The process of attracting and hiring the best-qualified candidates for a job opening.
Job Analysis: Job analysis is the process of identifying the requirements of the job about knowledge, skills, abilities, and personal characteristics required to perform a particular job.
Recruitment: Recruitment is the process of finding and attracting job candidates who are suitable for the vacant positions within an organization.
Job Posting: Job posting is the process of advertising job vacancies within an organization or in the open market.
Screening and Selection: Screening and selection involve the use of various methods to identify the most qualified job candidates for vacant roles.
Interviewing Techniques: Interviewing techniques are the specific methods used to assess job candidates during the interview process.
Employment Tests: Employment tests are used to evaluate job candidates' skills, abilities, and knowledge in relevant areas required for the job.
Background Checks: Background checks are used to verify job candidates' information such as employment history, criminal records, and educational qualifications.
Reference Checking: Reference checking involves contacting job candidates' former employers to verify their skills, work history, and past performance.
Diversity and Equal Employment Opportunity: Diversity and equal employment opportunity are legal requirements that mandate fair and equal treatment of all job candidates regardless of their gender, race, religion, national origin, and other protected criteria.
Recruitment Metrics and Analytics: Recruitment metrics and analytics measure and analyze key data points related to recruitment and selection, such as cost per hire, time to recruit, and applicant flow.
Employer Branding and Employee Value Proposition: Employer branding and employee value proposition are marketing practices used to promote an organization as an attractive employer to job candidates.
Onboarding and Orientation: Onboarding and orientation are processes used to introduce new employees to an organization's culture, policies, procedures, and expectations.
Talent Management: Talent management is a holistic approach to managing employees throughout their employment lifecycle, from recruitment to retirement.
Succession Planning: Succession planning is a process used to identify and develop employees with potential to fill key leadership roles within an organization.
Human Resource Information Systems (HRIS): HRIS is a software system used to automate various human resource management functions such as recruitment, performance management, and compensation.
Internal Recruitment: This refers to the process of hiring candidates from within the current workforce of a company.
External Recruitment: This is the process of hiring candidates from outside the company or organization through various sources such as job posting, referrals, and recruitment agencies.
Online Recruitment: This is the process of recruiting candidates through online platforms, which include online job portals, social media, and professional networks.
Campus Recruitment: This is the process of hiring candidates directly from colleges and universities.
Direct Recruitment: This is the process of hiring candidates through various direct means such as employee referrals, walk-ins, and unsolicited resumes.
Executive Recruitment: This is the process of recruiting senior-level executive positions.
Retained Recruitment: This is when the company hires a recruitment firm to fill a specific position and pays a fee for their services.
Contingent Recruitment: This is when a company hires a recruitment firm to fill multiple positions or hires for a specific project.
Temporary Recruitment: This is when a company hires a temporary worker to fill a position on a temporary basis.
Contract Recruitment: This is when a company hires a worker for a specific period of time with a specific set of responsibilities.
Assessment Centres: This type of recruitment involves a group of candidates participating in a series of exercises and tasks to evaluate their suitability for a particular job.
Psychometric Testing: This type of recruitment involves the use of psychological testing to assess job applicants' personality, aptitude, and intelligence.
Work Sample Testing: This type of recruitment involves conducting a test or set of tests to evaluate candidates' performance in real-life job situations.
Virtual Recruitment: This is the process of recruiting candidates through virtual platforms, including virtual job fairs, video interviews, and online assessments.
Blind Recruitment: This type of recruitment involves hiding certain candidate information (such as name, gender, and age) to eliminate any unconscious bias during the recruitment and selection process.