There are several types of recruiting. Here’s an overview:
Internal Recruiting: internal recruiting involves filling vacancies with existing employees from within an organization.
Retained Recruiting: When organization hire a recruiting firm, there are several ways to do so; retained recruiting is a common one. When an organization retains a recruiting firm to fill a vacancy, they pay an upfront fee to fill the position. The firm is responsible for finding candidates until the position is filled. The organization also agrees to work exclusively with the firm. Companies cannot, in other words, hire multiple recruiting firms to fill the same position.
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.
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.
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.
Reverse Recruiting: refers to the process whereby an employee is encouraged to seek employment with a different organization that offers a better fit for their skill set. We offer Reverse Recruiting Days to help workers with this process. At our Reverse Recruiting Days we review resumes, conduct mock interviews, and offer deep dives into specific job roles.
In this course we go in-depth into each recruitment strategy.
While the recruitment process is unique to each organization, there are 15 essential steps of the hiring process. The goals of this course are for you to learn how to:
Identify the hiring need
Devise a recruitment plan
Write a job description
Advertise the position
Recruit the position
Conduct Phone Interview/Initial Screening
Conduct Follow-up Interviews
Conduct Background Checks
Make a Decision
Conduct Reference Checks
Submit Job Offers
Hire a Candidate
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