Recruitment, the process of finding and selecting talented employees for jobs, is handled either by internal corporate recruiters or agency recruiters (sometimes referred to as headhunters.) Find a wealth of recruitment related resources, including best practices for corporate recruiting, recruiting technology trends, and job search and connection to employers. Additionally, we offer a host of career related and informational tools for active job seekers.
Headhunters - Information on Executive Search and Headhunting Firms
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Recruitment Agencies and Recruiting Firms
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Find temp agencies for temporary work and contract to hire opportunities. Temp recruitment professionals, access recruiting tips for the staffing industry and receive recruitment industry news to keep you up to date.
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KEY TERMS
Recruitment means appointing an appropriate candidate for a particular job. Recruitment is a long process conducted on the basis of several distinct fields. The considerations vary with industries; while an engineer would be interviewed much on technical knowledge and expertize, a media house will focus on the personality of the job-applicant. There are some basic qualifying standards set as official recruiting procedures.
A company has to be apt in stating requirements that will qualify an individual for the available post. This is one of the major criterions for initiating recruitment. Having identified the need the company then has to promote their vacancy through appropriate means like new-paper, social networking tools and online advertisements. In response the company will receive a minimum number of resume which will comply with the recruitment standards. Fourth step is screening. This is an elaborated method that is followed chronologically. Screening starts with sorting good professional and functional resumes in one pile. Then the chosen candidates are called for an interview; which might be a written test or a face-to face communication. In the fifth phase, interview results are compared and the best contender is called for salary negotiation. On agreement a contract is signed and this closes the final phase of recruitment.
The responsibility to process employment lies with the human resource department of a company. Human resource officers are trained to analyze employee personality, presentation and productive capability. They in consultation with the head of the organization conducts the recruitment process.
A company has to be apt in stating requirements that will qualify an individual for the available post. This is one of the major criterions for initiating recruitment. Having identified the need the company then has to promote their vacancy through appropriate means like new-paper, social networking tools and online advertisements. In response the company will receive a minimum number of resume which will comply with the recruitment standards. Fourth step is screening. This is an elaborated method that is followed chronologically. Screening starts with sorting good professional and functional resumes in one pile. Then the chosen candidates are called for an interview; which might be a written test or a face-to face communication. In the fifth phase, interview results are compared and the best contender is called for salary negotiation. On agreement a contract is signed and this closes the final phase of recruitment.
The responsibility to process employment lies with the human resource department of a company. Human resource officers are trained to analyze employee personality, presentation and productive capability. They in consultation with the head of the organization conducts the recruitment process.