Recruitment is a critical and strategic function for companies, as their success or failure in achieving projects, objectives, and results heavily depends on it. However, finding and attracting the best candidates is challenging, especially in a labor market marked by uncertainty. Therefore, companies must understand and utilize the most appropriate recruitment methods for each situation, profile, and context, leveraging the advantages and opportunities offered by new technologies, social media, and digital platforms, without neglecting traditional channels that remain effective and relevant.
External Recruitment Methods
External recruitment methods target the general public, outside the organization, to attract candidates who do not belong to the company or have no prior relationship with it. Within this category, various types can be distinguished based on the channel, format, and scope used. The most commonly used external recruitment methods by companies include:
Direct Advertising
Promoting job offers directly to potential candidates through various media, such as newspapers, magazines, radio, television, posters, and brochures. This method allows reaching a broad and diverse audience and generating interest and curiosity about the company and the position.
Job Sites and Job Boards
Posting job offers online on specialized employment websites, such as job portals, job aggregators, and job search engines. These methods are economical, fast, accessible, and flexible, allowing easy updating, modification, and removal of offers. Additionally, they facilitate the management and tracking of applications and offer the possibility to apply filters and selection criteria.
Social Networks and Professional Websites
Using social networks and professional websites like LinkedIn, Facebook, Twitter, and Instagram to disseminate job offers and attract candidates. This method is innovative, interactive, and viral, allowing the creation and sharing of valuable content, generating engagement, and leveraging the multiplier effect of recommendations and contacts. It also allows access to passive candidates, those not actively seeking employment but who might be interested in a good opportunity.
Professional Organizations, Clubs, and Associations
Establishing links and collaborations with professional organizations, clubs, and associations related to specific sectors, areas, or groups to access their databases, newsletters, networks, and events, thereby reaching the professionals companies want to hire. This method is selective, specific, and qualitative, targeting an audience with the appropriate level of training, experience, and competence for the position.
Talent Hunting Firms
Hiring companies or individuals specialized in the search, identification, and selection of candidates for high-level or hard-to-fill positions, such as executives, managers, and experts. These professionals study the position, market, and competition, and contact and evaluate potential candidates using various techniques and tools like interviews, tests, and references. This method is professional, effective, and discreet, allowing companies to delegate the task to experts who guarantee quality and confidentiality.
Internal Recruitment Methods
Internal recruitment methods target current employees or those with a prior relationship with the company to fill vacancies. Within this category, various types can be distinguished based on the origin, degree, and form of the relationship. The most commonly used internal recruitment methods by companies include:
Internal Promotion
Offering current employees the opportunity to access positions with greater responsibility, hierarchy, or remuneration within the same organization. This method is motivating, recognizing, and retaining, as it rewards effort, merit, and career trajectory, and provides opportunities for professional growth and development. It also facilitates adaptation and performance since employees are already familiar with the company’s culture, values, and operations.
Internal Mobility
Offering current employees the opportunity to change position, department, area, or location within the same organization. This method is enriching, diversifying, and dynamic, allowing employees to acquire new skills, knowledge, and experiences and face new challenges and opportunities. It also optimizes resources and productivity by relocating people based on the company's needs and objectives.
Employee Referrals
Asking current employees to recommend or refer candidates for the position among their family, friends, acquaintances, or contacts. The referring employee usually receives a bonus or incentive if the candidate is hired. This method is economical, fast, and effective, reducing recruitment costs and times and increasing the chances of success with the endorsement and trust of employees. It also facilitates integration and commitment, easing adaptation and satisfaction for both candidates and employees.
Internships and Scholarships
Offering students or recent graduates the opportunity to do internships or scholarships in the company to gain experience, training, and orientation in the labor market. This method is formative, attractive, and projective, allowing the company to train and evaluate candidates and identify and retain potential talents. It also brings in people with updated knowledge, innovative ideas, and a proactive attitude.
Trends and Innovations in Recruitment
Recruitment is a constantly evolving and adapting process due to changes and demands in the environment, market, and society. Therefore, companies must stay attentive and updated on trends and innovations in this area and leverage them to improve their strategy and efficiency. Some of the most notable trends and innovations in recruitment include:
Recruitment 2.0
Using tools and resources offered by the Internet and new technologies for recruitment, such as social networks, blogs, podcasts, videos, webinars, forums, and chats. These tools allow creating and spreading an attractive and distinctive brand image, interacting and connecting with candidates, and obtaining and analyzing valuable data and information.
Mobile Recruitment
Using mobile devices like smartphones, tablets, and smartwatches for recruitment, taking advantage of their mobility, accessibility, immediacy, and personalization. These devices allow posting and consulting job offers, sending and receiving notifications and alerts, conducting and participating in interviews and tests, and signing and sending documents.
Social Recruitment
Using social networks and professional websites not only to disseminate job offers but also to create and foster a community of followers, fans, and ambassadors who identify and commit to the company and its purpose. This method encourages generating and sharing interesting content, recommending and referring candidates, and providing feedback and opinions.
Predictive Recruitment
Using artificial intelligence, big data, and machine learning for recruitment to obtain and process large amounts of data and information about candidates, the market, and the competition. This allows predicting and anticipating candidates' behavior, performance, and potential, and making more objective, accurate, and successful decisions.
Inclusive Recruitment
Promoting diversity, equality, and non-discrimination in recruitment by seeking and valuing candidates for their competencies, skills, and aptitudes without considering their gender, age, origin, religion, sexual orientation, or disability. This type of recruitment creates richer, more creative, and productive teams and improves the company’s image and reputation.
Recruitment is a key process for the success of companies, requiring adequate planning, execution, and evaluation. Companies must understand and use the most convenient recruitment methods for each case, combining external and internal methods and leveraging trends and innovations in this field. This way, they can attract and select the best candidates for each position and achieve their objectives and results.
