Recruitment (Meaning and Explanation)

We explain what recruitment is and the types of recruitment that are carried out. Also, the steps to follow and the selection of personnel.

What is recruitment?

Recruitment is a set of procedures used in the recruitment process. call for people suitable for a certain type of activity It is a concept widely used both in the military and in the workplace, and in all areas in which it is necessary to fill one or more vacancies.

Recruitment is the first step to attracting people interested in a job. The number of applicants who attend may be greater than the number of places, therefore, The next thing will be to make the most appropriate selection according to the requirements and competencies requested by the entity or company.

Job recruitment It is a mechanism used by the human resources area (whether own or contracted) of a company or organization to attract potential workers. The company must communicate the recruitment process to the community so that everyone who meets the requirements can apply.

The recruitment process implies that the organization or company disseminates all the necessary information about the position to be filled, the necessary skills that the applicants must have and the number of vacancies to be filled.

Types of recruitment

Internal. Job recruitment that takes place when the company, company or entity relocates its employees according to their skills, for example: promotions or transfers. These changes usually occur based on the employee's professional achievements. It is a recruiting process in which money and time are saved. In addition, it helps improve a good work environment, since it recognizes the work and effort of its employees. Likewise, the worker already has knowledge of the workplace, so adaptation will require much less time.
External. Labor recruitment through which we seek to attract people outside the company with certain characteristics and skills necessary for the position to be filled. This allows us to give a new look to the company. It has some disadvantages, such as the time required in recruitment and selection, and the negative impact it can generate among other employees by breaking the expectations of obtaining promotions or assuming a new position.
Mixed Job recruitment in which both new external applicants and candidates who are already part of the company or organization are called.

Recruitment process

A position arises to fill. This may occur because a new position is created within the organization or because a certain position becomes vacant (due to resignations, dismissals, promotions, transfers).
The Human Resources department or person in charge is informed about this need. In many cases, companies have one or more people in charge of recruiting new employees. There are also companies that outsource the recruitment and selection of personnel to a Human Resources agency or consultancy that carries out the entire process. In this step, the importance of the position to be filled within the organization is analyzed and it is determined who will be responsible for carrying out the recruitment.
The job position to be filled is described. The functions that must be fulfilled by the person who enters the position, the objectives and skills necessary to carry out the tasks must be specified.
The candidate's profile is described. Based on the description of the type of work to be performed, a series of characteristics and skills that applicants must have are detailed. These characteristics may include: studies, language, possibility of changing residence.
Recruitment means are established. Generally, an internal recruitment assessment is carried out first; this depends on the company's policies and requirements. Then, external recruitment means are established (social networks, radio, newspaper, job boards).
Information is received from the candidates. Every person interested in the job proposal sends a resume and, sometimes, a cover letter that the company will evaluate in the following steps of the personnel selection process.

Recruitment sources

There are various sources to publicize a recruitment process. These vary depending on the type of recruitment carried out.

In internal recruitment, this process is usually communicated interpersonally or through internal media (newsletters, billboards, email).

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External recruitment uses a large number of sources:

Social networks Companies or organizations usually communicate their job searches through their social networks. Candidates submit their information by filling out forms or by email. There are some social networks, such as Linkedin or Sumry, that are oriented to the world of employment and business, and that are more effective in finding candidates that adapt to the desired profile.
Employment portals Companies or organizations upload their search to these portals (websites specialized in job searches) that are divided into categories and areas. All people who fit the profile sought can submit their application.
Advertisements Companies or organizations make advertisements in graphic and audiovisual media in which they communicate a specific job search.
Recommendations Many job positions are filled by interpersonal contacts that occur within the organization. This generally occurs in smaller organizations with fewer positions to fill.
Database. Companies and organizations usually receive candidate resumes on their websites or emails, even if there is no active search. This information is stored in its database. When a recruitment process opens, companies can use this information.
Job boards Companies or organizations send the job search to universities or organizations that have job boards in which they publish searches. These can function as newsletters or blogs that are accessed, for example, by graduates of a certain university.
Job fairs Companies looking for jobs or looking to expand their database go to job fairs where individuals looking for work also attend.
Company website or blog Many companies carry out their recruitment processes through their website or blog. This occurs in multinationals or large organizations that usually have several searches open simultaneously.
Consultants Human resources consultancies or agencies are in charge of carrying out the recruitment and selection process of personnel for many companies. They use various sources, such as their database or portals and social networks, to publicize the recruitment process.

Difference between recruitment and selection of personnel

Recruitment and selection of personnel are terms that are often confused (since they are closely linked) but they define two different processes.

Personnel selection

After the recruitment process, it is necessary to follow a selection system:

They are made interviews and evaluations both psychological and knowledge.
A is made resume selection obtained.
They are selected first candidates.
A final report on the participants so that the leadership can decide.
Winner is informed the contract and agreements are established.
communicates to those not selected the decision.
Starts the admission process for the selected one.

Military recruitment

Military recruitment is the process by which Citizens are called upon to be part of the armed forces nationals of a given country.

This call usually occurs through graphic, audiovisual media, posters, social networks and websites. The applicants must meet a series of conditions and physical and psychological characteristics to access the selection process.

This recruitment can be voluntary or involuntary this varies depending on the country or historical context. Military recruitment is usually fueled in times of tension, civil wars or wars between countries.

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