(SOURCE: http://recruitment.naukrihub.com/types-of-job-seekers.

html)

MEANING OF RECUITMENT:

According to Edwin B. Flippo, recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organisation”. Recruitment is the
activity that links the employers and the job seekers. A few definitions of recruitment are:

 A process of finding and attracting capable applicants for employment. The process begins
when new recruits are sought and ends when their applications are submitted. The result is a pool
of applications from which new employees are selected.

 It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force.
Recruitment of candidates is the function preceding the selection, which helps create a pool of
prospective employees for the organisation so that the management can select the right candidate
for the right job from this pool. The main objective of the recruitment process is to expedite the
selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified
applicants for the future human resources needs even though specific vacancies do not exist.
Usually, the recruitment process starts when a manger initiates an employee requisition for a
specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS ARE OF THREE TYPES

 PLANNED
i.e. the needs arising from changes in organization and retirement policy.

 ANTICIPATED
Anticipated needs are those movements in personnel, which an organization can predict by
studying trends in internal and external environment.
 UNEXPECTED
Resignation, deaths, accidents, illness give rise to unexpected needs

RECRUITMENT PROCESS:

The recruitment and selection is the major function of the human resource department and
recruitment process is the first step towards creating the competitive strength and
the recruitment strategic advantage for the organisations. Recruitment processinvolves a
systematic procedure from sourcing the candidates to arranging and conducting the interviews
and requires many resources and time. A general recruitment process is as follows:

 Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions
for recruitment from any department of the company. These contain:
• Posts to be filled
• Number of persons
• Duties to be performed
• Qualifications required

• Preparing the job description and person specification.

• Locating and developing the sources of required number and type of employees
(Advertising etc).
• Short-listing and identifying the prospective employee with required characteristics.
• Arranging the interviews with the selected candidates.
• Conducting the interview and decision making
1. Identify vacancy
2. Prepare job description and person specification
3. Advertising the vacancy
4. Managing the response
5. Short-listing
6. Arrange interviews
7. Conducting interview and decision making
The recruitment process is immediately followed by the selection process i.e. the final
interviews and the decision making, conveying the decision and the appointment formalities.

PURPOSE & IMPORTANCE OF RECRUITMENT:

The Purpose and Importance of Recruitment are given below:

 Attract and encourage more and more candidates to apply in the organisation.

 Create a talent pool of candidates to enable the selection of best candidates for the
organisation.

 Determine present and future requirements of the organization in conjunction with its
personnel planning and job analysis activities.

 recruitment is the process which links the employers with the employees.

 Increase the pool of job candidates at minimum cost.

 Help increase the success rate of selection process by decreasing number of visibly under
qualified or overqualified job applicants.

 Help reduce the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

 Meet the organizations legal and social obligations regarding the composition of its
workforce.

 Begin identifying and preparing potential job applicants who will be appropriate candidates.

 Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants
SOURCES OF RECRUITMENT:
Every organisation has the option of choosing the candidates for its recruitment processes from
two kinds of sources: internal and external sources. The sources within the organisation itself
(like transfer of employees from one department to other, promotions) to fill a position are
known as the internal sources of recruitment. Recruitment candidates from all the other sources
(like outsourcing agencies etc.) are known as the external sources of The recruitment.

SOURCES OF RECRUITMENT

FACTORS AFFECTING RECRUITMENT:

he recruitment function of the organisations is affected and governed by a mix of various
internal and external forces. The internal forces or factors are the factors that can be controlled
by the organisation. And the external factors are those factors which cannot be controlled by the
organisation. The internal and external forces affecting recruitment function of an organisation
are:

FACTORS AFFECTING RECRUITMENT

RECRUITMENT POLICY:

In today’s rapidly changing business environment, a well defined recruitment policy is necessary
for organizations to respond to its human resource requirements in time. Therefore, it is
important to have a clear and concise recruitment policy in place, which can be executed
effectively to recruit the best talent pool for the selection of the right candidate at the right place
quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A
clear and concise recruitment policy helps ensure a sound recruitment process.
It specifies the objectives of recruitmentand provides a framework for implementation of
recruitment programme. It may involve organizational system to be developed for Implementing
recruitment programmes and procedures by filling up vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY

• The general recruitment policies and terms of the organisation

• Recruitment services of consultants
• Recruitment of temporary employees
• Unique recruitment situations
• The selection process
• The job descriptions
• The terms and conditions of the employment

A recruitment policy of an organisation should be such that:

• It should focus on recruiting the best potential people.

