Recruiting

Definition: 

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 companies strategies and plans.
  • What does it do: Recruitment requires plans and resources to be developed in the company to direct employees to be actively be 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.

Uses:

Limitations:

  • 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.

Step-by-step process:

  • Job/Workforce Planning: Small companies may have an individual job to fill while large companies may be planning the hiring of thousands of people over a year's timeframe. Either way, there needs to be planning to determine what jobs will need to be filled by the hiring process
  • 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 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, information sessions that can be held, 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 that 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, scientists, lab people, etc. These search firms will commonly charge you 1 or more months of the salary that 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 the candidate. They also charge 1 or more months of salary for a successful candidate hired.
    • Internal: Do not overlook the candidates that you have in-house. They already know the company culture, 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, 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/applications that do not meet the specification so that 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 assessment, 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 - On-Boarding

Template for capturing data:

The following linked document contains the recruiting process and almost 20 related templates you can use: RECRUITING NEW EMPLOYEES

HR documents and templates 

Output representation and recommendations:

This is a process and no presentation or recommendations are required.

 

The Bold Recruiters Toolkit — 50 Tools for Aggressive Recruiters (Part 2 of a 2-Part Series)

 

This content is provided to you freely by Ensign College.

Access it online or download it at https://ensign.edtechbooks.org/projectbasedinternship/recruiting.