Recruitment Methods

1. RECRUITMENT

2. POPULAR RECRUITMENT METHODS
1. Recruiting internally
There are many reason to recruit internally. Firstly, it can work out cheaper than advertising externally.
Secondly having policy of regular internal recruitment creates a strong progression path for your employees. And
thirdly, internal recruitment is useful for succession planning.
2. Advertising externally
External advertising is the biggie. There are lots of options, with new methods emerging often. And every
company needs to advertise externally especially when you’re growing.
3. Print advertising
Print job ad might be the most traditional of all recruitment techniques. But as long as specific journals
and magazine are around, print ads are a great way to reach a well-defined segment of job seekers.

3.  Web advertising
Advertising on recruitment websites promises a potentially wide reach at low cost. Job seekers can
google to find specific types of jobs at a range of the most popular recruitment website. And it takes a few minutes
create an ad.
 Social media
Being active on social media services like twitter allows you to “meet” potential candidates in lot of
through shared connection, through shared discussion topics and because of it, its very easy for job seekers to
contact you.
You can also use social media to screen candidates, assessing their suitability based on the content of their online
posts.
 Talent search
The popularity of online recruitment has made talent search a feasible alternative to job advertising.
Popular recruitment sites hold database of thousand of CVs, which you can search using keywords to find potential
candidates.

4. MODERN METHODS OF RECRUITING
 Networking Events
HR events, job fairs, open houses, seminars and conferences offer a perfect recruitment platforms. HR
professionals with relevant and sustained relationship can easily acquire candidates and interns from different
disciplines at these events. These events can also be leveraged to offer candidates a VR experience.
 Body Shopping
Body Shopping is the most popular method of recruitment for professional organizations and training
institutes that are creating a talent pool for future employment. Potential employers can approach these organization
to recruit trained and skilled talent.
 ESOP’s
Companies are now also attracting potential candidates by offering company ownership in stocks to
employees through an employee stock ownership program.

5.  Social Media
Recruiters are now going innovative with their recruitment and selection methods and trying apps like bumble,
tinder, snapchat and Spotify to hunt talent.
 Employer Review Sites
In a digital era where everything is rated and reviewed online, including employers; recruiters cannot afford to miss
out on this approach. Make the most of employer review sites and if you find any flaws, now its time to optimize your
methods of recruitment.
 Mobile Recruitment
Mobile recruitment strategy is no longer an option. In fact, it is the only way to connect with millennials and Gen Z
candidates. It ensures that you are easily accessible for busy job-seekers and don’t miss out talented candidates who are
always on-the-go.
 Analytics
Application tracking system leverages artificial intelligence to identify if its method of recruitment are getting them
the result they want. ATS also tracks the performance of every source so recruiters know which channel is getting them the
most hires successfully.

6. SOCIAL RECRUITING
Social recruiting refers to the process of recruiting candidates through social median platforms, like
LinkedIn, Facebook and other websites, including online forums, job boards and blogs. Social recruiting is
also referred to as Social media recruitment, social hiring and social recruitment.
Social media is often used by used by people and companies to promote their product and present
themselves and their brands, in the best light. 92% of the recruiters use social media for recruitment.
Every company will develop its own social media recruiting strategy.

7. Here are few basic ideas companies can use to get started
 Participate in the right conversation
Companies can find right people by beings active in LinkedIn groups and using right hashtags to get their job
openings in front of the candidates to apply.
 Take a soft approach and promote culture
Social media recruitment is something beyond posting open roles from companies account. Companies can
share their content to show that their company is the great place to work in so that they can attract candidates.

8.  Don’t overlook the niche networks
Companies can find specific candidates by perusing niche networks and forms.
 Involve every employee
Companies likely have social media power users in their workplace. Encourage entire team staff to share
opening on social media. Some companies have strict social media rules but allowing their employees to talk
their work experience in a responsible manner can pique the curiosity of a potential candidates.
 Help recruiters grow a social media presence
Individual recruiter can make person-to-person connection with candidates but should first know social
media best practices and use their accounts on a regular basis.

9. TRENDS THAT WILL SHAPE RECRUITMENT IN 2020
Let’s see how innovative and social expertise will shape 2020
 Natural Language Processing
The single biggest trend that is shaping recruitment in 2020 will be the use of artificial intelligence (AI) to the
source, access and screen employees. The power of natural language processing(NLP) tool is set to make key changes at
every step of the way.
 Predictive Analysis
Various technology players on the market already allows recruitment to identify the best matches for a job based
on numerous parameters such as education, past experience and so on. This is taken a step further with predictive analysis
and recommended system that provides recruiter with additional insights.
This system will generate a selective list of candidates who are best filtered for the job on offer and even uncover
candidates that are nor actively seeking new opportunities.
 3. Remote Work
Flexible schedules and work-from-home policies are turning into one of the most sought after benefits that job
candidates look for and organization need to adopt to the work aspiration of their employees.
That’s why we increasingly see more and more fully-remote companies. By allowing people to work remotely,
companies are also increasing their talent pool because now they can access global talent without the limitations of
geographical boundaries.

10.  Acqul-hires
As recruiters are spending more and more time and money to find the perfect candidates, talent
acquisition competition grows. Recruiters are therefore looking to different avenues to proactively and quickly build
up talent pools. Buying up companies for their human capital is one of these techniques.
 Social Media Recruiting
As recruiters reach for the extra mile, the logical step is to find their potential candidates are and
them are already on social media. With increase in mobile usage and on-the-go interactions, recruiters will
increasingly capture users’ attention on platforms like facebook or twitter.
That’s why in 2020, we are witnessing more usage of recruiting hashtags and eye-catching content
including video as a part of recruitment marketing .
 Hiring quality
Technology can be leveraged to access new candidates but it can also be progressively used to measure
performance of the recruiting them itself. While the cost and time-to-hire are easier to qualify, the quality is little
harder to access.

11. HOW TO GET JOB REFERRALS ON LINKEDIN
There are three steps to getting a successful referral through LinkedIn.
 Find the right person
Find people who are working in your target company. Prefer people who are working in the same domain. As in, if
you’re a frontend developer, it is better to ask a frontend developer to refer you for the available position. They can
judge you better based on your resume and you skills.
LinkedIn allows you to send message to a limited number of people. Prefer people who’ve been active on LinkedIn in
the past one month. Here, activity means a like/comment/post/share.

12.  Send the right message
1. Follow these DOs and DONTs to decide what to send.
2. Cut the small talk and get to the point. Don’t drop a “Hi” and wait for the other person to respond back to
continue the conversation.
3. Provide proper context. Don’t just send a straight “can you refer me?” without any context.
4. Keep the message informative. Send your message with the proper job id and URL of the opening.
5. If you have something to showcase, mention that.
6. Create a template. Following a proper template of the referral message which includes the above points will
make it easier for you to apply to multiple roles.
 3. Followup
1. With the right message is sent to the right folks, you will most likely get a lot of referrals from multiple
amazing people.
2. People are busy and may not respond to or even read your message immediately. If you do not get a reply
send a followup spread across 10–15 days. If it still doesn’t work, try to find someone else for referral.