What Does Recruitment Mean
We explain what recruitment is and the types of recruitment that are carried out. In addition, the steps to follow and the selection of personnel.
What is recruitment?
Recruitment is a set of procedures used in the process of summoning people suitable for a certain type of activity. It is a concept widely used both in the military and in the workplace, and in all areas in which it is required to fill one or more vacancies.
Recruitment is the first step in attracting people interested in a job. The number of applicants who attend may be greater than the number of places, therefore, the following will be to make the most appropriate selection , according to the requirements and skills requested by the entity or company .
Labor recruitment is a mechanism used by the human resources area (whether owned or contracted) of a company or organization to attract potential workers . The company must communicate the recruitment process to the community so that everyone who meets the requirements can apply.
The recruitment process implies that the organization or company disseminates all the necessary information about the position to be filled , the necessary skills that applicants must have and the number of vacancies to be filled.
See also: Organizational culture
Types of recruitment
- Internal. Labor recruitment that takes place when the company, company or entity relocates its employees according to their skills, for example: promotions or transfers. These changes usually come from the employee's professional achievements. It is a recruiting process that saves money and time . In addition, it helps to improve a good work environment, since it recognizes the work and effort of its employees. Also, the worker already has the knowledge of the workplace, so adaptation will require much less time.
- External. Labor recruitment through which it seeks to attract people outside the company with certain characteristics and skills necessary for the position to be filled. This gives the company a new look. It has some disadvantages, such as the time required for recruitment and selection, and the negative impact it can have on other employees by breaking expectations of obtaining promotions or assuming a new position.
- Mixed. Labor recruitment in which both new external applicants and candidates who are already part of the company or organization are summoned.
Recruitment process
- A position emerges to be filled. This can occur because a new position is created within the organization or because a certain position is free (due to resignations, dismissals, promotions, transfers).
- The department or person in charge of Human Resources is informed about this need. In many cases, companies have one or more people in charge of recruiting new employees. There are also companies that outsource the recruitment and selection of personnel to an agency or Human Resources consultancy that carries out the entire process. In this step, the importance of the position to be filled within the organization is analyzed and who will be responsible for carrying out the recruitment is determined.
- The job to be filled is described. The functions to be fulfilled by the person who accesses the position, the objectives and skills necessary to carry out the tasks must be specified .
- The candidate's profile is described. From the description of the type of work to be carried out, a series of characteristics and competencies that applicants must have are detailed. These characteristics may include: studies, language, possibility of changing residence.
- The means of recruitment are established. Generally, an internal recruitment assessment is performed first, this depends on the policies and demands of the company. Then, the means of external recruitment are established ( social networks , radio, newspaper , job boards).
- The information of the candidates is received. Anyone interested in the job offer sends a resume and, sometimes, a cover letter that the company will evaluate in the next steps of the recruitment process.
Recruitment sources
There are several sources to publicize a recruitment process. These vary according to the type of recruitment that is carried out.
In internal recruitment, this process is usually communicated interpersonally or through internal means of communication (newsletters, billboards, mail).
External recruitment uses a large number of sources:
- Social networks . Companies or organizations usually communicate their job searches through their social networks. Candidates submit their information by filling in forms or by e-mail . There are some social networks, such as Linkedin or Sumry, that are oriented to the world of employment and business, and that are more effective in finding candidates that fit the profile sought.
- Job portals. Companies or organizations upload their search to these portals ( websites specialized in job search) that are divided into categories and items. All the people who fit the profile you are looking for can send their request.
- Advertisements. Companies or organizations make advertisements in graphic and audiovisual media in which they communicate a specific job search.
- Recommendations. Many jobs are covered by interpersonal contacts that occur within the organization. This generally occurs in smaller organizations with fewer positions to fill.
- Database . Companies and organizations often receive candidate resumes on their websites or e-mails, even if there is no active search. This information is stored in its database. When opening a recruitment process, companies can turn to this information.
- Job boards. Companies or organizations send the job search to universities or organizations that have job boards in which they publish searches. These can function as newsletters or blogs accessed, for example, by graduates of a certain university.
- Job fairs. Companies with job searches or looking to expand their database, attend job fairs which are also attended by individuals in search of work.
- Company website or blog. Many companies carry out their recruitment processes through their website or blog. This occurs in multinationals or large organizations that usually have several searches open simultaneously.
- Consultants. Human resource consultants or agencies are in charge of carrying out the recruitment and selection process of personnel for many companies. They use various sources, such as their database or portals and social networks, to publicize the recruitment process.
Difference between recruitment and selection of personnel
Recruitment and selection of personnel are terms that are often confused (since they are closely linked) but that define two different processes.
Both are part of the personnel management that is usually carried out by the Human Resources area or manager of a company or organization. Many times, companies outsource these processes to consulting firms or specialized agencies.
On the one hand, staff recruitment is the process by which the position to be filled and the profile sought are identified. From there, this information is communicated in different social spheres, through various media and sources, to summon and recruit candidates for the position to be filled.
The selection of personnel is after the recruitment process . It takes several stages and is responsible for selecting, among all applicants for the position, the most suitable candidate. This process is carried out through interviews and different personnel selection techniques.
Staff pick
After the recruitment process, it is necessary to follow a selection system:
- Are interviews and evaluations both psychological and knowledge.
- A selection is made of the curricula obtained.
- The first candidates are selected .
- A final report is made on the participants so that the leadership decides.
- The winner is informed , the contract and agreements are established.
- The decision is communicated to those not selected .
- The admission process for the selected one begins .
Military recruitment
Military recruitment is the process by which citizens are summoned to form part of the national armed forces of a given country.
This call is usually given through graphic, audiovisual media, posters, social networks and websites. Applicants must meet a series of conditions and physical and mental characteristics to access the selection process.
This recruitment can be voluntary or involuntary , this varies depending on the country or the historical context. Military recruitment tends to be fueled in times of tension, civil wars, or wars between countries.
Follows with: Staff turnover