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.
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.
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.
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"Recruitment" means solicitation, screening and appointment of an appropriate 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 available post. This is one of the major criteria for initiating recruitment. Having identified the need, the opportunity and the requirements, the company then has to promote the job vacancy through appropriate means, such as newspaper, social networking tools and online advertisements.
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 recruitment 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 responsibility for recruitment 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. In larger organizations, highly-specialized human resource personnel are trained to analyze employee personality, presentation and productive capability. They, in consultation with supervisors, conduct and complete the recruitment process.
A company has to clearly state job responsibilities and requirements that will qualify an individual for the available post. This is one of the major criteria for initiating recruitment. Having identified the need, the opportunity and the requirements, the company then has to promote the job vacancy through appropriate means, such as newspaper, social networking tools and online advertisements.
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 recruitment 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 responsibility for recruitment 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. In larger organizations, highly-specialized human resource personnel are trained to analyze employee personality, presentation and productive capability. They, in consultation with supervisors, conduct and complete the recruitment process.