• To ensure that every applicant and employee is treated equally with dignity and respect.
• Unbiased policy.
• To aid and encourage employees in realizing their full potential.
• Transparent, task oriented and merit based selection.
• Weightage during selection given to factors that suit organization needs.
• Optimization of manpower at the time of selection process.
• Defining the competent authority to approve each selection.
• Abides by relevant public policy and legislation on hiring and employment relationship.
• Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

• Organizational objectives
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
 • Recruitment costs and financial implications.

RECENT TRENDS IN RECRUITMENT:

The following trends are being seen in recruitment:

 OUTSOURCING
In India, the HR processes are being outsourced from more than a decade now. A company may
draw required personnel from outsourcing firms. The outsourcing firms help the organisation by
the initial screening of the candidates according to the needs of the organisation and creating a
suitable pool of talent for the final selection by the organisation. Outsourcing firms develop their
human resource pool by employing people for them and make available personnel to various
companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the
organisations for their services.
Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of HRM
4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.
5. Company can save a lot of its resources and time
POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being followed by the
organisations today. Poaching means employing a competent and experienced person already
working with another reputed company in the same or different industry; the organisation might
be a competitor in the industry. A company can attract talent from another firm by offering
attractive pay packages and other terms and conditions, better than the current employer of the
candidate. But it is seen as an unethical practice and not openly talked about. Indian software and
the retail sector are the sectors facing the most severe brunt of poaching today. It has become a
challenge for human resource managers to face and tackle poaching, as it weakens the
competitive strength of the firm.
E-RECRUITMENT
Many big organizations use Internet as a source of recruitment. E-recruitment is the use of
technology to assist the recruitment process. They advertise job vacancies through worldwide
web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the
Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by
prospective employees depending upon their requirements.

Advantages of recruitment are:

1. Low cost.

2. No intermediaries

3. Reduction in time for recruitment.

4. Recruitment of right type of people.

5. Efficiency of recruitment process.

RECRUITMENT VS SELECTION:
Both recruitment and selection are the two phases of the employment process. The differences
between the two are:

1. The recruitment is the process of searching the candidates for employment and stimulating
them to apply for jobs in the organisation WHEREAS selection involves the series of steps by
which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the
selection of best candidates for the organisation, by attracting more and more employees to apply
in the organisation WHEREAS the basic purpose of selection process is to choose the right
candidate to fill the various positions in the organisation.
3. Recruitment is a positive process i.e. encouraging more and more employees to apply
WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection
is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a

contract of service between the employer and the selected employee.

TYPES OF JOB SEEKERS:

1. Quid Pro Que
These are the people who say that “ I can do this for you, what can you give me” These people
value high responsibilities, higher risks, and expect higher rewards, personal development and
company profiles doesn’t matter to them.

2. I will be with you

These people like to be with big brands. Importance is given to brands. They are not bothered
about work ethic, culture mission etc.
3. I will do you what you want
These people are concerned about how meaningful the job is and they define meaning
parameters criteria known by previous job.

4. Where do you want me to come

These people observe things like where is your office, what atmosphere do you offer. Career
prospects and exciting projects don’t entice them as much. It is the responsibility of the recruiter
to decide what the employee might face in given job and thus take decision. A good decision will
help cut down employee retention costs and future recruitment costs.
OUTSOURCING RECRUITMENT:
Outsourcing Recruitment is the human resource (HR) processes is the latest practice being
followed by middle and large sized organizations. It is being witnessed across all the industries.
In India, the HR processes are being outsourced from nearly a decade now. Outsourcing industry
is growing at a high rate.

Human Resource Outsourcing refers to the process in which an organisation uses the expert
services of a third party (generally professional consultants) to take care of its HR functions
while HR management can focus on the strategic dimension of their function. The functions that
are typically outsourced are the functions that need expertise, relevant experience, knowledge
and best methods and practices. This has given rise to outsourcing the various HR functions of
an organisation. HR Consultancies such as Ma Foi and Planman Consulting provide such
services through expert professional consultants. Human resources business process outsourcing
(HR BPO) is a major component of the worldwide BPO market. Performance management
outsourcing involves all the performance monitoring, measurement, management being
outsourced from a third party or an external organisation.
Many organizations have started outsourcing its recruitment process i.e. transferring all or some
part of its recruitment process to an external consultant providing the recruitment services. It is
commonly known as RPO i.e. recruitment process outsourcing. More and more medium and
large sized organizations are outsourcing their recruitment process right from the entry level
jobs to the C-level jobs.

