9 Common Recruitment Types: Which Works Best for You?
Employees are the most important assets in any organization. They are your prized possession. As a result, it is only sensible to invest time, money, and energy into finding the right employees who align with the organization’s ethos and principles. In this quest, what is the best way to find the right employees? Where do you find them? Are they already with you, or do you need to explore new avenues? In this article, we discuss some common recruitment types used by organizations, as well as some important things to keep in mind while using these recruitment methods.
Broadly, there are nine common recruitment types that fall into two categories:
- Internal recruitment
- External recruitment
Internal Recruitment Types
Internal recruitment is when newly open positions in your company are filled by employees who already work within the company. This is done in a few different ways:
1. Internal Transfer
This refers to when an employee is transferred to another role or team from their existing position. The employee has to apply for the internal job posting, talk to the current manager and HR representative, and ensure that the transfer will not affect the existing team.
Sometimes, the job opening is filled by promoting a candidate from their existing position. Performance checks and evaluations are done to deem the candidate fit for the new position.
3. Bringing Back Former Employees
Another way to source candidates for internal job postings is to hire ex-employees familiar with the role and company. Companies don’t need to put as much effort into this recruitment method as they are already familiar with the employee and their capabilities.
External Recruitment Types
External recruitment is your standard process of posting a job in different places, using recruiting software and other methods to source candidates, interviewing applicants, and finally hiring a candidate. External recruitment happens in the following ways:
4. Career Site
A dedicated career site listing all your job openings and ranking in search engines can help you get candidates who might land on your page while they search for jobs. Also, when your company is sought by good talent, your career site becomes an excellent means of connecting people to your company. It is good to use an applicant tracking system (ATS) that offers a free career site. Many of them offer endless customizations and help you process the applications coming in from your career site.
5. Employee Referral
Another way to source candidates is through employee referral programs. Not only does this make the process simpler, but it also increases your chance of finding the right candidate. Your employees already know the culture of the company and the requirements of the job, which means they are more likely to recommend the right person for both the job and the company. Do not forget to give incentives to employees who lead you to a good hire.
6. College Recruitment
Another easy and simple way to go about external recruitment is to hunt for talent among college graduates. Real-time comparisons of candidates and instant results are some benefits of college recruitment. However, it can require a considerable amount of money to conduct a successful college recruitment program. Make sure you gain a clear return on investment if you choose this way.
When looking for a college graduate or a hire who is new to the field, one of the most intelligent ways to get the right candidate is by offering an internship. During the internship period, you get to test the intern’s abilities extensively through real-time experiences and interactions, following which you can choose to hire them as an employee.
8. Third-Party Vendors/Recruiters
There are dedicated third-party vendors, recruiters, and headhunters who can help companies find the right candidates for their open positions. With the right vendor management software, you can track how effective the partnership with a given vendor has been. When you have a lean talent acquisition team, it often makes sense to go with third-party recruiting.
9. Social Networking
Posting about your jobs on social media, especially LinkedIn, can help a lot in the external recruiting process. Social networking also enables word-of-mouth marketing for your company and your job openings, which will eventually reach the right talent through your employees and their social circles. Social media has become the platform for practically everything in this age, and recruiting is no different.
So, which recruitment type works best for you? Which ones have you used? Let us know how your experience has been by writing to us! Meanwhile, if you are looking for recruitment software that can make hiring a breeze, do give Freshteam a try.
Freshteam by Freshworks is recruitment software that can help you with employee referrals, internal promotions, transfers, recruitment drives, and a lot more. Furthermore, Freshteam can take care of onboarding, employee management, and time-off approvals. You can set up your career site, collaborate with your hiring team, schedule interviews, and do a lot more. Try Freshteam for free for 21-days to find out what recruitment type best suits you.
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