The recruitment methods can be informal or formal, depending on the source.
Informal recruitment methods:
filling job openings above entry-level positions with current employees. A major advantage of a promotion-from-within policy is its positive effect upon employee motivation. Availability provided by this practice thus may not only motivate employees to perform better and increase their satisfaction with the company, but also improve their morale and commitment toward the company.
filling a vacancy with a candidate that comes with a personal recommendation. This approach is usually favored when the costs of recruiting needs to be reduced. It is considered that when a candidate comes with a referral, they are better suited for the job and they already have a mentor. There are also disadvantages to putting too much emphasis on referral schemes, such as reduced workforce diversity and unfairness regarding other prospective candidates
Portfolio with hiring requests: this method works only when the hiring requests database is updated.
hiring interns reduces time and training costs because the intern already knows the company and its requirements.
has the advantage of knowing the employee and their potential and also reducing time and costs. The main disadvantage is that an employee who left the company once can’t be a long-term investment.
Formal recruitment methods:
These are paid for by the government and are responsible for helping the unemployed find jobs or get training. They also provide a service for businesses needing to advertise a vacancy and are generally free to use.
Advertisements are the most common form of external recruitment. They can be found in many places (local and national newspapers, notice boards, recruitment fairs, websites) and should include important information relating to the job. Where a business chooses to advertise will depend on the cost of advertising and the coverage needed.
if a company decides to go outside to fill an upper level management position, it may ask an executive search consultant to find potential candidates. Head-hunters usually analyze the vacancy and offer an opinion about the type of person required, conduct initial screening, and administer psychometric tests, etc. This may save the client many administrative costs and advertising expenses.
Provides employers with details of suitable candidates for a vacancy and can sometimes be referred to as ‘head-hunters’. They work for a fee and often specialise in particular employment areas e.g. nursing, financial services, teacher recruitment
Under this method of external recruitment, educational institutions such as schools, colleges and universities offer opportunities for recruiting fresh candidates. Most educational institutions provide placement services where the prospective recruiters can review credentials and interview the interested graduates.
When the application period is over, the process of recruitment comes is said to have ended. The next step of the process is to select the candidate.
The selection process is a series of specific steps used to decide which candidates should be hired. The process starts with an evaluation of application forms and ends with the selection decision or a job offer. Each step in the selection process seeks to expand the organization’s knowledge about the candidates’ background, abilities, and motivation, and it increases the information from which HR managers/specialists can make their predictions and final choice.