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RECRUITMENT

Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications.

The purpose of the recruitment process is to find the widest pool of applicants to provide the greatest opportunity to select the best people for the required roles in an organisation.

Acquiring the best applicants for a role can be a competitive advantage for an organisation whereas ineffective recruitment and selection can result in enormous disruption, reduced productivity, interpersonal difficulties and interruptions to operations, customer service and long term costs.

SELECTION

Once a pool of candidates has been identified through the recruitment process the most appropriate candidate, or candidates are identified through a selection process including but not limited to interviewing, reference checking and testing. The purpose of the selection process is to ensure that the best person or people are appointed to the role or roles using effective, fair and equitable assessment activities.

Having an effective recruitment strategy is paramount to the success of any organisation. The recruitment and selection function can become a costly and inefficient process if not approached in a systematic and proactive manner.

Executive search

(informally called headhunting) 

We are a specialized to seek out and recruit highly qualified candidates for senior-level and executive jobs. We identify a shortlist of qualified candidates who match our client's requirements and we are acting as an intermediary to contact the candidates and see if they might be interested in moving to our client company.

Executive search is a service used to find the most suitable and relevant candidate for an open position to our client organization. The candidate can be someone who is looking for a new challenge or not. The ‘looking for a new challenge or not’ is the difference between executive search and recruitment consultation.

The reason that executive search exists is because the best people or employees are always hired and very rarely ‘looking for a job’ and as a competitive company you need the best people, the right people are the key to the success of a business.

Steps of the recruitment process

The typical steps of a recruitment process vary depending on the role and company. But, most hiring teams will likely go through these steps:

1. Identify the need for a new job.

2. Decide whether to hire externally or internally.

3. Review the position’s duties and requirements and write a job ad to post online.

4. Get approval to advertise the job.

5. Solicit referrals from employees.

6. Select appropriate sources (external or internal) to post job openings.

7. Decide on hiring stages and possible timeframes.

8. Review resumes in company database/ATS.

9. Source passive candidates.

10. Shortlist applicants.

11. Screen and interview candidates.

12. Run background checks and check references.

13. Select the most suitable candidate.

14. Make an official offer.

Each step might have several sub-steps. For example, step 10, which addresses screening and interviewing candidates, may involve pre-employment testing, work samples and multiple interviews.