There are various kinds of employee recruitment practices that companies utilize to attract the best talents. Not every job has the same specifics, and each organization has different requirements. That said, employers should use hiring strategies that will fit their cultural environment and attract the applicants they’re seeking for.
Generally, one company can use different kinds of recruiting strategies within the same business, depending on the position and the division. For instance, if you’re in manufacturing, you’ll have design, technical, marketing, sales, finance, admin and other positions to fill from entry to leadership level.
There are advantages and disadvantages of both regarding your business and the vacancy you have.
So, what’s the difference? Shorlyly, internal recruitment is when you have applicants to fill a vacancy from within your existing employees. External recruitment is when you source out of your organization to appeal to professionals.
Smart recruiters are aware that they should have quick resources in order to appeal to specialists in various methods. We would like to share as many valuable kinds of employee recruitment you can utilize:
You need always search your candidate databases for applicants and interviewed specialists that were not hired but were suitable enough to save. Most hiring solutions demand making decisions for at least a few candidates.
When there is a new opening, explore your candidate database for similar skills and background.
Publishing job ads on your careers site, job boards, social media channels and publications on industry groups is a great way to find proper candidates. It also gives display to your employer branding and fosters your organization’s reputation. The disadvantage is that such advertising can be high-priced.
Also, if you don’t describe the positiont of your ads well, you could appeal to inappropriate candidates, or get a few ones.
Indeed, many companies have a decent program for employee referrals. Employee referrals is a mixture of external and internal recruitment. The current employees are motivated to refer experts they know for open positions.
The favour is that it’s effective, quick and costs less, and you can ensure that employees won’t refer to inappropriate specialists. Additionally, the new hire will already know more about your company and culture than an external placement.
Rehiring past employees is becoming more popular. Known as boomerang employees, these are professionals who worked fine at a company but then left on good terms for a lot of factors.
Employers are viewing the worth of rehiring them because they know their skills. Moreover, the employee knows and fits into the organization culture. Bringing a rehired employee back on board shrinks time to placement, ceases the risk of a wrong placement and diminishes cost per hire.
Promotions and transfers are different things, but the conception is the same. Internal specialists are invited to fill internal vacancies. A promotion means that the person moves up the career ladder and gains more accountabilities and also a higher salary. A transfer usually doesn’t include greater responsibilities of remuneration and is a horizontal career step. For instance, employees can be transferred to the same position in another division or location, or they can take on a similar role in a different department.
Offering internship programs is a great tool to explore the strengths of the interns. During the contact period, line and hiring managers can assess the potential to identify interns who can be developed to fill future vacancies.
Well organized and handled internship programs are an important source for acknowledging and hiring employees and future leaders.
When an employer brand is established, they’re recognized as an employer of choice. All they have to do is put the word out that they hire employees and they will gain a decent response.
You can outsource your hiring process to a recruitment agency. Agencies operate a full cycle of employee recruitment on your behalf. Although the cost of using an agency is high, it enables you to concentrate on more urgent business tasks. Recruitment and executive search agencies are a perfect alternative for C-level and hard to fill openings. Moreover, it is a great solution for companies that don’t have the internal HR resources to hirе employees.
For junior and everyday roles, recruiting agencies may be the right choice. The recruitment firms commonly have a larger pool of candidates. They are able to give you a long list of potential applicants for the vacancy.
On the other hand, if you want to fill an important C-level and leadership position, an executive search agency is your best choice. The companies offer a limited but very qualified pool of talents. There is less risk of selection of the inappropriate professional for an actual position when you partner with an executive search company. An executive search firm is your best option, when you need a professional with a special cultural fit, certain skills, or experience.
Whatever you choose, you need to understand the differences between the two before selecting one to hire employees.
If you’re not sure which practice is best for your next vacancy, or you’d like to know more about the differences between executive search and recruitment, Horizons Bulgaria can help. We offer both services! Get in touch today to find out more.
Photo credit: Freepik