What is Recruitment and Selection?
Recruitment is the process of luring qualified individuals to an open position, and Selection is the process of locating and choosing the most qualified applicant for a position. Building a pool of qualified candidates who are eager to work for the business and from whom it might legitimately choose the best candidate or candidates for employment is the process of recruiting.
A company could start its recruiting process for the following reasons:
- Fill a brief void on the team (maternity leave, medical leave, etc.)
- A staff member’s replacement after retirement
- help with an increasing workload
- Start a new business initiative for the corporation.
- Fill a post that just opened up
Types of Recruitment: Internal and External
The choice between internal and external recruitment should be made while thinking about your recruitment strategy.
Internal Recruitment
The term “internal recruitment process” refers to the practice of elevating current personnel within a business rather than hiring outside candidates. Internal recruitment, can either be a promotion or a transfer.
It’s not always necessary to look for a new person to discover new abilities. Internal recruitment can save time and money on hiring costs. Candidates will already be accustomed to the workplace atmosphere and corporate culture if you use internal recruitment. Additionally, recognizing workers for their efforts promotes their advancement. Internal hiring has certain drawbacks, especially if you’re seeking for new innovative strategies. With internal recruitment, people who believe they deserve promotions but didn’t receive them would become demotivated. This could result in unfavorable group dynamics and an unpleasant work environment that fosters unhealthy competition and jealousy among employees.
External Recruitment
The advantages of recruiting employees from outside the company should also be considered. Fresh perspectives can occasionally result from new talent. Introducing new people carries greater risk, but it can promote dynamic relationships and growth. The benefits of overseas hiring are not without cost, though. To hire and train new personnel, more time and money must be spent.
Methods of External Recruitment
- Word of mouth
- Advertisements
- Electronic recruiting
- Employment agencies
- College placement offices
The Recruitment Process: Talent Acquisition and Selection
Choosing the best candidate requires preparation and strategic action. The following should be taken into account while employing new personnel.
- Job description
- Advertising
- CV Selection
- Shortlisting of CVs
- Conducting Preliminary Interviews
- Assessment and Selection
Why do we need an appropriate Recruitment and Selection process?
The proper process reflects well on your business’s professionalism and shows how mature your company is at finding and retaining the best employees. An efficient process aids in the proactive development of a talent pool, supporting the achievement of both media- and long-term corporate objectives.
Companies with extensive recruitment processes typically have lower turnover rates. A company that invests the time will almost always be able to locate a candidate that is a good fit for the role and the work environment. It’s crucial to have a good recruitment strategy!
A poor hire can have an impact on the overall success of the firm, much to how a square peg cannot fit into a round hole. A poor recruitment approach is time and money-consuming. Furthermore, if the wrong person joins the team, the team’s productivity as a whole could be put at risk. The effects on your company of selecting the incorrect applicant are frequently considerably worse than not hiring anyone at all!
The greatest talent in your business can slip through your fingers if you don’t have a strong recruiting process. Job candidates are interviewing you just as much as you are interviewing them, thus it can be damaging to your success to ask unsuitable interview questions or give ambiguous answers regarding the position during the screening process. You risk losing top candidates if your initial impression is less than excellent. Hence, according to PricewaterhouseCoopers (PWC), 49% of respondents turned down a job offer due to a bad recruiting process.
Therefore, creating a solid recruitment and selection process is necessary.
Conclusion
Finding the ideal candidate is a key objective for the hiring team, and implementing the right process can improve the experience of the applicant, the interviewer, the hiring manager, and the HR Department. Additionally, it could improve the efficiency of your company.
HR experts should make sure they use the proper recruitment and selection processes, as well as the best recruitment type to recruit the most qualified employees for their company.
Kelin Zvomuya is a consultant at Human Capital Experts
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