Which recruiting methods are right for your company?

All HR specialists will probably agree in one opinion: there is no universal method of recruiting personnel that would suit absolutely every company from scratch. Any method needs to be tested in practice in the realities of your organization, its capabilities, the budget allocated for the search for new employees, and ... even after all these manipulations, the method can work in one case, and not justify itself at all - in another. If you are interested in optimove careers, please follow the link to learn more.

What determines the success of the recruitment method?

From the needs of the company in certain specialists

From the terms allocated for the search for a candidate

From external factors: season, social changes, crisis or rise in the state From changes in the professional sphere or in the labor market and a number of other reasons.

Therefore, do not rush to choose one - try several methods for different vacancies and recruiting purposes. To do this, it is important to know the typology: it will help you navigate if you find yourself facing an urgent task of filling a vacancy.

Let's understand what a recruiting method is

That's all well and good, but let's start from the beginning. What is a recruitment method? Where is it applied?

Recruitment method (recruiting method, recruiting method) is a way to search for specialists that meets the goals and needs of the company at the moment.

Recruitment methods are a kind of tool in the recruiting process, and at the same time one of its stages. An HR specialist builds a hiring plan, chooses a recruitment method, and only after that proceeds to consider candidates. To learn more about reverse directory address, follow the link.

What typologies of recruitment methods exist?

By the number of specialists needed

Spot selection

Everything is simple here - if you only need one person for one specific vacancy at this stage, you use spot selection on demand.

Bulk selection

If you need to close several vacancies for one or more locations, use the mass selection of candidates, the stages of which are similar to the stages of recruiting, but have their own nuances. We wrote more in the glossary.

By way of contact with the candidate

Direct contact

This method is also called the preliminaring method. In this case, you directly cooperate with future candidates who are currently either studying at universities / specialized colleges or retraining in courses. Direct contact gives you the opportunity to recruit candidates from the very first acquaintance with their future profession. You can follow the progress and choose the best of the best. Direct contact requires partnership with educational institutions or retraining programs.

indirect method

The indirect method of selecting candidates involves posting vacancies on behalf of the company on various online or offline sites. It can be any announcement, ranging from posting on the company's social networking pages to an announcement about the recruitment of employees in the subway.

Important! This method is used when you have the appropriate budget to promote such recruitment posts, since in almost all cases advertising will be required to promote your request.

Third person method

This includes using private employment agencies, recruitment consultants, professional recruiters, bodies, associations, referrals, trade unions, databanks, contractors, and others to contact job seekers.

By search source

Internal selection

Sometimes HR specialists get too carried away with the selection of candidates from external resources, while in fact the required people are already working in the company. That is why internal selection is needed. In what ways is it carried out?

! Posting a new job posting within the team. Often employees would like to try themselves in other positions, but are embarrassed to say so or are afraid that they may not be suitable for their abilities. Don't let them underestimate you. It is always easier to further train a capable and potentially successful internal candidate than to spend time and resources searching for an external one. Be sure to state in the ad that additional training is provided, and you'll be open to any suggestions.

Promotion of deserving employees. If you notice that an employee has long outgrown his position, do not let him get bored and burn out. Offer a promotion and promotion after a competency assessment to develop his abilities before he considers leaving for a company with a real career ladder.

Transferring an employee to another department. If a colleague would like to prove himself in a new area, let him try sales instead of marketing, for example. This is a great outlet for "blockers" - difficult types of employees who have burned out or no longer want to develop in their positions.

Referral system. And although this method is a hybrid of internal and external selection, it still makes it possible to search for candidates among friends and acquaintances of your colleagues, and this is a priori a plus in the karma of loyalty to the company. Invite the team to bring in good applicants for an appropriate compensation bonus.

External selection

The external selection includes those already familiar to us:

Posting vacancies

Attending events, exhibitions, trainings and conferences in search of candidates

Networking

By job posting option

1. Indoor sites

The internal sites include the company's career website - a platform designed specifically for publishing all vacancies, promptly making changes to the requirements for candidates, for the first contact with the candidate. This also includes the company's social networks , company dashboards for internal recruiting, company mailing lists.

2. External sites:

Job search sites Djinni, Linkedin, etc.

Free ad sites, interest groups in social networks, groups by city Offline placement on paper in print media

Offline placement on advertising planes Affiliate mailings

3. Specialized sites

This includes closed groups of specialists in social networks and instant messengers, as well as the placement of information stands at career exhibitions and other HR events.

By search method

You can search for vacancies and place ads about them manually or with the help of specialized programs. In the first case, you need to spend much more time to post the text of the vacancy on all selected sites, review candidates, and transfer information about them to the system. This is a working option if you have a very limited budget, you do not save your time, or you have only a few employees.

In any other case, candidates are searched using the HRM system. Its advantages:

Internal database of candidates, where all the specialists you have viewed are included with full information about them for the future

The ability to parse information from candidates' resumes directly into the system

Post jobs on all career sites from the system at once

Ability to request jobs from departments so you can automatically track employee needs

The main advantage of such systems, of course, is time saving > HR manager can make the same mass selection many times faster, without making recruiting mistakes, and without losing sight of important stages when communicating with a candidate.

Which recruiting method to choose?

Our advice: mix methods and try them in practice. However, it is important to understand the scale of recruitment and the required speed of closing the vacancy. If you are required to recruit quickly and efficiently, request additional features - the HRM system recruiting module, a parsing extension, or at least a well-thought-out internal database where you can add resumes of your favorite candidates.