What Is Recruitment? A Comprehensive Guide

By Indeed Editorial Team

Published June 29, 2021

The Indeed Editorial Team comprises a diverse and talented team of writers, researchers and subject matter experts equipped with Indeed's data and insights to deliver useful tips to help guide your career journey.

An effective recruitment process is one of the most important elements for finding outstanding employees. Such employees can help an organization improve by increasing revenue, establishing workplace culture and enhancing productivity. Though recruitment processes differ throughout many companies and industries, all organizations seek to find employees who can excel within their assigned position and become contributing members of their teams. In this article, we discuss the various steps involved in recruitment and why effective recruitment is important for organizational success.

What is recruitment?

Recruitment is the process of searching for new potential employees, attracting their attention and then hiring them. The process begins with the creation of a job posting for a position that you need to fill . Once you determine the requirements of a position, you may begin searching for candidates that possess the required skills and experience to succeed within the position. When you find these candidates, the next step is having them apply and interview for the position. If the application and interview go well, the last step in recruitment is hiring and onboarding the new employees.

Why is effective recruitment important?

Effective recruitment is important because it allows organizations to hire candidates that are well-qualified for available positions, increasing the chances they will succeed in the role and enjoy their work for the organization. Effective recruitment ensures that there are enough qualified candidates for the hiring team to assess. Also, effective recruitment helps ensure that individuals you hire are a good fit for the organization, which can increase the likelihood that they will work for the organization for a long time.

Read more: Why Is Recruitment Important?

Who is responsible for recruitment?

Many organizations employ individuals whose primary responsibility is to recruit other new employees. The job titles for this kind of position include human resources representative, hiring manager and recruiter. Here are some common responsibilities for those positions:

  • Recruiters: This position's responsibilities include tasks associated directly with recruitment, such as creating job descriptions, posting job ads, reaching out to potential candidates to schedule interviews and conducting pre-screening interviews. Larger organizations often hire recruiters if they have many new roles consistently available.

  • Human resources representatives: In addition to initial recruitment, human resources representatives and managers are often responsible for onboarding new employees, ensuring a smooth transition into employment. HR representatives often attract potential employees by describing the benefits included in employment packages and the positive aspects of their organization's culture.

  • Hiring managers: Hiring managers often recruit new employees and train them for their new roles. Hiring managers may also conduct final interviews, as they often have more knowledge of the specific requirements of the position for which candidates are applying.

Related: Recruiter Resume Samples

What does recruitment involve?

Many recruitment processes differ based on the industry and the organization, but here are some typical steps involved in recruitment:

Identification of open positions

Recruiting begins with this step, as recruiters themselves may not responsible for deciding which positions need to be filled within an organization. These positions may be new ones that have never existed within an organization before or positions that someone else previously occupied. Once recruiters get notified of open positions, they gather information such as the wage requirements, job description and employee benefits.

Drafting job postings

Job postings often include some background on the organization, a detailed job description and required qualifications for the position. Some job postings include minimum qualifications as well as preferred qualifications. Recruiters also often include information in job postings that describes the potential benefits of working in a specific position with the organization and with the organization as a whole.

Posting positions to job boards

After recruiters create drafts of their job ads, they post their job ads on various websites, including the company's own website, in order to maximize the number of qualified candidates that apply. Job boards often curate their listings to relate to candidates' unique skills and experience, further increasing the number of qualified candidates who may come across your ad. Many job boards and company websites also ask candidates to fill out a questionnaire or respond to a job posting with information relevant to their candidacy for positions, such as their relevant work experience and skills.

Reaching out to potential candidates

In order to move qualified candidates through the recruitment and hiring process, recruiters then reach out by phone or email to discuss potential candidates' interest in the position. If a recruiter deems an individual as unqualified for the position upon receiving their application, they may instead contact the candidate and let them know that the organization is not considering them for a position. Recruiters often contact many more people than the number of open positions in order to increase the likelihood of finding a highly qualified candidate.

Related: How To Reach Out to a Recruiter and Recruiter Outreach Examples

Scheduling pre-screening interviews or sending pre-screening questions

Recruiters often conduct pre-screen interviews or send pre-screen questions via email in order to better determine a candidate's ability to perform essential tasks of the position for which they applied. The questions recruiters ask during this stage are not usually too specific about day-to-day responsibilities or complex processes involved in the position, as hiring managers often ask those types of questions during formal interviews. Candidates that show a high level of proficiency in required areas during this stage may receive an invitation to a secondary or on-site interview.

Conducting interviews

Hiring managers or other individuals with extensive knowledge of available positions often conduct formal interviews to best determine the most qualified candidates. These interviews often require candidates to answer questions relating to their experience, background, skills and character while providing examples of past behavior. Recruiters and hiring managers also use these interviews to determine which candidates are the strongest or most desirable.

Related: Recruiter Roles: 12 Responsibilities of Recruite**rs**

Making hiring decisions

Recruiters, hiring managers and human resources representatives commonly play a role in making final hiring decisions after conducting interviews. Hiring decisions may be the sole responsibility of a single hiring manager, or they may be a decision that the hiring manager makes with a team of people. At this stage, recruiters also often inform other candidates that they are not the best fit for the organization at that time.

Sending offers of employment

In order to better ensure that the top candidates do not accept any other job offers, recruiters often send offers of employment quickly after making a hiring decision. Recruiters may send these offers via email or through a phone call. They then often ask candidates to provide them with an acceptance or rejection of the offer within a certain time frame or at their earliest convenience.

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