The present value of the recruitment process outsourcing industry (RPO) in India is estimated to
be $2.5 billion and it is expected to grow at the annual rate of 30-40 per cent for the next couple
of years. According to a recent survey, only 8-10 per cent of the Indian companies are complete
recruitment processes. However, the number of companies outsourcing their recruitment
processes is increasing at a very fast rate and so is the percentage of their total recruitment
processes being outsourced.

Outsourcing organizations strive for providing cost saving benefits to their clients. One of the
major advantages to organizations, who outsource their recruitment process, is that it helps to
save up to as much as 40 per cent of their recruitment costs. With the experience, expertise and
the economies of scale of the third party, organizations are able to improve the quality of the
recruits and the speed of the whole process. Also, outsourcing enables the human resource
professionals of organizations to focus on the core and other HR and strategic issues.
Outsourcing also gives a structured approach to the whole process of recruitment, with the
ultimate power of decision making of recruiting with the organisation itself. The portion of
therecruitment cycle that is outsourced range from preparing job descriptions to arranging
interviews, the activities that consume almost 70 per cent of the time of the whole recruitment
process.

Outsourcing the recruitment processes for a sector like BPO, which faces an attrition of almost
50-60 per cent, can help the companies in BPO sector to save costs tremendously and focus on
other issues like retention. The job seekers are also availing the services of the third parties
(consultants) for accessing the latest job opportunities.

In India, the trend of outsourcing recruitment is also catching up fast. For example: Vodafone
outsources its recruitment activities to Alexander Mann Solutions (RPO service provider). Wipro
has outsourced its recruitment process to MeritTrac. Yes bank is also known to outsource 50 per
cent of its recruitment processes.
ADVANTAGES OF OUTSOURCING RECRUITMENT:
Traditionally, recruitment is seen as the cost incurring process in an organization. HR
outsourcing helps the HR professionals of the organisations to concentrate on the strategic
functions and processes of human resource management rather than wasting their efforts, time
and money on the routine work.

Outsourcing the recruitment processeshelps to cut the recruitment costs to 20 % and also
provide economies of scale to the large sized organizations.
The major advantages of outsourcing recruitment performance management are:
Outsourcing is beneficial for both the corporate organisations that use the outsourcing services
as well as the consultancies that provide the service to the corporates. Apart from increasing their
revenues, outsourcing Process provides business opportunities to the service providers,
enhancing the skill set of the service providers and exposure to the different corporate
experiences thereby increasing their expertise.

The advantages accruing to the corporates are:

• turning the management's focus to strategic level processes of HRM

• accessibility to the expertise of the service providers

• freedom from red tape and adhering to strict rules and regulations

• optimal resource utilisation

• structured and fair performance management.

• a satisfied and, hence, highly productive employees

 • value creation, operational flexibility and competitive advantage

Therefore outsourcing helps both the organisations and the consultancies to grow and perform
better.
Outsourcing Process
HOW TO SELECT CONSULTANTS
If an organisation decides to outsource its recruitment processes or activities, it is very important to find and
select a suitablerecruitment consultant or consultancies, which can deliver results according to the
needs of the organisation. Today, there are thousands of consulting firms (consultancies) as well as
freelance consultants working independently. An organisation looks for various considerations and qualities
before selecting the suitable recruitmentconsultant.

 The reputation of the consulting firm in the job market (based on expertise and experience).
 Who are the consultant’s or firm’s past and present clients?

• Consultant’s expertise and experience (from how long has he/firm been in the business)

• Does the recruitment consultant have the requisite resources to complete the targets on time?

• Get the idea of the effectiveness and the services of the recruitment consultant from its current and
past clients.

