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Companies develop and implement a strategy to attract, hire, and retain the talent necessary for their success.
What it is: Recruitment is the process by which a company replaces the people lost through attrition and adds people to the company to grow the talent base. Since many thought leaders in the industry describe recruiting as the war for talent, it is likely companies will have to compete for the talent that will meet their needs. Recruitment plans involve attracting, hiring, and retaining new talent to meet the company’s strategies and plans.
What it does: Recruitment requires plans and resources to be developed in the company to direct employees to be actively involved in finding and hiring people to join the company. When a department or division of a company wants to hire someone, they need to have a plan to find them and hire them.
How is it used: Recruitment plans can be developed to find candidates to meet talent needs and to hire and onboard the new employees.
Where: There are a number of ways companies hire employees:
The most successful and quick sources of new employees can be family and friends of existing employees. More than 90% of jobs are filled by someone the hiring manager or one of their acquaintances knew. Since culture drives hiring and retention, having a referral from someone who knows the candidate and the company can be a big advantage over a blind hire.
Many companies will often use websites like indeed.com or local sites like KSL Jobs and others to find employees. The advantage is quick and inexpensive postings with wide coverage. The disadvantage is you often know nothing about the candidate and they know nothing about you.
Many large companies use a college recruiting strategy to bring in new talent to work their way up the company ranks. College recruiting programs normally mean that the company is willing to train the new employees and allow time for lower productivity while the new graduates are being trained. These strategies normally work best when tied to a network of schools where there is a strategic partnership. The company uses alumni (or dedicated recruiters) to get to know the students as they progress through their programs and identify potential hires early in the process. Also, the students learn about the company early in their college career and develop a relationship with the company through recruiters, info sessions, internships, etc. It has been noted that A-level people surround themselves with A-level people, but Blevel people surround themselves with C-level people. Therefore, be sure your recruiters are selected from the best people in your organization.
Small to midsize companies also recruit at colleges to obtain talent that is partially trained to meet their needs and provide educated options to meet job needs. These companies may or may not have a dedicated recruiting program with their strategic partners, depending on what they are willing to invest in their recruiting program.
Internal networks to identify outside hires can be very effective in identifying and effectively hiring new talent. Company employees may meet these people at conferences, customers, suppliers, community organizations, etc. where they can learn of their skills and propensities to change jobs. It has been noted that A-level people surround themselves with A-level people, but B-level people surround themselves with C-level people. Therefore, be sure to get your referrals from the best people in your organization.
Search firms and temporary services companies: Companies will engage locals to help companies to find temporary people, whom they later hire. They also will look for general and specialized search firms that will look for the general candidates or specific kinds of talent desired with the specific experience required. The search firm is only paid by the company if their client is hired.
Executive search firms are used to find C-suite candidates that carry high levels of experience and high-level jobs. The search firms are paid a percentage of the candidate's salary as compensation for finding the candidate.
Individual hires for small business: Hiring experienced employees already experienced and trained to do the job for which they are hired
Why: Finding the right talent to help a company operate and grow is critical to its long-term success.
Where it shouldn't be used: Using the wrong type of recruiting can be expensive and actually bring in the wrong kind of people. So while you should always use a recruitment plan, be careful to draw upon the right types of recruiting to meet the needs of your company.
Any restrictions: None
Warnings: It has been noted that A-level people surround themselves with A-level people, but B-level people surround themselves with C-level people. Therefore, be sure to get your recruiters from the best people in your organization.
[Video: The recruitment process]
[Video: 8 Steps to Recruitment Success]
[Video: Recruiting]
[Video: Recruiting Foundations]
{Video: Hiring a Recruiting Firm]
Job and workforce planning: Small companies may have an individual job to fill while large companies may be planning to hire thousands of people over a year. Either way, there needs to be planning to determine what jobs will need to be filled.
Prepare a job description and job specification: This job description and specification should include everything you want the candidates to be able to do and perform. It can be helpful to create a candidate profile to describe the candidate they are looking for.
Attracting candidates: Carefully consider your company and the job branding that you will use to attract candidates. If your job or branding is not attractive to your preferred candidates you will not be successful in attracting the candidates you wish.
Sourcing: Sourcing can come from internal or external sources.
Advertising: There are many ways to advertise a job. Job boards (e.g., Indeed), recruiting sites, newspapers, classifieds like KSL Jobs or Craigslist, social media, etc.
College recruiting: Each college has its own recruiting process and time frame. They have places to post jobs and opportunities to hold information sessions, and they will likely host interviews for their students.
Temporary agencies: Many temporary agencies have people seeking full-time jobs, and if you find someone who works well for you, you can offer them a job. You will probably need to pay some finders fee to the temporary company. It is a good way to try someone out temporarily before you hire them full time.
Technical search firm: These firms will find candidates for you that meet your job specifications. They tend to be focused on skill jobs like coding, sales, science, lab work, etc. These search firms will commonly charge you one month or more of the salary you will pay the candidate if you offer and they accept the job.
Executive search firms: These are firms that are looking for director, VP or C-suite candidates. They work like the technical search firm, but they are looking for a different level of candidate. They also charge one month or more of salary for a successful candidate hired.
Internal: Do not overlook the candidates you have in-house. They already know the company culture and have contacts in the company, and you have a good view of their potential and issues. Anyone you bring in from the outside will not know the company, culture, or contacts, and you will not know their potential or their weaknesses. Internal sourcing can be a great motivator inside the company for promotional opportunities. Many companies will complete an internal search before they go through the expense of an external search. If the internal search is not successful, they will repeat the selection process for external candidates.
External: External candidates can be sourced from advertising, college recruiting, temporary agencies, technical search firms, or executive search firms.
Screening and assessment: You will need to manage the applications that come in and record the results of government reports if required.
Track all of the applications that come in.
Screen the applications for resumes or applications that do not meet the specification so you can explain why someone was turned down.
Communicate to every candidate their status after screening.
For those who make it through screening, you may have different levels of assessment. It could be taking aptitude, personality, skill, or other assessments online.
There may also be introductory interviews with HR or other recruiters before the decision-makers interview the candidates for final selection.
Be aware that most recruits who fail or leave a company had all of the technical skills required; they failed because they did not meet the cultural or behavioral factors that drive success in the company.
Decision-making: Often the hiring manager makes the final decision, as they will have to work with the person going forward. The decision should be based on defined criteria and documented in case there are any legal questions later.
Onboarding: The onboarding process can have a significant impact on the new hires' early productivity, satisfaction, and retention. Review the Onboarding document in this library: Onboarding.
The following linked document contains the recruiting process and almost 20 related templates you can use: Recruiting New Employees.
This is a process and no presentation or recommendations are required.
This content is provided to you freely by Ensign College.
Access it online or download it at https://ensign.edtechbooks.org/projectbased_internships/recruiting.
