The topic of employee recruitment is more current than ever. There is a widespread opinion that customers bring money to the company. However, reality shows that it is qualified employees who ensure the flow of money from customers. The higher the professionalism of the employees, the more profit companies can generate.

Let's consider the example of a successful sales manager. He differs from a typical manager in that he knows the needs of his customers exactly, sometimes even better than they know themselves. Such a specialist skillfully applies various techniques when closing deals:

• With one customer, he can be persistent
• With another, an attentive listener
• Some customers like to discuss sports news parallel to the business
• Some need to be flattered and triggered with a sense of status and importance
• And tell others about the latest innovations at trade shows in London and Paris
• And others need to be addressed in terms of their security needs

This principle applies to all areas and professions. The specialist is the professional, and for a highly qualified professional, sometimes a real struggle is necessary.

Employee recruitment is a comprehensive term that encompasses all aspects of employee acquisition and selection. In this article, we will examine in detail its essence, methods, and importance for modern business.

What is employee recruitment?

A precise definition states: Employee recruitment includes the strategic and operational measures of a company to identify, address, and motivate potential employees to apply for open positions with the aim of attracting the most suitable candidates for the organization.

Put simply: You can compare employee recruitment to finding the right puzzle pieces for your company. It's about finding people whose skills, experiences, and personalities align well with your team and tasks. This includes everything from searching for potential employees, engaging with interesting candidates, to convincing the best ones to join your company.

This process is crucial for the success of a company, as the right employees can promote innovation, productivity, and growth. Effective employee recruitment goes beyond simply filling open positions - it's about finding the right individuals who bring the required skills, fit the company culture, and can contribute to the long-term success of the company.

Employee recruitment: Who is responsible for it?

Depending on the size and structure of the company, different specialists and departments may be responsible for employee recruitment.

In small companies, this is often the business owner or the general manager. Sometimes a general manager or the executive assistant may also take on this role. Small companies may also use the services of external recruitment agencies.

Medium-sized companies usually have an HR manager or a human resources specialist. In some cases, a small HR department can be established. Crucial in the selection process are department managers who are involved in evaluating candidates.

Large companies typically have a full-fledged HR department. In such companies, specialized recruiters, talent managers, employer branding specialists, and HR officers work.

International corporations have the most complex human resource management structure. They may have global HR teams, regional HR departments, specialists in international recruitment, and experts in employee relocation.

In large organizations, specialized departments are often established to handle different aspects of employee recruitment. These may include a recruitment department, a department for talent assessment and development, a department for compensation and benefits, and a department for employee training and development.

Employee recruitment: Working methods

The working methods in employee recruitment are diverse and depend on the specific needs of the company. Let's consider the key approaches:

Internal candidate search (Internal employee recruitment) is one of the initial steps in the employee recruitment process. Companies often start by considering already employed staff for new positions. This can involve training, job rotation, or transfers between departments.

The external candidate search (External recruitment) includes a wide range of methods. Companies can post job advertisements on job portals, use social networks to search for candidates, participate in job fairs, or collaborate with universities to attract young professionals.

Recruitment is closely linked to other HR processes. Headhunting or direct approach is used to attract specific professionals, especially for high positions. Direct Search is used for targeted search for candidates with specific skills or experiences. Executive Search focuses on finding top-level executives.

Personnel selection is part of the recruitment process. It includes the assessment of candidates, conducting interviews, ability tests, and checking references.

Recruiting as part of recruitment includes the entire process from identifying the need for a new employee to successfully hiring and training them in the company.

In the field of human resources, many new terms have emerged. Not everyone understands the meaning of these words. Some terms are synonyms, others have a specific meaning. For example, recruiting and recruitment are often used as interchangeable terms, while headhunting, Executive Search and Direct Search have a closer, more specific meaning.

Conclusion: Recruitment

Recruitment is a comprehensive process of recruiting and selecting personnel that determines the success of any organization. It includes all phases: from identifying the need for a new employee to their successful hiring.

This process is carried out by different specialists depending on the size of the company: from business owners in small companies to specialized HR departments in large corporations. The working methods include both internal and external candidate search as well as the use of various tools and technologies for process optimization.

The success of recruitment depends on several factors: a clear definition of the candidate requirements, a strong employer brand, effective search channels, and an optimized selection process. If your company is currently looking for new staff, take a look on 13 hacks to increase employer attractiveness.