Recruitment
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- See also, Recruiter and Recruiting (athletics)
Recruitment refers to the process of sourcing, screening, and selecting people for a job or vacancy within an organization. Though individuals can undertake individual components of the recruitment process, mid- and large-size organizations generally retain professional recruiters.
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[edit] The recruitment industry
The recruitment industry has four main types of agencies. Their recruiters aim to channel candidates into the hiring organization’s application process. As a general rule, the agencies are paid by the companies, not the candidates.
[edit] Traditional recruitment agency
Also known as a employment agencies, recruitment agencies have historically had a physical location. A candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s books. Recruitment Consultants then endeavor to match their pool of candidates to their clients' open positions. Suitable candidates are short-listed and put forward for an interview with potential employers.
Renumeration for the agency's services usually takes one of two forms:
- A contingency fee paid when a recommended candidate accepts a job with a client company (typically 20%-30% of the candidate’s starting salary)
- An advance payment that serves as a retainer
[edit] Online recruitment websites
Such sites have two main features: job boards and a résumé/Curriculum Vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in searches by member companies. Fees are charged for job postings and access to search resumes.
[edit] Headhunters
Headhunting are third-party recruiters often retained when normal recruitment efforts have failed.
Headhunters are generally more aggressive than in-house recruiters. They may use advanced sales techniques, such as initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also purchase expensive lists of names and job titles. They may prepare a candidate for the interview, help negotiate the salary, and conduct closure to the search.
Headhunters are typically small operations that make high margins on candidate placements (often more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters are usually employed to fill senior management and executive level roles.
While in-house recruiters tend to attract candidates for specific jobs, headhunters will actively seek them out. To do so, they may network, cultivate relationships with various companies, maintain large databases, purchase company directories or candidate lists, and cold call.
[edit] In-house recruitment
Larger employers tend to undertake their own in-house recruitment, using their Human Resources department. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate employee referral schemes, and/or focus on campus graduate recruitment.
[edit] The Recruitment Process
These are the main recruiting stages.
[edit] Sourcing
Sourcing involves advertising, a common part of the recruiting process, often encompassing multiple media, such as the Internet, general newspapers, job ad newspapers, professional publications, window advertisements, job centers, and campus graduate recruitment programs.
[edit] Screening & selection
Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills. Qualifications may be shown through résumés, job applications, interviews, educational or professional experience, the testimony of references, or in-house testing, such as for software knowledge, typing skills, numeracy, and literacy.
In some countries, employers are legally mandated to provide equal opportunity in hiring.
[edit] Onboarding
A well-planned introduction helps new employees become fully operational quickly and is often integrated with the recruitment process.
[edit] Recruitment in the UK
In the UK, recruitment services are provided by Employment Agencies or Employment Businesses, as defined by the Employment Agencies Act 1973. Essentially, Employment Agencies provide employers with candidates, which they can employ for a fixed, pre-defined fee. Employment Businesses provide candidates that are employed by the Employment Business, but act for (or are under the control of) a third party; commonly called Temporary Workers or Temps. In the UK, both Recruitment Agencies and Businesses are referred to as Recruitment Agencies, or simply Agencies, regardless of whether they operate as agencies, businesses or both. Many companies that operate in recruitment in the UK act as both Employment Business and Agencies.
[edit] Recruitment in Ireland
The recruitment service industry in Ireland is a flourishing commercial environment built on the strong and constant economic growth Ireland has experienced the last 10-15 years due to the Celtic Tiger, most prominently in Dublin. Specialized recruitment agencies (sometimes known as employment agencies or simply recruiters) across the country offer personnel consulting, specialist corporate recruiting, CV databasing, job-finding and headhunting, and temporary worker management services. These agencies usually work with larger business clients who are seeking qualified employees. There are approximately 600 recruitment agencies in Ireland, with an estimated 300 of those based in Dublin alone. Often large, growing businesses in Ireland prefer to outsource their recruitment and job advertising needs to an outside firm, and recruitment agencies offer these key services to these clients, usually in exchange for a percentage-based compensation matched from the new employee’s earned salary. In this way, the client pays the recruitment agency for services rendered – the candidate (new employee) usually does not pay anything for being recruited.
The past several years have shown somewhat of a turnaround for recruitment market dynamics. While it used to be more difficult to obtain business clients and large numbers of available job openings, the growing prevalence of recruitment agencies has led more and more companies to outsource their employment efforts as recruitment has become a very viable and cost-effective business partnership for many firms. Today, recruitment agencies are shifting focus to greater efforts on reaching out to job-seekers, as many agencies are finding no lack of client job opportunities. The task at hand, then, is to attract as many quality job candidates as possible, so as to place them in the multitudes of opportunities being offered by client businesses. Candidates are typically placed on multi-faceted set of criteria: personal preference and interests, industry or position experience, education, references, and psychographics.
[edit] Recruitment in Greece
In Greece, recruitment usually happens through specialist newspapers or websites, either by recruitment agencies or interested companies themselves.
[edit] Recruitment in India
In India, most common way of recruitment is through advertiesments in career sections of national newspapers or through recruitment agencies. Now some of the regional job boards / job websites are becoming popular.
[edit] Pitfalls of recruitment
Candidates can be subject to undue pressure to accept a job or position, such as in expanding the base of a cult.
[edit] External links
- Directory of Recruiters in USA A web directory of recruiters / recruitment consultants in USA.
- Directory of Recruiters in India A web directory of recruiters / recruitment consultants in India.
[edit] See also
Wiktionary, the free dictionary.
- Military recruitment, counter-recruitment
- Human resources
- Recruitment process outsourcing
- Firing
- Recruiting (athletics)
- Referral recruitment
- Candidate Submittalde:Personalbeschaffung
fr:Recrutement pl:Rekrutacja ru:Рекрутинг
[edit] References
1. CIPD (U.K.) Recruitment Viewpoint [1] 2. CIPD (U.K.) E-recruitment [2]
