The recruitment process is the value added HR Process. It is about attracting, interviewing and hiring new employees. The perfect recruitment includes the adaption of the new hire. It is about the definition of the job vacancy, designing the appealing recruitment text and offering the competitive package to the winning candidate. The recruitment process is managed by the recruitment strategy. HR should always find the right position on the job market as the candidates flow smoothly through the organization.
How can we define recruitment in HRM?
Recruitment is a critical component of any company’s Human Resource Management strategy. It is the process of finding and hiring the best employees for the organization. This can be a challenge, especially in today’s competitive job market. However, it is the responsibility of Human Resource Management Department to define competitive recruitment processes and procedures, that ensure enough talents are available to be recruited. Hiring is then an accountability of a hiring person.
The recruitment meaning in HR is usually considering the whole recruitment process, which starts with the Employer Brand and finishes with onboarding of a new hire. However, the recruitment definition in HRM is much broader as follows. For the reference and more information see Recruitment Goals and Objectives.
There are a number of strategies that companies can use to recruit employees. Some common methods include advertising in newspapers and online, using employment agencies, and networking with professionals in the industry. To find out how rich the work in Recruitment is, visit HR Recruiter Job Profile.
Definition of Recruitment and Staffing
The recruitment is not just external; the internal recruitment has a enormous impact on the performance of the company and increases the satisfaction of employees. The recruitment is not just the operational HR process. The definition of the recruitment is not easy, and the whole process can be extremely complex.
The recruitment is the essential part of building the competitive advantage. HR has to define the needed profiles (skills and competencies). The profile of the ideal candidate has to be aligned with the corporate culture and corporate values. The profile has to support enhancing the organizational capability. The recruitment is one of the best opportunities to enrich the organization, and it is the way to build the learning organization. HR Recruiter has to be skilled to identify the right profile of the best candidate, and they have to be promoted to managers as the best hiring option.
Recruitment is an important part of the employee life cycle because it helps identify and attract talented individuals to a company. By recruiting the best and brightest, a company can ensure that it has the best chance of succeeding in the competitive marketplace. Furthermore, a company’s recruitment process can help set the tone for its corporate culture and employee values. Each business has to put a priority to set up effective and robust recruitment processes and procedures in place to maintain its competitiveness. Find out more on Employee Life Cycle.
The recruitment strategy is a key success factor for the process. It defines the competitive advantage of the organization on the job market. The company has to choose the right mix of the recruitment sources, recruitment agencies and recruitment messages. The company has to choose the target groups, and the underlying analysis has to identify the right ways to reach them.
Following is a hiring personnel definition. Hiring personnel is an individual who is responsible for the recruitment process within a company. This includes advertising open positions, reviewing resumes and applications, conducting interviews, and making decisions about who to hire.
The recruitment supports the marketing activities of the organization. The hiring of new people is a strong communication topic for the social media. HR can start building the engaged social community around its recruitment activities. All marketing specialists should focus on the close cooperation with Human Resources. The HR Marketing is a strong topic for discussions in the company. The HR Marketing can build a strong competitive advantage.
The recruitment is the excellent opportunity for the internal promotions and talent identification. The HR Recruiter interviews many internal candidates and he or she can pass information to the career development specialists. The recruitment strategy should align the recruitment function with the career development specialists. The internal recruitment is not the isolated process. It should move the best talents of the organization to the challenging job positions. The internal recruitment needs a strong support from the top management. It can be a conflicting process and it needs clear rules, and procedures defined by Human Resources.
The recruitment process contains many interactions. It is the most difficult HR process with the value added for the company. The process involves managers, employees, Human Resources, recruitment agencies and candidates. All participants have the same goal – filling the job vacancy and they have to cooperate smoothly to reach the overall goal. Many organizations make a mistake of forgetting the candidate. The candidate makes the final decision. The company offers the job, but the candidate decides. The recruitment process has to be measured, and main recruitment KPIs have to set. The unmeasured recruitment process cannot support the success of HR in the organization.
The recruitment is the most sensitive HR process. The changes on the job market are visible in the measures almost immediately. The excellent process learns HR Professionals to be flexible and being innovative. The competition on the job market is tough, and the company has to be winning the best talents. The recruitment has to be smart.