Qualities of an independent recruitment consultant:

Some of the qualities or characteristics looked in recruitment consultants are:

• Marketing skills

• Flexibility and adaptability

• Wisdom

• Exuberance

• Ability to prioritise

• Ambition

• Resourcefulness

• Diplomacy/ delicacy

Selecting the right recruitment consultant is essential for the effective recruitment processes. A
successful Recruitment consultant is someone who is determinative, focused, and able to create
opportunities for him, works harder and smarter than competitors and continually set and achieve higher
standards.
RECRUITMENT STRATEGIES:
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of
and organisation depends on the effectiveness of its recruitment function. Organisations have developed and
follow recruitment strategies to hire the best talent for their organisation and to utilize their resources
optimally. A successfulrecruitment strategy should be well planned and practical to attract more and good
talent to apply in the organisation.

For formulating an effective and successful recruitment strategy, the strategy should cover the
following elements:
1. Identifying and prioritizing jobs
recruitment keep arising at various levels in every organisation; it is almost a never-ending
process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify
the positions requiring immediate attention and action. To maintain the quality of the recruitment
activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or
focusing on key jobs first.

2. Candidates to target
The recruitment process can be effective only if the organisation completely understands the
requirements of the type of candidates that are required and will be beneficial for the
organisation. This covers the following parameters as well:
Performance level required: Different strategies are required for focusing on hiring high
performers and average performers.

Experience level required: the strategy should be clear as to what is the experience level required
by the organisation. The candidate’s experience can range from being a fresher to experienced
senior professionals.

Category of the candidate: the strategy should clearly define the target candidate. He/she can be
from the same industry, different industry, unemployed, top performers of the industry etc.

3. Sources of recruitment
The strategy should define various sources (external and internal) of recruitment. Which are the
sources to be used and focused for the recruitment purposes for various positions. Employee
referral is one of the most effective sources of recruitment.
4. Trained recruiters
The recruitment professionals conducting the interviews and the other recruitment activities
should be well-trained and experienced to conduct the activities. They should also be aware of
the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and
selecting a candidate.

5. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be
planned in advance. Like the rounds of technical interviews, HR interviews, written tests,
psychometric tests etc.
HR CHALLENGES IN RECRUITMENT:
Recruitment is a function that requires business perspective, expertise, ability to find and match the best
potential candidate for the organisation, diplomacy, marketing skills (as to sell the position to the candidate)
and wisdom to align the recruitment processes for the benefit of the organisation. The HR professionals –
handling the recruitment function of the organisation- are constantly facing new challenges in
Recruitment. The biggest HR challenge in Recruitment for such professionals is to source or recruit the
best people or potential candidate for the organisation.

In the last few years, the job market has undergone some fundamental changes in terms of
technologies, sources of recruitment, competition in the market etc. In an already saturated job market,
where the practices like poaching and raiding are gaining momentum.

HR professionals are constantly facing new challenges in one of their most important function-
recruitment. They have to face and conquer various challenges to find the best candidates for
their organisations.

The major challenges faced by the HR in recruitment are:

• Adaptability to globalization – The HR professionals are expected and required to keep

in tune with the changing times, i.e. the changes taking place across the globe. HR should
maintain the timeliness of the process
• Lack of motivation – Recruitment is considered to be a thankless job. Even if the
organisation is achieving results, HR department or professionals are not thanked for
recruiting the right employees and performers.
 • Process analysis – The immediacy and speed of the recruitment process are the main
concerns of the HR in recruitment. The process should be flexible, adaptive and
responsive to the immediate requirements. The recruitment process should also be cost
effective.
• Strategic prioritization – The emerging new systems are both an opportunity as well as
a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing
the tasks to meet the changes in the market has become a challenge for the recruitment
professionals.\\

RECRUITING EXPATRIATES:

xpatriate is a person who leaves his country to work and live in a foreign country. Generally, expatriates
are the nationals from the other countries than the host and the MNC’s parent country, i.e. expatriates are
the third country nationals.

The unavailability of the required skills and talents takes the organisation to source talent from other
countries. The procedures andprocesses of recruiting and selecting the human resources are never
uniform even within a single organisation. The procedures vary according to the post, the skill set required,
the nature of work etc. More of it is seen in the case of recruitment of expatriates. The recruitment and
selection procedures and considerations are drastically different for expatriates than that of the domestic
employees. Recruitment of expatriates involves greater time, monetary resources and other indirect
costs. Improper recruitment and selection can cause the expatriates to return hastily or a decline in their
performance.

