Part 2: Recruiting

Arley’s comments:

It looks like this content has been pasted both in the ‘job description’ section and in the ‘recruiting’ section. As I said before, there’s significant source use issues here that will have to be addressed. We will review paraphrasing again. Remember: the goal is to use our brand voice, so we’ll have to revise it so that it’s written in plainer language. However, the writer has done a great job of organizing information and providing the basics. Perhaps an infographic or other visual would help. It would also be useful to think about how to condense some of this information so that it’s quicker and easier to read.

Judy’s comments:  

There is some good information here that would appeal to the audience however, as mentioned, information cannot be simply copied and pasted, it needs to be paraphrased. Being that different fonts were used makes this more obvious. With regards to the HR content, I would suggest reviewing the Week 3 and 5 content as Recruitment does not involve interviewing, selecting, etc. and would correct the information accordingly (remember that there is a separate section in this HR Handbook that covers Selection). There also may be other information in Week 3 that you would like to include here being mindful not to overlap other sections in the Handbook. I would also suggest removing the “What is recruitment in HRM?” section as this is something your audience would already know as well as the information on the recruitment process as this is a separate section in this handbook.


What is Recruitment?

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and on boarding employees. In other words, it involves everything from the identification of a staffing need to filling it. Depending on the size of an organization, recruitment is the responsibility of a range of workers. Larger organizations may have entire teams of recruiters, while others only a single recruiter. In small outfits, the hiring manager may be responsible for recruiting. In addition, many organizations outsource recruiting to outside firms. Companies almost always recruit candidates for new positions via advertisements, job boards, social media sites, and others. Many companies utilize recruiting software to more effectively and efficiently source top candidates. Regardless, recruitment typically works in conjunction with, or as a part of Human Resources. (What is Recruitment? (HRM) | smartRecruiters)

What is Recruiting in HRM?

Human Resource Management, otherwise known as HRM or HR for short, is the function of people management within an organization. HR is responsible for facilitating the overall goals of the organization through effective administration of human capital — focusing on employees as the company’s most important asset. Recruitment is the first step in building an organization’s human capital. At a high level, the goals are to locate and hire the best candidates, on time, and on budget. (What is Recruitment? (HRM) | smartRecruiters)

Recruitment process

(Recruitment Process – Tutorialspoint, 2021)

Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing applications, screening, short listing and selecting the right candidate. To increase the efficiency of hiring, it is recommended that the HR team of an organization follows the five best practices (as shown in the following image). These five practices ensure successful recruitment without any interruptions. In addition, these practices also ensure consistency and compliance in the recruitment process. (Recruitment Process – Tutorialspoint, 2021)

  1. Recruitment Planning:

Recruitment planning is the first step of the recruitment process, in which the job positions are analyzed and described. It includes specifications of the job and its nature, experience, qualifications and skills required for the job. The structured recruitment plan is mandatory to attract potential candidates from the candidate pool. Potential candidates must be qualified, experienced and capable of taking the responsibilities that are necessary to achieve the organization goals.

  • Ø Identifying Vacancy: The first and foremost process of recruitment plan is identifying the vacancy. This process begins with receiving the requisition for recruitments from different department of the organization to the HR Department, which contains −
  • Number of posts to be filled
  • Number of positions
  • Duties and responsibilities to be performed
  • Qualification and experience required

When a vacancy is identified, it is the responsibility of the sourcing manager to ascertain whether the position is required or not, permanent or temporary, full-time or part-time, etc. These parameters should be evaluated before commencing recruitment.

  • Ø Job Analysis : Job analysis is a process of identifying, analyzing, and determining the duties, responsibilities, skills, abilities, and work environment of a specific job. These factors help in identifying what a job demands and what an employee must possess in performing a job productively. Job analysis helps in understanding what tasks are important and how to perform them. Its purpose is to establish and document the job relatednessof employment procedures such as selection, training, compensation, and performance appraisal.

Ø  Job Description: Job description is an important document, which is descriptive in nature and contains the final statement of the job analysis. This description is very important for a successful recruitment process. Job description provides information about the scope of job roles, responsibilities and the positioning of the job in the organization. And this data gives the employer and the organization a clear idea of what an employee must do to meet the requirement of his job responsibilities.

Ø  Job Evaluation: Job evaluation is a comparative process of analyzing, assessing, and determining the relative value/worth of a job in relation to the other jobs in an organization. The main objective of job evaluation is to analyze and determine which job commands how much pay. There are several methods such as job grading, job classifications, job ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and wage negotiations.

  1. Strategy Development: Recruitment strategy is the second step of the recruitment process, where a strategy is prepared for hiring the resources. After completing the preparation of job descriptions and job specifications, the next step is to decide which strategy to adopt for recruiting the potential candidates for the organization.

While preparing a recruitment strategy, the HR team considers the following points −

  • Make or buy employees
  • Types of recruitment
  • Geographical area
  • Recruitment sources
  1. Searching the right candidates: Searching is the process of recruitment where the resources are sourced depending upon the requirement of the job. After the recruitment strategy is done, the searching of candidates will be initialized. Searching involves attracting the job seekers to the vacancies. The sources are broadly divided into two categories: Internal Sourcesand External Sources.

Internal Sources – Internal sources of recruitment refer to hiring employees within the organization through –Promotions, Transfers, Former Employees, Internal Advertisements (Job Posting), Employee Referrals and Previous Applicants

External Sources External sources of recruitment refer to hiring employees outside the organization through − Direct Recruitment, Employment Exchanges, Employment Agencies, Advertisements, Professional Associations, Campus Recruitment and Word of Mouth.

  1. Screening: Screening starts after completion of the process of sourcing the candidates. Screening is the process of filtering the applications of the candidates for further selection process. Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant candidates, which were received through sourcing.
  2. Evaluation and Control: Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process; hence it is important that the performance of the recruitment process is thoroughly evaluated.(Recruitment Process – Tutorialspoint, 2021)

Types of Recruiting

There are 5 types of recruiting which are as follows:

  1. Internal Recruiting: Internal recruitment is when an organization looks to fill jobs with their current employees, sourcing talent from other teams, departments, and job functions within a company. (Internal Recruitment: What is it and how do you enable it in your organization, 2021)
  2. Retained Recruiting: Retained recruitment is considered to be a more secure form of recruitment for the recruitment agency involved, as their commission is not dependant on whether they fill individual placements. Retained recruitment is entered into by a company on the basis that retained recruitment consultants will submit a higher calibre group of candidates to them on a consistent basis and will overall deliver more suitable placements than their counterparts, contingent recruiters.(, 2021)
  3. Contingency Recruiting: like retained recruiting, contingency recruiting requires an outside firm. Unlike retained recruiting, there is no upfront fee with contingency. Instead, the recruitment company receives payment only when the clients they represent are hired by an organization.(Recruitment Process – Tutorialspoint, 2021)
  4. Staffing Recruiting: staffing recruiters work for staffing agencies. Staffing recruiting matches qualified applicants with qualified job openings. Moreover, staffing agencies typically focus on short-term or temporary employment positions.(Recruitment Process – Tutorialspoint, 2021)
  5. Outplacement Recruiting: outplacement is typically an employer-sponsored benefit which helps former employees transition into new jobs. Outplacement recruiting is designed to provide displaced employees with the resources to find new positions or careers.(What is Recruitment? (HRM) | smartRecruiters)




(2021). Retrieved from

Internal Recruitment: What is it and how do you enable it in your organization. (2021). Retrieved from

Recruitment Process – Tutorialspoint. (2021). Retrieved from

What is Recruitment? (HRM) | smartRecruiters. (n.d.). Retrieved from














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