Recruitment: In today’s demanding and competitive corporate environment, hiring and retaining talented employees has become more important than ever. But finding candidates who aren’t just right but perfect for your organization can be time-consuming and expensive. That is why you have to get your priority straight to decide where you should be putting your money and time.


What is recruitment? 

Recruitment is a process which involves finding, screening, shortlisting, and finally hiring talent for filling up the important vacant positions in an organization. In other words, it means, picking the right person at the right time for the right job. In most of the companies, it is managed by the Human Resource department.

Here are some detailed steps of the entire recruitment process:

  • Job analysis:

The first stage of the process is to understand, review, and analyse the job requirements. From the analysis, the human resource professionals build a job description, minimum qualifications required by the candidate, and salary range.

  • Advertising the open positions:

Once the job descriptions and all the other details have been specified, the job is posted to different job portals to find selected candidates.

  • Screening and shortlisting candidates:

This step involves testing candidates for their skills and personality. The recruiters are mainly looking for candidates that perfectly fit the job description.

  • Sending job offers:

Once the perfect candidate has been found, he is contacted with a job offer to seal the deal.


The recruitment types can be divided into different categories depending on how the candidates are being hired.

Depending on the sources

  • Internal recruitment

This type of recruitment occurs from within the organization when employees already working within the company are either transferred, promoted, or there is re-employment of former employees.

Usually, when a company has an open position, they first check to see if another employee who is accustomed to the company can take over the position because it saves a lot of time, money, and efforts. Though a major disadvantage of this is that internal recruitment restricts a company from new talent and approach. Also, some vacant positions require specific technical skills which might not be fulfilled by internal resources

  • External recruitment

External recruitment means the company looks outside to find a suitable candidate who can perfectly fit the vacant position. Finding resources outside means the company has to spend a lot of time and money to make sure the job is advertised on all the major job portals so that the maximum number of people can be reached.

Once there are a bunch of candidates who have shown their interest in the job, recruiters then have to spend time screening and interviewing all the candidates. Of course, negotiating terms with the selected candidates can also take a lot of time and patience.

Depending on candidate’s availability

  • Active recruitment

Active candidates are the ones who are actively looking for a new job. That is why, if they see a job posting which suits their profile well, they are bound to apply for it. It has to be noted that just because candidates are looking for a new job, it doesn’t necessarily mean that they are unemployed. Active candidates make for 25% of the total employed workforces, and mostly their reason to switching jobs includes better opportunities and pay.

  • Passive recruitment

Passive candidates are already employed somewhere else, but they are not actively looking for new opportunities. The great benefit of passive candidates is that since they are not looking for opportunities, they are also probably not interviewing with any other company. With more than 60% of the workforce not looking for a new job, the recruiters have to be smart in approaching passive candidates to fill vacant positions.

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