A mismatch between job (its requirements) and people can reduce the effectiveness of other human
resource activities and can affect the performance of the employees as well as the organisation.

Recruiting expatriates require special considerations and skills to select the best person for the job.
Except for a few expatriate selection policies, the expatriate selection criterion is generally organisation and
nation specific.

The recruiters for recruiting the expatriates should be carefully selected and trained. Therecruitment
strategies for expatriates should be aligned with requirements of the job. The interviews of expatriates are
designed in a manner to judge their:

• Adaptability to the new culture

• Intercultural interaction
• Flexibility
• Professional expertise
• Past international work experience
• Tolerance and open-mindedness
• Family situation
• Language ability
• Attitude and motivation
• Empathy towards local culture

A few researches in this field also suggest that women are morel likely to be successful in certain
positions as expatriates as they are more sensitive towards new culture and people.recruitment of
expatriates should be followed by cultural and sensitivity training, and language training.

HEAD HUNTING PROCESS:

 Headhunting refers to the approach of finding and attracting the best experienced person with the
required skill set. Headhunting is also a recruitment process involves convincing the person to join
your organization.

FORMS OF RECRUITMENT:
The organisations differ in terms of their size, business, processes and practices. A few decisions by the
recruitment professionals can affect the productivity and efficiency of the organisation. Organisations adopt
differentforms of recruitment practices according to the specific needs of the organisation. The
organisations can choose from the centralized or decentralized forms of recruitment, explained below:

 CENTRALIZED RECRUITMENT

The recruitment practices of an organisation are centralized when the HR / recruitment department at the
head office performs all functions of recruitment. Recruitment decisions for all the business verticals and
departments of an organisation are carried out by the one central HR (or recruitment) department.
Centralized from of recruitment is commonly seen in government organisations.

Benefits of the centralized form of recruitment are:

• Reduces administration costs

• Better utilization of specialists
• Uniformity in recruitment
• Interchangeability of staff
• Reduces favouritism
• Every department sends requisitions for recruitment to their central office

 DECENTRALIZED RECRUITMENT

Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in
different and diverse business areas. With diverse and geographically spread business areas and offices, it
becomes important to understand the needs of each department and frame the recruitment policies and
procedures accordingly. Each department carries out its own recruitment. Choice between the two will
depend upon management philosophy and needs of particular organization. In some cases combination of
both is used. Lower level staffs as well as top level executives are recruited in a decentralized manner.
EQUAL EMPLOYMENT OPPURTUNITY:
Equal employment opportunity refers to the approach of the employers to ensure the practice of being
fair and impartial in theemployment process. *The term "Equal Opportunity Employment" was first given
by President Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit
federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or
national origin*. The scope of the order also covered the discrimination on the basis of the minority status.

Discrimination in employment
Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of

• disability
• race
• age
• sex
• sexuality
• pregnancy
• Marital status

in employment. No person should be treated less favourably than any other on the basis of the
specified issues above. Many countries (like SA) have already implemented Equal Opportunity
Act, making it against the law to treat anybody unfairly.
Diversity in workforce
With the globalization and the increasing size of the organisations, the diversity in the workforce
is increasing i.e. people from diverse backgrounds, educational background, age groups, race,
gender, abilities etc come together to work for one organisation and common objectives.
Therefore, it is the responsibility of the employer to create an equality-based and discrimination-
free working environment and practices.

Equal opportunity means treating people equally and fairly irrespective of their race, religion,
sex, age, disability etc. Giving women an equal treatment and access to opportunities at the
workplace. Any employee should be ill-treated or harassed by the employer or other employees.

Equal Employment Opportunity principles help to realize and respect the actual worth of the
individual on the basis of his knowledge, skills, abilities and merit. And the policy should cover
all the employees of an organisation whether permanent or temporary, contractual etc.

Equal employment opportunity is necessary to ensure:

• To give fair access to the people of all development opportunities

• To create a fair organisation, industry and society.
• To encourage and give disadvantaged or disabled people a fair chance to grow with the
society

Recruitment
From Wikipedia, the free encyclopedia

For other uses, see Recruitment (disambiguation).

This article may require cleanup to meet Wikipedia's quality
standards. Please improve this article if you can.(May 2010)

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at
an organization or firm. For some components of the recruitment process, mid- and large-size organizations
often retain professional recruiters or outsource some of the process to recruitment agencies.

