• What is recruitment?
• Types of recruitment
• Recruitment process
• Recruitment sources
• Difference between recruitment and selection of personnel
• Staff pick
• Military recruitment

We explain what recruitment is and the types of recruitment that are carried out. In addition, the steps to follow and the selection of personnel.

Companies must provide all the necessary information about the position to be held.

What is recruitment?

Recruitment is aset of procedures used in theprocess call for persons suitable for a certain type of activity. It is a concept widely used both in the military and in the workplace, and in all areas in which it is required to fill one or more vacancies.

Recruitment is the first step in attracting people interested in a job. The number of applicants who attend may be greater than the number of places, therefore, the following will be to make the most appropriate selection, according to the requirements andcompetencies requested by the entity orbusiness.

Labor recruitment is a mechanism that uses the Personal Resources Area (either owned or contracted) of a company or organization to capture potentials workers. The company must communicate the recruitment process to thecommunity for anyone who meets the requirements to apply.

The recruitment process implies that the organization or company disseminates all the information necessary of the position to occupy, the competencies requirements that applicants must have and the number of vacancies to be filled.

See also:Organizational culture

Types of recruitment

• Internal. Labor recruitment that takes place when the company, company or entity relocates its employees according to their skills, for example: promotions or transfers. These changes usually come from the employee's professional achievements. It is a recruitment process in which you save money Y weather. In addition, it helps to improve a good work environment, since it recognizes the work and effort of its employees. Likewise, the worker already has theknowledge of the workplace, so adaptation will take much less time.
• External. Labor recruitment through which it seeks to attract people outside the company with certain characteristics and skills necessary for the position to be filled. This gives a new look to the company. It has some disadvantages, such as the time it takes to recruit and select, and the negative impact it can have on other employees by breaking expectations of getting promotions or taking on a new position.
• Mixed. Labor recruitment in which both new external applicants and candidates who are already part of the company or organization are summoned.

Recruitment process

• A position arises to be filled. This can occur because a new position is created within the organization or because a certain position is left free (due to resignations, dismissals, promotions, transfers).
• The department or head of Human Resources is informed about this need. In many cases, companies have one or more people in charge of recruiting new employees. There are also companies that outsource the recruitment and selection of personnel to an agency or consulting firm Human Resources that performs the whole process. In this step, the importance of the position to be filled within the organization is analyzed and who will be responsible for carrying out the recruitment is determined.
• The job position to be filled is described. The functions to be fulfilled by the person who accesses the position, the objectives and skills necessary to carry out the tasks.
• The candidate's profile is described. From the description Of the type of work to be carried out, a series of characteristics and competencies that applicants must have is detailed. These characteristics may include: studies, language, possibility of changing residence.
• The means of recruitment are established. Generally, an internal recruitment assessment is carried out first, this depends on the politics and company demands. Then, the means of external recruitment are established (social networks, radio,Newspaper, job boards).
• The information of the candidates is received. Anyone interested in the job offer sends a resume and, sometimes, a cover letter that the company will evaluate in the next steps of the recruitment process.

Recruitment sources

External recruitment can use multiple means.

There are several sources to publicize a recruitment process. These vary according to the type of recruitment that is carried out.

In internal recruiting, this process is often communicated interpersonally or through the means of communication. internal communication (newsletters, billboards, mail).

External recruitment uses a large number of sources:

• Social networks. Companies or organizations usually communicate their job searches through their social networks. Candidates submit their information by filling in forms or by e-mail. There are some social networks, such as Linkedin or Sumry, that are oriented to the world of employment and business, and that are more effective in finding candidates that fit the profile sought.
• Job portals. Companies or organizations upload their search to these portals (websites specialized in job search) that are divided into categories and areas. All people who fit the profile sought can send their request.
• Advertisements. Companies or organizations make advertisements in graphic and audiovisual media in which they communicate a specific job search.
• Recommendations. Many jobs are covered by interpersonal contacts that occur within the organization. This generally occurs in smaller organizations with fewer positions to fill.
• Database. Companies and organizations often receive candidate resumes on their websites or e-mails, even if there is no active search. This information is stored in its database. When opening a recruitment process, companies can turn to this information.
• Job boards. Companies or organizations send the job search to universities or organizations that have job boards in which they publish searches. These can function as newsletters or blogs accessed, for example, by graduates of a certain university.
• Job fairs. Companies with job searches or looking to expand their database, attend job fairs that are also attended by individuals looking for work.
• Web page or company blog. Many companies carry out their recruitment processes through their website or blog. This occurs in multinationals or large organizations that tend to have several searches open simultaneously.
• Consultants. Human resource consultants or agencies are in charge of carrying out the recruitment and selection process of personnel for many companies. They use various sources, such as their database or portals and social networks, to publicize the recruitment process.

Difference between recruitment and selection of personnel

Recruitment and selection of personnel are terms that are often confused, (since they are closely linked) but that define two different processes.

Both are part of the personnel management that is usually carried out by the Human Resources area or manager of a company or organization. Many times, companies outsource these processes to consulting firms or specialized agencies.

On the one hand, staff recruitment is the process by which the position to be filled and the profile sought are identified. From there, this information is communicated in different social spheres, through various means and sources, to summon and recruit candidates for the position to be filled.

The selection of personnel is after the recruitment process. It takes several stages and is responsible for selecting, among all applicants for the position, the most suitable candidate. This process is carried out by interviews and different techniques of personnel selection.

Staff pick

After the recruitment process, it is necessary to follow a selection system:

• Interviews and evaluations are made both psychological and knowledge.
• A selection is made of the curricula obtained.
• The first candidates are selected.
• A final report is made on the participants so that the leadership decides.
• The winner is informed, thecontract and agreements.
• The decision is communicated to those not selected.
• The admission process for the selected one begins.

Military recruitment

Military recruitment tends to be fueled in times of tension or war.

Military recruitment is the process by which military personnel are summoned citizens and citizens to form part of the national armed forces of a given country.

This call is usually given through graphic, audiovisual media, posters, social networks and websites. Applicants must meet a series of conditions and physical and mental characteristics to access the selection process.

This recruitment can be voluntary or involuntary, this varies depending on the country or the historical context. Military recruitment tends to be fueled in times of stress, civil war, or wars between countries.