Recruitment is the process of finding and hiring the best and most qualified candidates for a job opening, in a timely and cost-effective manner. It can also be defined as the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization. Recruitment is an essential function of human resource management (HRM), which is the practice of managing and developing the human capital of an organization³.

Recruitment involves various steps, such as:

• Identifying the hiring need: The process of determining the staffing needs of an organization and defining the job requirements and specifications.
• Devising a recruitment plan: The process of setting the recruitment goals, budget, timeline, sources, methods, and evaluation criteria.
• Writing a job description: The process of creating a document that outlines the duties, responsibilities, qualifications, and expectations of a job.
• Advertising the position: The process of posting the job opening on various channels, such as job boards, social media, websites, newspapers, etc., to attract potential candidates.
• Recruiting the position: The process of sourcing and reaching out to qualified candidates using various methods, such as referrals, networking, headhunting, etc., to invite them to apply for the job.
• Reviewing applications: The process of screening and shortlisting the candidates who meet the minimum requirements for the job.
• Phone interview/initial screening: The process of conducting a preliminary interview with the shortlisted candidates to assess their suitability and interest for the job.
• Interviews: The process of conducting one or more face-to-face or online interviews with the selected candidates to evaluate their skills, knowledge, personality, and fit for the job.
• Applicant assessment: The process of administering various tests or exercises to the candidates to measure their abilities, aptitudes, behaviors, or competencies related to the job.
• Background check: The process of verifying the information provided by the candidates, such as their education, employment history, references, criminal records, etc., to ensure their credibility and reliability.
• Decision: The process of selecting the best candidate for the job based on the results of the previous steps and making a job offer.
• Reference check: The process of contacting the references provided by the candidate to obtain feedback on their performance, strengths, weaknesses, and suitability for the job.
• Job offer: The process of presenting a formal offer letter to the candidate that outlines the terms and conditions of employment, such as salary, benefits, start date, etc., and negotiating any changes if needed.
• Hiring: The process of finalizing the employment contract with the candidate and completing any legal or administrative formalities required for them to join the organization.
• Onboarding: The process of integrating and orienting the new hire into the organization’s culture, policies, procedures, systems, and expectations.

There are different types of recruitment, such as:

• Internal recruitment: The process of filling vacancies with existing employees from within an organization².
• External recruitment: The process of filling vacancies with candidates from outside an organization².
• Retained recruitment: The process of hiring an external recruitment firm to fill a vacancy on an exclusive basis and paying an upfront fee until the position is filled⁴.
• Contingency recruitment: The process of hiring an external recruitment firm to fill a vacancy on a non-exclusive basis and paying a fee only when a candidate is hired⁴.

There are different strategies to improve recruitment, such as:

• Employer branding: The process of creating and promoting a positive image and reputation of an organization as an employer of choice among potential and current employees.
• Diversity and inclusion: The process of ensuring that all candidates are treated fairly and respectfully regardless of their differences and that they have equal access and opportunity to apply for jobs in an organization.
• Candidate experience: The process of providing a positive and engaging experience for candidates throughout the recruitment cycle, from application to hiring.
• Talent pipeline: The process of building and maintaining a pool of qualified candidates who can be contacted and hired when a vacancy arises in an organization.
• Data analytics: The process of collecting, analyzing, and interpreting data related to recruitment activities and outcomes to measure performance, identify trends, and make informed decisions.