Factors spurring the historical growth and continuing need for recruiters are diverse and include:
- Increasing complexity and expansion of screening steps
- Increasingly physically mobile workforce
- Growth of labor force population and job listings to levels requiring centralized, specialized hiring
- Parallel rise of highly-specialized jobs and skills
- Incomplete automation of screening
- Rise of information and other digital technologies
- Globalization of employment opportunities for expats.
"Recruitment" means solicitation, screening, and appointment of an ideal candidate for a particular job. Of course, the specific considerations vary among industries; while an engineer would be interviewed primarily on technical knowledge, experience, and expertise, a customer-service recruiter will give much greater weight to the personality of the job applicant.
A company has to clearly state job responsibilities and requirements that will qualify an individual for the open positions. This is one of the major criteria for recruitment strategy and initiating the hiring process. Having identified the need, the opportunity, and the requirements, the company then has to promote the job opportunity through appropriate means, such as newspapers, social networking tools, social media, online advertisements, and job boards. Human resource departments may also utilize recruiting software and applicant tracking systems to assist with finding the ideal candidate.
In response, the company will closely review and prioritize applications that meet the recruitment cut-off standards. In many instances, selected candidates are invited to an interview in-person, by phone or online, with written tests as a possible adjunct. For the most competitive and selective positions, multiple interviews - even as many as four - may be required before a decision is made.
Finally, all screening outcomes, including testing and interview results, are compared and prioritized, before final discussion and job offer. Although the hiring process may be thought to terminate with a contract signing, various considerations, such as probationary periods or ongoing "aftercare" services provided by the recruiter can transform the recruiting process into a recruiting relationship.
The talent acquisition lies with either an independent recruiter, with the human resource department of a company, or with the non-professional recruiter within a business or organization who has been assigned or chooses to perform the hiring tasks (aka hiring manager). In larger organizations, highly-specialized human resource personnel are trained to analyze employee personality, presentation, and production capability. They, in consultation with supervisors, conduct and complete the recruitment process.
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