2. Recruitment is a process of identifying, screening, shortlisting and hiring potential resource for
filling up the vacant positions in an organization. It is a core function of Human Resource
Management.
Recruitment is the process of choosing the right person for the right position and at the right
time. Recruitment also refers to the process of attracting, selecting, and appointing potential
candidates to meet the organization’s resource requirements
WHAT IS RERCRUITMENT?
4. INTERNAL RECRUITMENT-
The term ‘Internal Recruitment’ refers to the process of identifying and attracting candidates to another
position within the same organization.
Instead of opening the position to the public and attracting candidates that are currently unemployed or
working on other companies, the human resources department of some companies may choose to advertise
the vacancy internally and allow only members of the staff to apply for it.
Sometimes, if the internal recruitment is ineffective, the company chooses to advertise the vacancy also
externally, to make sure the job position will be occupied.
Internal recruitment also refers to a strategy that usually big corporations use to advertise their jobs
internally. Due to these companies’ size, these job openings would otherwise go unnoticed by employees in
5. Types of Internal Recruiting
Promotions: The most widely used form of internal recruiting is the one everybody hopes for –
promotion.
Transfers: A transfer typically entails moving to the same job at a different location or a similar
a different department.
Temporary to Permanent: Similar to a promotion, this involves making a temporary position
intern a full-fledged employee.
Employee referrals: A hiring manager’s dream – and an often overlooked type of internal
Employee referrals are a great, cost-effective way to get qualified candidates in front of hiring
managers. Having a system in place to encourage and gamify the employee referral process
will help to ensure you see a constant stream of employee-referred candidates.
6. EXTERNAL RECRUITMENT-
The external recruitment process refers to the process of filling up vacancies in the organization by hiring new
employees from the external labor market.
PROS=
• New innovative ideas
• More options for recruitment
• Better chance of hiring more experienced and skilled staff
CONS=
• Higher costs
• Risk of bad hiring decision
8. STEPS TO GET REFERRALS FROM LINKEDIN-
There are the basic steps to getting a successful referral through LinkedIn:
1. Find the best suited person
2. Send the right formal message
3. Followup
4. Be genuine with words
- After you are done the basics of how to ask for reference follow the below steps.
- Check out profiles of people who are working at your preferred domain of interest.
- Prefer people who are working in the same domain of interest as of yours. Like, if you’re a content developer, it is
better to ask a content developer to refer you for the available vacant positions. They can judge you better based on
your curriculum vitae and your skills.
- LinkedIn allows you to send messages to a certain limit. Prefer people who’ve been active on LinkedIn in the past
one month. Here, activity means a like/comment/post/share.
- Try that your message is concise and appealing, this increases chances of getting a reply. The referrer may even
suggest some improvements or provide some valuable feedback.
That’s all we need right?
9. Steps and plan for recruitment using social media LinkedIn etc.
A job posting template is used to advertise jobs and helps standardize them across
a business. A good template should list things that attract great candidates, rather
than merely listing pertinent requirements and qualifications. Job postings are also
called job advertisements, announcements, job ads, or wanted ads.
10. Steps and plan for recruitment using social
media LinkedIn etc.
Trying to find an employee that will not only fit with the job you are hiring for, but also your company
culture can be a challenge. It used to be that you could run an ad in the newspaper and you’d get a vast
range of job applicants, some that were highly qualified and some that were not.
• Be Specific-: Getting your point across right away, and highlighting the most important information in
a job post is critical
• Keep it Simple -: Don’t over complicate the job listing by throwing in a bunch of corporate jargon and
big words.
• Make it Memorable -: Focus on the exciting events/activities your office hosts or attends every year. If
there are fun or unique perks to working at your company, like a gym for employee use, free coffee,
opportunities for professional growth, or company outings, highlight these to get people excited
about working for your company.
• Make It Easy -: Always provide a link that takes applicants directly to the online application. If the
content you’re creating can’t utilize a link, make sure to provide a “next-step” for anyone interested in
applying, such as a contact email or phone number.
11. EXAMPLE-
Dear Aspirants,
We are #hiring #interns in several functions for June 21 batch for our Graduate Rotational Internship Program
(GRIP)- an opportunity to learn, grow your network.
Various functions available are-:
Campus Ambassador
Marketing Intern
Human Resources
Data Science and Business Analytics
Mobile app development
Content development
Web development
Digital marketing
Computer Vision
Details are provided in the link-:
https://www.slideshare.net/SwethaKampalli/tsf-246093878
https://docs.google.com/forms/d/e/1FAIpQLScTmzfiKkbfS2yjmabn3XczfaEVYnw4xgO5NfThPebxZnlc8Q/vie
wform?entry.941892130=LF06
Please go through the above link and apply for the same.
Deadline for applying above positions -: 20 May 2021
Internship will start in the 1st week of June 2021.
Incase of any confusion please feel free to reach me on LinkedIn
#virtualinternships
All the best
This is the way how you can write a hiring alert for any company.