The recruitment industry has five main types of agencies: employment agencies, recruitment websites and job
search engines, "headhunters" for executive and professional recruitment, niche agencies which specialize in a
particular area of staffing and in-house recruitment. The stages in recruitment include sourcing candidates
by advertising or other methods, and screening and selecting potential candidates using tests or interviews.

Contents
[hide]

• 1 Agency types
 o 1.1 Traditional agency

o 1.2 Headhunters

o 1.3 Niche recruiters

o 1.4 In-house recruitment

o 1.5 Passive candidate research firms and sourcing firms

• 2 Process

o 2.1 Job analysis

o 2.2 Sourcing

o 2.3 Screening and selection

o 2.4 Onboarding

• 3 Internet recruitment and websites

o 3.1 Job search engines

• 4 See also

• 5 Recruiting Companies

• 6 References

[edit]Agency types
The recruitment industry has five main types of agencies. Their recruiters aim to channel candidates into the
hiring organizations application process. As a general rule, the agencies are paid by the companies, not the
candidates. David Lord of Executive Search Information Services suggests that "...retained search is a
management consulting service. Contingency recruiting is one of many forms of candidate identification, no
more, no less."[1]

[edit]Traditional agency
Also known as employment agencies, recruitment agencies have historically had a physical location. A
candidate visits a local branch for a short interview and an assessment before being taken onto the agency’s
books. Recruitment consultants then work to match their pool of candidates to their clients' open positions.
Suitable candidates are short-listed and put forward for an interview with potential employers on a temporary
("temp") or permanent ("perm") basis.

Compensation to agencies take several forms, the most popular are:

 A contingency fee paid by the company when a recommended candidate accepts a job with the client
company (typically 20%-30% based and calculated on the candidates first-year base salary – though fees
as low as 12.5% can be found online[2], which usually has some form of guarantee (30–90 days standard),
 should the candidate fail to perform and is terminated within a set period of time (refundable fully or
prorated)

 An advance payment that serves as a retainer, also paid by the company, non-refundable paid in full
depending on outcome and success (eg. 30% up front, 30% in 90 days and the remainder once a search is
completed). This form of compensation is generally reserved for high level executive search/headhunters

 Hourly Compensation for temporary workers and projects. A pre-negotiated hourly fee, in which the
agency is paid and pays the applicant as a consultant for services as a third party. Many contracts allow a
consultant to transition to a full-time status upon completion of a certain number of hours with or without a
conversion fee.

[edit]Headhunters

A "headhunter" is industry term for a third-party recruiter who seeks out candidates, often when normal
recruitment efforts have failed. Headhunters are generally considered more aggressive than in-house recruiters
or may have preexisting industry experience and contacts. They may use advanced sales techniques, such as
initially posing as clients to gather employee contacts, as well as visiting candidate offices. They may also
purchase expensive lists of names and job titles, but more often will generate their own lists. They may prepare
a candidate for the interview, help negotiate the salary, and conduct closure to the search. They are frequently
members in good standing of industry trade groups and associations. Headhunters will often attend trade
shows and other meetings nationally or even internationally that may be attended by potential candidates and
hiring managers. Headhunters are typically small operations that make high margins on candidate placements
(sometimes more than 30% of the candidate’s annual compensation). Due to their higher costs, headhunters
are usually employed to fill senior management and executive level roles. Headhunters are also used to recruit
very specialized individuals; for example, in some fields, such as emerging scientific research areas, there may
only be a handful of top-level professionals who are active in the field. In this case, since there are so few
qualified candidates, it makes more sense to directly recruit them one-by-one, rather than advertise
internationally for candidates. While in-house recruiters tend to attract candidates for specific jobs, headhunters
will both attract candidates and actively seek them out as well. To do so, they may network, cultivate
relationships with various companies, maintain large databases, purchase company directories or candidate
lists, and cold call prospective recruits.

[edit]Niche recruiters
More and more we[who?] are seeing the emergence of specialized firms which only staff for a very narrow
specialty. Because of their focus, these firms can very often produce superior results due to their ability to
channel all of their resources into networking for a very specific skill set. This specialization in staffing allows
them to offer more jobs for their specific demographic which in turn attracts more specialized candidates from
that specific demographic over time building large proprietary databases. These Niche firms tend to be more
focused on building ongoing relationships with their candidates as is very common the same candidates are
placed many times throughout their careers.

