Methods of Recruitment (DP IB Business Management)

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Written by: Lisa Eades

Reviewed by: Steve Vorster

An Introduction to Recruitment

Recruitment is the process of attracting and identifying potential job candidates who are suitable for a particular role
- Recruitment activities include job advertising, job fairs, social media outreach and referrals from current employees
- The goal of recruitment is to create a pool of qualified candidates who can be considered for the role
Selection is the process of choosing the best candidate
- Selection activities often involve reviewing CVs and conducting interviews or assessment tasks
- The goal of selection is to hire the most suitable candidate for the job

Diagram: the recruitment and selection process

**The recruitment and selection process is focused on sourcing the best person for a job role**

1. Define the role

Businesses should determine exactly what is required and part of that is developing a job description and a person/job specification
- A job specification outlines the qualifications, skills, experience, and personal qualities required from a candidate for a specific job e.g. problem solver, good communicator, able to code in Java etc.
- A job description outlines the duties, responsibilities, and requirements of a particular job

2. Determine the best source of candidates

The business can advertise the role internally, externally, or a combination of both
- Internal recruitment is the process of hiring employees from within the organisation
  - Internal recruitment can be beneficial as it encourages employee development, builds morale and can save time and money on training
- External recruitment is the process of hiring employees from outside the organisation
  - External recruitment can bring fresh ideas, experiences and perspectives to the organization
These methods are considered in more detail below

3. Advertise

Businesses with a strong social media presence can use these platforms to advertise cost effectively e.g. Facebook, LinkedIn, TikTok
Depending on the nature of the business, there may be specialist recruitment portals through which they can advertise and these tend to cost more e.g. The Times Educational Supplement is one of the main publications used to recruit teaching staff

4. Receive applications

The application stage involves collecting information from potential candidates
These methods are discussed fully below
Someone within the business must be nominated to manage the application process
- This person (possibly together with others) will draw up a shortlist of candidates from the many applications received
- The shortlist usually includes 3-5 candidates who are invited to interview

5. The selection process

This process varies significantly between organisations
Businesses must decide on the most appropriate method which will help them to identify the best candidate
The most commonly used methods are discussed fully below

Internal & External Recruitment

Businesses often use a combination of internal and external recruitment methods, depending on the nature of the job and the availability of suitable candidates
The method chosen will also depend on the organisation's goals, the level of the position being filled and the industry in which it operates

Internal recruitment methods

Internal recruitment involves the promotion or redeployment of staff to fill a vacant post
Vacancies are advertised internally on staff notice boards, in newsletters or via in-house electronic communications
Recruiting internally has a range of advantages and disadvantages

Advantages and Disadvantages of Internal Recruitment

Advantages	Disadvantages
Internal candidates are already familiar with business culture and processes Can adapt to the role quickly Little need for induction training	Can lead to conflict or resentment May affect motivation and working relationships between successful/rejected internal candidates
Business has a good understanding of the candidate's strengths, weaknesses, skills & aptitudes Less risky than employing an external candidate whose abilities are less well-known	A further vacancy is created when an employee is promoted/redeployed External recruitment may be necessary to fill vacated job roles
Opportunities to progress can be motivating for existing employees Improves loyalty & commitment	A limited number of suitable applicants may be available internally
Cheaper and quicker to promote or redeploy existing staff rather than recruit externally	Missed opportunity to inject new ideas, experience or skills into the business

External Recruitment Methods

If a vacancy cannot be filled internally it will be necessary to look outside of the business to find suitable candidates
- New skills, experiences and ideas can be introduced to the business
- Some methods are expensive and it can be difficult to target the desired audience

A Comparison of External Recruitment Methods

Method	Explanation
Referrals/Personal Recommendations	Current employees may recommend a suitable candidate for a vacancy Employees may be rewarded if a candidate is successfully appointed
Online Advertising	Vacancies can be advertised on a businesses own website or on a specialist recruitment website such as Glassdoor or CharityJobs.com This method is relatively low-costs with a wide reach
Newspaper Advertising	Adverts to attract local candidates can be placed in district or regional newspapers High-profile vacancies such as public sector roles may be advertised in national newspapers Although relatively expensive these adverts can be highly targeted
Specialist Trade Publications	Roles are advertised in magazines or newsletters commonly read by professionals in a particular industry Example include fashion industry journal Drapers and education journal The Times Educational Supplement (TES)
Employment Agencies	Specialist recruitment agents advertise roles on behalf of the business Some also conduct interviews or other selection activities A recruitment fee is charged when the business appoints a candidate
Headhunting	A headhunting agency makes attractive approaches to highly-qualified specialists in a particular industry/with desired skills, experience or knowledge A significant fee is payable once a candidate is appointed
Job Centres	Low level vacancies can be advertised free of charge in government-funded centres and increasingly online
Careers Fairs	Events often hosted by universities or industry bodies to promote available opportunities Attract significant numbers of highly-qualified, interested candidates

External recruitment overcomes some of the disadvantages of internal recruitment
However it is often more expensive than internal recruitment
There is also a greater degree of uncertainty as external candidates are unknown to the business

Applying for a Job

Both internal and external candidates typically apply for advertised roles by submitting an application form
Alternatively candidates are asked to submit a curriculum vitae (CV) with an accompanying cover letter

Application Form	Curriculum Vitae (CV)	Covering Letter
A standardised form designed by the recruiter to collect the same details from each candidate Responses are collected in a consistent format and comparison is straightforward A large volume of candidates can be narrowed down for interview	A professional document compiled by the applicant Details career experience, key skills and strengths Includes qualifications and character/professional referees Provides contact details for the recruiter to get in touch with the applicant	A letter that accompanies the candidate's application form or CV Gives reasons for submitting an application Draws attention to the applicant's particular suitability for the role Allows recruiters to sift applications without having to compare detailed application forms/CVs

Selecting the right candidate

A range of methods may be used to make a choice between job applicants
Business commonly use a combination of these methods

Diagram: common selection methods

**Businesses commonly use interviews to select their chosen candidate along with testing, portfolios and gathering references**

Interview	Testing
A structured meeting between a candidate and a potential employer It can be conducted in-person, by telephone or online Its purpose is to assess the candidate's qualifications, skills, experience and suitability for a particular job or role within the business	Pre-employment assessments that can assess candidate integrity, suitability for the job, aptitude or specific skills Can help a business gauge whether a candidate would be a good fit within the existing team They can assess problem-solving and critical thinking skills, giving employers an idea of a candidate's potential
Portfolio	References
Candidates are required to submit a selection of their best work for recruiters to review This is commonly used to select candidates for creative or artistic roles Businesses can identify whether a candidate's experience and style would be a good fit with its own approach	Referees vouch for a candidate's skills, work ethic and overall suitability for the position Referees should know candidates in a professional capacity and be able to speak positively about their abilities Referees are usually listed on the application form or CV

Last updated: 29 October 2024

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