Find the best talents! Learn about the types of recruitment and their strategies. Learn how to conduct an effective recruitment process.
Types of recruitment are not defined only by 3 or 5 models as we always see, but there are many other models for attracting talent. Not every job has the same requirements and every company has different needs.
This means that employers need to use hiring tactics that match their environment and attract the candidates they are looking for through the different types of recruitment.
What we will see in this article
What is recruiting?
Recruiting is the process of calling people to apply for some position, be it a job or a volunteer position.
Recruiting is synonymous with attracting candidates:
Attract: attract candidates and professionals who have an interest in the requirements of the position available to your company. The attraction usually involves disclosing the benefits that the candidate will have if he or she is chosen to be the new employee.
Recruitment and selection process, what is it?
Recruitment and selection are two processes formed by some techniques to advertise a vacancy on social networks, company websites and other forms of advertisements.
In addition, of course, to stipulating interviews, documents, and activities so that the candidate can participate and the most suitable profile can be chosen.
Various types of recruitment techniques can be used within the same business, depending on the function and department.
For example, if you are in industry, your company will have openings for design, production, marketing, sales, finance, administrator, and craftsman roles to fill from entry level to executive level.
You cannot use the same hiring methods for all models to find the best candidates in each division.
Use different selection techniques for different audiences
For example, for more technical positions, you need to apply some simulation tests and check your actual knowledge in practice.
For jobs that rely heavily on social skills, you can then apply group dynamics to get a feel for exactly what you want.
It is also worth reading this article: Recruitment and Selection Step by Step.
Which type of recruitment is best?
And what is the best type of recruitment and selection for your company? Can you define it?
Well, I need to share with you that no one type of recruitment is better than the other. This goes for both internal and external recruitment. There are pros and cons to both, depending on your business and the job you need to fill.
But if they are all good, should you apply any of them to all situations? Actually it is not that, but simply checking which one applies best for each position and company profile.
The difference is in your need, how much is your internal budget for advertising vacancies, and what techniques you will use.
What are the main types of recruitment and selection?
The main types of recruitment are:
- Internal Recruitment
- External Recruitment
- Mixed recruitment
- Outsourcing of services.
In reality there are 3 types of recruitment done by you, and another type where you hire another company to outsource the services.
Let’s look at each type of recruitment below, so you get a great idea of what the main ones are.
Internal Recruitment
Internal recruitment is when you seek candidates to fill a role within your existing workforce, that is, within your company. Usually a promotion of an employee.
- Advantages and disadvantages of internal recruitment: it can save a lot of time because there is no time-consuming interview and onboarding process. The downside is that keeping everything close to home can impede new ideas, innovation, and diversity.
External Recruitment
External recruitment is a type of recruitment for when you “go outside” your corporate environment, to attract people you have never met before. These are candidates who serve your ads on your websites, in your social networks, and other places outside the company.
Advantages and disadvantages of external recruitment
This model brings new ideas, a fresh approach, and renewed energy. But it is an expensive and time-consuming process.
Candidates must be screened, interviewed, evaluated, and verified before a hiring decision is made.
What is Mixed Recruitment?
Use recruitment and selection that supports internal recruitment initiatives and also can attract new talent in a company way. It is one of several types of recruitment.
Some companies open recruitment for new positions available to both external and internal audiences.
This model allows employees themselves to also apply for some positions that carry a higher salary or higher rank than their current position.
This point is a reason for engagement and motivation for employees, since they have the opportunity to grow within their own company.
What types of recruitment are new on the market?
Every recruiter knows that as much as we want to plan ahead to fill vacancies at the best time for hiring metrics, things usually don’t turn out the way we expected.
Under pressure, we fall into old habits (which we know don’t always work) because hiring managers are increasing the pressure. You have to take care and use the techniques of recruitment and selection wisely.
The temptation to leave the position on every available job board and cross your fingers that a great candidate will show up is a common symptom of reactive recruiting. And sometimes we are lucky, but most of the time we are not.
What are the most innovative techniques for recruitment?
