Employee hiring involves the process of attracting, selecting, and appointing suitable candidates for job positions within an organization. Various methods of recruitment are employed to reach potential candidates and identify individuals who possess the necessary skills and qualifications for a particular role. Here are some commonly used methods of recruitment:
1. Internal Recruitment:
Internal recruitment involves filling job positions from within the existing workforce. Here are some methods of internal recruitment:
a. Job Postings: Posting job vacancies on the company's intranet, notice boards, or internal communication channels, allowing current employees to apply for open positions.
b. Internal Job Boards: Creating a dedicated internal job board or portal where employees can explore and apply for available positions.
c. Talent Database: Maintaining a database of employee profiles, skills, qualifications, and career aspirations, which can be accessed when suitable positions become available.
d. Employee Referrals: Encouraging employees to refer qualified candidates from their personal networks for open positions within the organization.
e. Promotions and Transfers: Identifying high-performing employees and providing them with opportunities for career advancement through promotions or lateral transfers.
Benefits of internal recruitment include retaining and motivating existing employees, leveraging their knowledge of the organization, and reducing the time and costs associated with external hiring.
2. External Recruitment:
External recruitment focuses on attracting candidates from outside the organization. Here are some commonly used methods of external recruitment:
a. Advertising: Posting job advertisements on various platforms such as online job boards, company websites, social media, newspapers, and industry-specific publications to reach a wide audience of potential candidates.
b. Recruitment Agencies/Headhunters: Partnering with recruitment agencies or headhunters who specialize in sourcing and screening candidates for specific roles. These professionals have access to wider candidate networks and can help identify suitable matches.
c. Employee Referrals: Encouraging current employees to refer external candidates for open positions. Employees can leverage their personal networks to identify qualified candidates.
d. Networking and Professional Associations: Engaging with professional networks, industry associations, and online communities to connect with potential candidates who possess the desired skills and qualifications.
e. Job Fairs and Career Expos: Participating in job fairs and career expos to interact with job seekers, provide information about the organization, and collect resumes from interested candidates.
f. Online Job Portals: Utilizing online platforms dedicated to job postings and candidate profiles, such as LinkedIn, Indeed, Glassdoor, and industry-specific job portals.
g. College and University Recruiting: Establishing relationships with educational institutions to recruit fresh graduates or interns. This involves attending career fairs, conducting campus interviews, or offering internships to identify and attract young talent.
h. Direct Applications: Accepting applications directly from candidates who proactively reach out to the organization expressing their interest in job opportunities.
Each method of external recruitment has its own advantages and challenges. Organizations often employ a mix of these methods to cast a wider net and attract the most suitable candidates for their job openings.
Remember that the choice of recruitment methods depends on factors such as the organization's industry, available resources, job requirements, and the desired talent pool.
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| Employee Hiring- Methods Of Recruitment |
