.
• Templates for interviews - in order to interview all applicants in a manner and not to miss a single question and answer, it is best to prepare templates for personal meetings with applicants. So all of them will be on equal terms, and the recruiter will be able to possess the complete information necessary for selection.

• The rejection templates - not all applicants will fit the company. To save himself from unnecessary calls and clarifications and let the person know that he can continue his job search, the recruiter will come in handy form of a letter of notification that the nomination was rejected. This is not only a manifestation of courtesy, but also a support for the company's image. After all, who knows, maybe tomorrow she will need this man.