Articles and News on Recruitment Methods

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The method and methodology for sourcing candidates can include many different channels and practices. The methods consist of practices such as online recruiting, holding job fairs, college recruiting and the development of employee referral programs. The methodology behind each method typically outlines the specific recruitment channels that will be used for each method. Online recruiting channels include job boards and social networks, while college recruiting programs may include holding campus recruiting events, developing university relations and hosting internship programs. Each recruitment channel can be judged on its efficacy by various metrics, such as number of sourced candidates, the total cost of hire, and the long term success of hires.
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Recruitment methods are particular means to develop the practices of each stage in the recruitment life-cycle and process, from sourcing candidates to the hiring decision. A detailed recruitment best practices document or policy framework should include methods and practices for each stage in the recruitment process, with the goal of optimizing each stage for conversion and cost efficiency.

The recruitment process includes three basic steps, resume selection, testing (written or online) and interviewing. Each type of job requires an applicant to have a basic qualification. This qualification may be based on education or experience or both. The recruiters select resumes-those that meet the basic requirements for that particular job position. Some cases require references attesting one's professional experience. As such, a reference confirms the authenticity of given information.

Primarily qualified applicants are often selected for testing. Employee tests can be of several types, such as knowledge-based tests, achievement tests, personality and medical tests. Sometimes an employee is asked to undergo multiple recruitment tests.

A knowledge-based test is essential to determine whether the candidate possesses relevant knowledge required for that particular job position. A knowledge assessment test checks a person's memory, general awareness, and reasoning capability and aptitude. However, the test chosen may differ according to the job requirement.

It is also important to check out relevant certificates and awards to evaluate a candidate's achievements. Personality tests determine whether an applicant is, in terms of "soft skills", suitable for the job position or not. Medical tests may include overall health check-up or certain specific tests related to eyesight, blood group, serious ailments, etc.

Prior to the actual job offer and salary negotiation, the interview is a crucial preliminary part of the recruitment process. Conducting an interview does not mean throwing out a couple of questions and expecting black-and-white answers to them. A well-executed interview blends a detailed understanding of organizational needs with a nuanced grasp of the prospective employee's responses, talents. qualifications, personality and character in order to make a final decision.