[edit]In-house recruitment
Larger employers tend to undertake their own in-house recruitment, using their human resources department,
front-line hiring managers and recruitment personnel who handle targeted functions and populations. In
addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies
on their own websites, coordinate internal employee referrals, work with external associations, trade groups
and/or focus on campus graduate recruitment. While job postings are common, networking is by far the most
significant approach when reaching out to fill positions. Alternatively a large employer may choose to outsource
all or some of their recruitment process (recruitment process outsourcing).

[edit]Passive candidate research firms and sourcing firms

These firms are the new hybrid firms in the recruitment world able to combine the research aspects
(discovering passive candidates) of recruiting and combine them with the ability to make hires for their clients.
These firms provide competitive passive candidate intelligence to support company's recruiting efforts.
Normally they will generate varying degrees of candidate information from those people currently engaged in
the position a company is looking to fill. These firms usually charge a per hour fee or by candidate lead. Many
times this uncovers names that cannot be found with other methods and will allow internal recruiters the ability
to focus their efforts solely on recruiting.

[edit]Process

[edit]Job analysis
The proper start to a recruitment effort is to perform a job analysis, to document the actual or intended
requirement of the job to be performed. This information is captured in a job description and provides the
recruitment effort with the boundaries and objectives of the search.[3] Oftentimes a company will have job
descriptions that represent a historical collection of tasks performed in the past. These job descriptions need to
be reviewed or updated prior to a recruitment effort to reflect present day requirements. Starting a recruitment
with an accurate job analysis and job description insures the recruitment effort starts off on a proper track for
success.

[edit]Sourcing

Sourcing involves 1) advertising, a common part of the recruiting process, often encompassing multiple media,
such as the Internet, general newspapers, job ad newspapers, professional publications, window
advertisements, job centers, and campus graduate recruitment programs; and 2) recruiting research, which is
the proactive identification of relevant talent who may not respond to job postings and other recruitment
advertising methods done in #1. This initial research for so-called passive prospects, also called name-
generation, results in a list of prospects who can then be contacted to solicit interest, obtain a resume/CV, and
be screened (see below).

[edit]Screening and selection

Suitability for a job is typically assessed by looking for skills, e.g. communication, typing, and computer skills.
Qualifications may be shown through résumés, job applications, interviews, educational or professional
experience, the testimony of references, or in-house testing, such as for software knowledge, typing
skills,numeracy, and literacy, through psychological tests or employment testing. Other resume
screening criteria may include length of service, job titles and length of time at a job. In some countries,
employers are legally mandated to provide equal opportunity in hiring. Business management software is used
by many recruitment agencies to automate the testing process. Many recruiters and agencies are using
an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric
testing.

A British Army etc. recruitment centre inOxford.

[edit]Onboarding

"Onboarding" is a term which describes the process of helping new employees become productive members of
an organization. A well-planned introduction helps new employees become fully operational quickly and is often
integrated with a new company and environment. Onboarding is included in the recruitment process for
retention purposes. Many companies have onboarding campaigns in hopes to retain top talent that is new to
the company, campaigns may last anywhere from 1 week to 6 months.
[edit]Internet recruitment and websites
Such sites have two main features: job boards and a résumé/curriculum vitae (CV) database. Job boards allow
member companies to post job vacancies. Alternatively, candidates can upload a résumé to be included in
searches by member companies. Fees are charged for job postings and access to search resumes. Since the
late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture
candidate details and then pool them in client accessed candidate management interfaces (also online). Key
players in this sector provide e-recruitment software and services to organizations of all sizes and within
numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve
business performance.

The online software provided by those who specialize in online recruitment helps organizations attract, test,
recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can
be very helpful to find candidates that are very actively looking for work and post their resumes online, but they
will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to
them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put
their resumes on the job boards, for fear that their current companies, co-workers, customers or others might
see their resumes.

[edit]Job search engines

The emergence of meta-search engines, allow job-seekers to search across multiple websites. Some of these
new search engines index and list the advertisements of traditional job boards. These sites tend to aim for
providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index
pages solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical
search engines allow job-seekers to find new positions that may not be advertised on traditional job boards,
and online recruitment websites.