- Gamification
- Inbound Recruiting
- Video marketing
- Personal analytics
- AI (Artificial Intelligence)
What is gamification?
Gamification in recruitment and selection is basically used with a generation of millennials as they have grown up with smartphones, social networks and online games;
What is Inbound Recruiting?
Just like Inbound Marketing, already extremely widespread in the market, Inbound Recruiting has its mission in creating a set of marketing strategies focused on attracting, converting, and delighting candidates.
This occurs through SEO, social media, and targeted marketing.
What is video marketing?
A video marketing is more specific to promoting the company’s brand together with the job. The video will create added value for the position by showing what the work, environment, and people of the company are like.
What is People Analytics?
People Analytics is a great strategy in defining specific profiles for a specific vacancy, generating good indicators and combining management with recruitment.
This technique is best used, for example, to use the indicators of each employee in relation to the desired indicators of the vacancy profile.
What is AI in the selection process?
Artificial intelligence in recruitment and selection can be used through automations in whatsapp channels or chats on the company’s website.
What are the main recruitment techniques?
Experienced recruiters know that they must have an arsenal of quick options at their disposal to attract people in different ways. We want to share the various types of recruitment that you can use:
How to make an advertisement for a job vacancy?
Placing job postings on your career site, job boards, social media, and industry publications is an excellent way to find many candidates.
It also gives exposure to your employer brand and increases your company’s reputation.
The downside is that outside advertising can be very expensive in this type of recruitment.
Also, if you do not target your ad placement well, you may attract unsuitable candidates or get few applications.
Perhaps the best way to work this advertising is not only to advertise the job itself, but to advertise the brand, the products, the way of being a company, with a short call such as “Come and join our team”.
This model by itself already brings the results that are expected, while at the same time extends the reach of the brand in social networks, magazines, TVs, or other advertising channels.
What is a Talent Bank?
A talent bank is a set of information about professionals from several different areas that can be consulted by companies, as needed to fill available positions.
The talent bank is formed by the sending of resumes to companies by candidates and is usually stored in systems, where the information can be segmented for more effective and faster searches.
You should always search your talent databases for candidates and applicants who were not hired, but were suitable enough to be saved.
Most hiring decisions involve deciding between at least two or three candidates.
When a new position comes up, search your talent pool for similar skills and experience. You can save a lot of time
How does Employee Referral work?
The indication in the recruitment and selection process is the formal procedure that allows an employee to indicate another professional that he/she already knows in the market for the position that is open and available in the company.
Most companies have some sort of employee referral program. Employee referral is a combination of internal and external recruitment.
Existing employees are encouraged to refer people they know for vacancies.
The value is that it is cost-effective, fast, and you can trust that employees will not refer unsuitable candidates. In addition, the new hire will already know more about your organization than an outside contractor.
This is one of the least costly types of recruitment for companies.
What are Boomerang Employees?
Rehiring former employees is gaining popularity and is an unusual type of recruitment.
Known as boomerang employees, these are people who worked well in a company, but then left on good terms for a multitude of reasons.
Employers are seeing the value in rehiring them because they know their skills and the employee knows and fits into the company culture.
Bringing a boomerang employee back reduces the time to hire, eliminates the risk of a bad hire, and reduces the cost per hire.
However, there are some employees who can take a positive view when a company consistently rehires an employee.
This can give the message that there is no career planning in the company and that the opportunities that arise cannot be reached more easily.
Promotions and transfers
Promotions and transfers are not exactly the same thing, but the concept is the same when it comes to recruitment types.
Internal employees are identified to fill the open positions. A promotion means that the person moves up the ladder and receives more responsibilities and also a salary increase.
A transfer usually does not involve greater responsibilities or more money and is a horizontal move.
Employees can be transferred to the same function in another branch or region, or they can take up a similar position in a different department or division.
The downside of transfers is that they require a greater adaptation from the employee when inserted into different cultures, such as another city, state or country.
In this case, the company needs to understand in a mature way that it will need patience until the new employee gets adjusted and can focus 100% on his or her new position.
