What Are the Different Types of Recruitment?

Recruitment is an important process in creating a strong workforce. But how is it possible to select the recruitment method that meets your business requirements? Whether you need to fill a highly demanded position or are about to create a diverse workforce, knowing how to categorize recruitment can help you make the right choices and optimize your approach. 

This blog post will briefly talk about types of recruitment and how to use them to attract the right candidates. 

1. Internal Recruitment
2. External Recruitment 
3. Third-Party Recruitment
4. Employment Exchanges
5. Internships
6. Talent Pool Databases
7. Direct Marketing
8. Social Media
9. Job Fairs and Job Portals

Internal Recruitment 

Internal recruitment is a process whereby organizations fill vacancies or positions within their companies. This could be in the form of promotions from junior to senior level positions, and lateral transfers from one region to another.

This method is applicable if you need to retain your current workforce, have an urgent vacancy, or want to avoid recruiting costs. It is also suitable to retain employees who have a previous understanding of a company’s culture and environment. 

For example, Google is a well-known company that takes internal recruitment seriously. It promotes employees to higher levels of the organisational hierarchy to retain them.

Benefits:

• This type of recruitment brings down the advertising and recruitment expenses.
• It promotes employee loyalty and gives them scope for progress in their chosen careers.
• It increases the likelihood of organisational adjustment as the internal candidates have proximal familiarity with the environment.

External Recruitment 

External recruitment entails seeking candidates outside the company to employ them with the company. It is the most conventional staffing strategy used when there is no right match for the new positions within the company.

This method is adaptable when you are recruiting for specialized positions or any positions that lack the required skill set in your organization. It is also beneficial when you need to diversify or bring new people with outside perspectives.

Let’s say, Apple or Microsoft invite professionals who have previously worked for different industries into their senior management positions. This way they develop new approaches to analyze the working environment and bring different expertise to the organization.

Benefits:

• It has a wider talent pool access with diversified skills.
• It is an opportunity to bring new knowledge and innovative vision into your business.
• It assists in demanded staffing or specialised positions that are not found within the organization.

Third-Party Recruitment 

Third-party staffing means employing other entities like recruitment agencies to source employees and fill the available positions for an organisation’s needs. These agencies focus on certain business sectors and ease the application process.

This is especially beneficial when you need to hire for higher rank positions or your company lacks the manpower to handle the job search. For instance, many tech start-ups and established technology firms use third parties to get the best engineering talent.

Benefits: 

• They have a large candidate database and expertise to recruit the right people you may fail to have.
• They contribute to the initial screening and assessment process to free your time for the final interview.
• They help to fill strategic roles where you require professionals to undertake the recruitment process.

Employment Exchanges 

Employment exchanges are government-established services to help job seekers and employers. It is useful for people who are unemployed or actively looking for a job opportunity.

It is applicable if you need to staff locally or in industries that need more workers with less specialisation. Large-scale organizations use this recruitment method to fill entry-level positions and manual powers.

Benefits: 

• It is free to use for employers.
• It is effective in sourcing candidates who are from marginalized or underrepresented backgrounds.
• It is suitable for companies where specialized skills are not needed all the time.

Internships 

Internships are a wise choice to recruit young talents while offering them practical working experience with a stipend. Organizations can hire interns for starting-level jobs to assess potential permanent hires.

It is suitable for organizations seeking freshers from college or schools. It is also resourceful if you wish to team up with potential employees in the long run. 

Many large corporations such as Microsoft and Facebook provide paid internships, which usually guarantee the candidate a permanent job offer if they perform effectively.

Benefits: 

• Employers can check the candidates’ ability to continue the work before permanently hiring them.
• Interns will be highly motivated and willing to learn through the internships.
• It is an inexpensive way of recruiting individuals to occupy junior-level positions and at the same time nurture future human capital.

Talent Pool Databases

Talent pools are lists of candidates for employment who have already applied or shown interest in your organization. These candidates may not be a good fit for present positions but can be relevant for future requirements.

Great for companies that actively hire or build a consistent recruitment process. Big organizations like Amazon build a strong talent pool database to facilitate the smooth hiring process.

Benefits: 

• Pre-screened, qualified candidates are easier to contact when new positions are available.
• You can catch up with the skilled candidates that you haven’t interviewed previously.
• It efficiently saves hiring time with frequent recruitment processes.

Direct Marketing 

Direct marketing is an advanced m where the employer communicates directly to potentially interested candidates by mailing, calling or messaging them. It is helpful to recruit passive candidates who are not actively seeking a job but may be interested in opportunities matching their skills and qualifications.

Employ this method to attract experienced professionals for your company’s future needs. LinkedIn is quite common here to send direct invitations or messages to potential candidates about open positions. 

Benefits:

• Engages the right audience that recruiters overlook when using conventional methods.
• Direct marketing recruitment is suitable for high-level positions as the candidates are invited directly to apply.
• It helps you develop a pool of candidates for future openings.

Social Media 

Social media sites like LinkedIn, Twitter, and Facebook have much influence in the form of recruiting. These sites permit direct communication with potential candidates, posting available jobs and even performing background checks on candidates.

Social media is helpful for companies that target younger applicants with technical skills or employees in creative fields. You can create the brand image through social media which may further attract the candidates to apply for the positions. Starbucks and Zappos use social networking sites for the recruitment process.

Benefits: 

• It is a relatively easy way of accessing a large pool of diverse workforce.
• It enables you to interact informally with the candidates.
• It aids in employer branding and promoting your business culture.

Job Fairs and Job Portals 

Organizations and recruitment agencies use job fairs and job portals as an effective way of recruitment. Job fairs are events where employers come equipped with specific positions to be filled and job seekers are prepared with resumes and interview phases. Job portals on the other hand are online works that offer a listing of jobs.

Job fairs are useful when recruiting local candidates and developing relationships with the right talents. Job portals are better for posting a large number of open positions at once to expand the candidates’ search. 

For example, Indeed and Monster have become more indispensable portals in today’s recruitment processes. Companies like Uber post vacancies on these portals and attract the right employees.

Benefits: 

• With face-to-face job fairs, communication, attitude and fresh enthusiasm can be noted among the candidates.
• The portals enable the employer to search and recruit employees from a larger candidate database and filter the search to ease the process.

Conclusion

When choosing skilled candidates for an organization, it is important to understand the types of recruitment processes to implement the right one. If you’re hiring within your company or using third-party agencies, recruitment will be easier when you understand the benefits of each strategy and its implications for your company. 

At MNR Solutions, we are experts at guiding companies through hiring, screening and offering the right candidates based on requirements.

Are you prepared for a more competent and powerful workforce? Contact MNR Solutions and we will assist you in luring and attracting the professionals for your business.