Direct Recruitment

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Direct recruitment eliminates any middlemen in the process of sourcing new talent for an organization, the paradigm case being on-campus recruitment by an employer's in-house recruiters. Other formats include direct-contact job fairs, other institutional visits and even shopping malls (in the case of military recruitment).

Its advantages include clear transmission of the employer message, visible in-house endorsement of the organization by its members serving as recruiters, simplified logistics for potential candidates and potentially reduced recruitment costs (e.g., no commissions). Potential drawbacks include a lack of expert HR expertise (when other staff are assigned the recruiting task) and the risks inherent in dealing with a less-motivated talent pool in virtue of the minimal effort required on the part of the target population to capture the attention of the employer.

While third-party recruiting and indirect recruiting can be convenient methods to locate potential employees, they can be costly and more time-consuming than direct recruitment. Direct recruitment involves, for example, sending agency representatives to college campuses and other educational facilities to find freshly-trained or trainable talent. While these candidates often have less experience than that of seasoned professionals, they also come with the most up-to-date training and a willingness to work for entry-level or otherwise below-average compensation.

Newly trained recruits are often grateful for the employment opportunity and tend to be very bring a fresh perspective to your business. You also have the opportunity to train them the way that is most effective for your company, as they have not yet developed any unfavorable or ill-matched habits during past employment. If your company offers advancement, you may have the potential to start a long term working relationship with these recruits, decreasing the turnover rate in your business.

As new graduates often dread spending months searching for employment upon completing their program, your recruitment agent seeking them out may locate them before they are able to apply to your competitors. When using a direct recruitment strategy it is important to make sure that the individual representing your company can trump any competitors using similar recruitment methods. If possible, send a representative with many years in your company who can discuss their own positive experiences and the long-term benefits of your business.
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