Types of Recruitment: How to Choose the Right One?

It is important that any human resources team is aware of the different types of recruitment, as the more search options they have, the greater their chances of finding the right talent. It is important that any recruiter recognizes the different forms and styles of recruitment that exist and knows how to use them. Competition for talent is fierce, and the winners in the job market can make a big difference to the business later on. Using the specifications of each type of employment will allow your company to recruit better, and we already know the benefits of hiring the right people.

The recruitment process can be tedious, so it is important to have clarity on the existing types in order to make decisions about the most suitable one to use based on the organization’s needs.

For these reasons, in this article we will explain the different variants of recruitment, what they are, how they work, and how you can use them.

Types of recruitment.

We can distinguish different types of recruitment depending on where candidates are sought: outside the company or within it, on social networks, etc. These are some of the most common methods.

External recruitment.

External hiring is a very common type of hiring and consists of filling a position with someone who has not previously been part of the organization (that is, someone from outside the company). Through the use of different talent selection methods, external recruitment gives the company ample room and the opportunity to build a comprehensive and diverse team. However, it is usually more expensive and, at times, riskier than other forms of hiring.

This search for people is carried out through different strategies.

Headhunting process.

Headhunting is used when the job search is aimed at senior people or professionals. Companies hire one or more specialists for these positions in order to find ideal candidates based on the organization’s search criteria.

Search through the Internet.

Hiring through job ads is a recruitment method in which companies post job offers and then select applicants based on whether they meet the search criteria. It is one of the most widely used methods in several types of hiring, both external and internal.

Social hiring goes a step further than hiring through job ads, since it involves using social networks and other online platforms to search for and attract candidates. In this method, companies use their profiles on social networks and other online channels to promote their job offers and attract qualified candidates.

Searching for staff through employment services.

There are dozens of job search platforms available today. A company can rely on them to announce that it is in the hiring phase and to receive CVs from applicants for vacancies. However, when there is a high volume of applications, it is essential to have a system that allows offers to be sent in an automated way. In this way, time and effort can be saved and candidates can be processed more efficiently.

Outsourcing of processes.

Hiring through intermediation consists of handing the talent search process over to an external organization or manager, which helps save the company time and resources. However, it also takes the company out of the selection process and entrusts the task to a third party. It is important to keep in mind that this option can be more costly than other forms of hiring, since the intermediary’s services must be paid for. In addition, it is important to choose the intermediary carefully to make sure the company’s search criteria are met and the right candidate is found.

Internal recruitment.

Unlike external hiring, internal hiring involves mobility within the company, which means that positions are filled by a person who has already joined the company’s team.

This type of employment is interesting because it is cheaper than it would otherwise be, builds trust in the group, unites the company’s employees, and shows that managers believe they are capable of taking on new responsibilities. However, among the various existing recruitment channels, recruiters face more restrictions and a more limited talent pool that may or may not meet the requirements of the position. This type of recruitment includes several different ways to apply.

The organization’s human talent base.

The talent database is a set of information about candidates who have taken part in selection processes in the past. This information can be used to fill future vacancies in the company. While each phase of the search has its own characteristics and corresponding selection results, the database generated from the different processes remains important and of great help to the organization. By having a talent database, the company can have a list of candidates who have already shown interest in working for it and who meet its requirements, which can speed up the selection process and reduce costs.

Referral plans.

The referral program is a recruitment technique commonly used in internal recruitment. It is based on the idea that employees who are already part of the organization can recommend other people who are looking for a job and who meet the requirements for the vacant positions. Employees already know the company’s work dynamics and, based on this and on the search criteria, they can recommend people with the professional competencies needed for the vacant positions.

The referral program is an effective form of recruitment since employees already know the company’s culture and can recommend people who fit it. In addition, the recommended candidates have already been previously evaluated by an employee of the company, which can speed up the selection process and reduce costs.

Rehiring.

Re-employment is a recruitment process in which a person who has already worked for the company is offered the opportunity to return to it. If the job opening matches the profile of an employee who is already associated with the organization, the recruitment process also includes getting back in touch with that person and offering them the opportunity to return to the organization.

Mixed recruitment.

By combining the two visible types of recruitment, we obtain a hybrid recruitment: we call on both internal and external candidates and evaluate a large number of responses to find the best talent. In general, existing recruitment methods are not pure, and hybrid recruitment is the option most used by companies and recruiters. This type of hiring fosters innovation and a diverse work environment, but it is slower and more expensive than other types of hiring, and finding the right talent may require more effort.

Mass recruitment.

The different types of workforce hiring we have seen focus on finding the right group of professional talent. Generally, these types of hiring are designed to fill vacancies. However, there are also situations in which companies need to fill a large number of positions in a short time; in this case we are dealing with mass hiring. This type of hiring usually uses external hiring to find employees and is more common in high-turnover industries such as hospitality, call center operators, and customer service.

For human resources managers, the type of recruitment varies according to need, and the different steps and methods to be used are established. It is important to understand each type of method because the wider the spectrum of opportunities, the closer you will be to finding the right people to join your company. Depending on the perspective you choose, each type of corporate recruitment also presents different challenges and different responses to recruitment needs.

At Evalart we have different tests used to improve recruitment processes, available in the test catalog.