{"id":43,"date":"2020-09-03T09:10:08","date_gmt":"2020-09-03T13:10:08","guid":{"rendered":"https:\/\/opentextbooks.concordia.ca\/hrmcanadian\/chapter\/4-3-recruitment-strategies\/"},"modified":"2020-09-26T16:28:34","modified_gmt":"2020-09-26T20:28:34","slug":"4-3-recruitment-strategies","status":"publish","type":"chapter","link":"https:\/\/opentextbooks.concordia.ca\/hrmcanadian\/chapter\/4-3-recruitment-strategies\/","title":{"raw":"Recruitment Strategies","rendered":"Recruitment Strategies"},"content":{"raw":" \r\n

Now that we have discussed development of the job analysis, job description, and job specifications, and you are aware of the laws relating to recruitment, it is time to start the recruiting process. In many ways, recruiting borrows from the field of marketing. The objective of a recruiting campaign is to generate as many quality applications as possible; this objective is very similar to a marketing campaign that aims to attract customers. As such, with some exceptions, many principles core to marketing apply to recruiting. A recruiting campaign must establish a clearly defined audience (future employees), create high-quality, creative, and easy-to-share content (job posting, company videos, etc.), rely on multiple content channels (company website, LinkedIn), and be followed with rigorous analysis and reporting.<\/p>\r\nThe concept of company branding is relatively new in HRM. This marketing concept focuses on the way that organizations differentiate themselves from each other. This can be in logo design, name selection or messaging. These marketing efforts tell a story to attract and retain customers. Today, branding is also very important for companies in their competition for talent. The rise of social media platforms has accentuated the importance of HR to manage the public image of companies. For example, Glassdoor<\/a> is a site that allows current and former employees to anonymously review companies and provide salary information. In fact, a majority of job seekers aged 18-44 look at Glassdoor reviews when deciding to accept a job offer and sign at a new company. Review sites and social pages that collect ratings (like Facebook) are more important than one would think.\r\n\r\nHere are creative recruitment videos from Deloitte<\/a> and Canadian Tire<\/a>.\r\n

4. Recruiting Sources<\/h1>\r\n

4.1. Recruiters<\/h2>\r\n

Many organizations have specific employees who focus solely on the recruiting function of HR. Recruiting is often an entry-level position in HR because of the energy level it requires. Recruiters have to be strong networkers and they usually attend many events where possible candidates will be present. Recruiters keep a constant pipeline of possible candidates in case a position should arise that would be a good match. There are three main types of recruiters:<\/p>\r\n\r\n

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  1. Corporate recruiter.<\/strong> A corporate recruiter is an employee within a company who focuses entirely on recruiting for his or her company. Corporate recruiters are employed by the company for which they are recruiting. This type of recruiter may be focused on a specific area, such as technical recruiting.<\/li>\r\n \t
  2. Temporary recruitment or staffing firm.<\/strong> Suppose your receptionist is going on medical leave and you need to hire somebody to replace him or her, but you do not want a long-term hire. You can utilize the services of a temporary recruitment firm to send you qualified candidates who are willing to work shorter contracts. Usually, the firm pays the salary of the employee and the company pays the recruitment firm, so you don\u2019t have to add this person to your payroll. If the person does a good job, there may be opportunities for you to offer him or her a full-time permanent position.<\/li>\r\n \t
  3. Executive search firm.<\/strong> These firms are focused on high-level management positions, such as director, VP, and CEO roles. They typically charge 10\u201320 percent of the first year salary, so they can be quite expensive. However, they do an extensive amount of the upfront work, sending candidates who meet the qualifications.<\/li>\r\n<\/ol>\r\n
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    4.2. Websites<\/h2>\r\n

    Job posting sites<\/h3>\r\n

    If you have ever had to look for a job, you know there are numerous websites to help you do that. From an HR perspective, there are many options to place an ad, most of which are inexpensive. The downside to this method is the immense number of resumes you may receive from these websites, all of which may or may not be qualified. Many organizations to overcome this, implement software that searches for keywords in resumes. We discuss more about this in\u00a0 Chapter 5 \"Selection\"<\/a>. Some examples of websites might include the following:<\/p>\r\n\r\n