What are Employment Agencies and HR Consultancies
You can outsource your hiring process to a recruitment agency. The agencies manage full-cycle recruitment on your behalf.
Although the cost of using an agency is high, it frees up your time to concentrate on more pressing matters.
Recruitment agencies are a great option for hard-to-fill positions and for companies that don’t have internal HR resources to focus on hiring.
You can also hire an external recruiter to make contact with specific people you would like to attract to your company.
You may know a passive candidate who fits your role perfectly, but he works for your opposition.
So you don’t want to make direct contact. An executive search recruiter, or headhunter, would also be an option.
You can check Assertem’s website to learn more.
What does a HeadHunter do?
A headhunter is a professional who looks for specific talent for a specific position for his client.
In general the headhunter looks hard at the market, especially at those who are currently employed, so that he or she can find clear characteristics that can fill the vacant position. Very common in commercial areas.
Professional associations
When you need to fill a highly qualified position, professional organizations can be an excellent source of candidates.
Many professions require that, upon qualification, people register with the appropriate professional association.
There are also other organizations where registration is voluntary, but it increases the credibility of a candidate’s qualifications. Partnering with these associations and organizations can put you in touch with the best talent.
Internships and apprenticeships
Offering internships and apprenticeships is an excellent way to learn about individuals’ strengths and can be considered a job interview.
During the contact period, line and hiring managers can assess potential to identify trainees and apprentices who can be enhanced and developed to fill future roles.
Future leaders need to start somewhere, and everyone will be hired in an entry-level position to start.
Well-managed internship and apprenticeship programs are fertile ground for recognizing future talent and leaders.
What are Recruitment Events?
For large organizations or companies planning expansion, recruitment events are perfect for attracting the kind of person you need.
Events can range from open days to job fairs, holding hackathons, and on-campus graduate recruitment campaigns. Events can be costly.
To ensure that you get the best ROI, you must know exactly what kind of candidate you want to attract and what your employer’s value proposition is.
Job shadowing is another great way to identify potential candidates. It’s also a great way to promote your employer brand and let people know that your company supports talent development.
What is word-of-mouth recruitment?
Big brands and multinationals can easily use word-of-mouth recruitment methods because unsolicited job seekers approach them on a daily basis.
Their employer brand is established and they are recognized as a preferred employer. All they need to do is get the word out that they are hiring and they will get a good response.
This method can also work, albeit in outlying areas where individual companies employ a substantial percentage of the local population.
Word-of-mouth recruitment example
In small towns, street companies can also attract candidates by spreading the word through local people.
For example, there is a process in many industries that is the STOP, when all machines literally stop so that major maintenance and tests on safety, among others, can be performed.
When these shutdowns occur, several company employees let friends and even other companies know of the start of the process, and a stream of people head for the door of the companies to get hires directly at the company gate.
This hiring can be direct hiring or also by the third-party companies that will perform this stop.
What is a Bulletin Board?
There are still jobs that can be advertised on bulletin boards. Jobs in factories and agriculture are typical examples.
The unemployed often wait at factory gates for the day’s job announcement or contact announcement.
In agriculture, seasonal workers gather at local markets or cooperatives to view job listings made by local farms.
How to hire in Social Networks?
The company’s social networks end up being a rich source for recruiting and selecting candidates, as many follow it through Facebook, Linkedin and others.
Often a short post with a picture of the vacancy and how to send a resume to your company is a great result for your recruitment, and is one of the great types of recruitment today.
See how to advertise Jobs on Linkedin and advertise Jobs on Google
Types of Recruitment: Conclusion
First, there is no single job recruitment and selection process that is the only way to attract candidates.
More importantly, however, these options demonstrate that recruiters must be creative.
The types of recruitment in human resource management are always renewing themselves.
Recruiters and hiring managers must be willing to explore all forms of internal and external recruitment if they are to find the best candidates.
Of course, these are not the only types of recruitment you can use.
With the ever-present war for talent, your innovative recruitment methods will attract attention and make your employer brand stand out.
Your company will be seen as an employer of choice, even if you are a startup or a small business.