Recruitment StrategiesHow do we know if the candidate standing in front of us is suitable for a position? There are many levels to consider when looking for the “right” employee, but the responsibility falls on the human resource department (HR). It is the human resource specialist that is responsible for hiring a qualified candidate for the position within the company. There are many different recruitment strategies that businesses can choose from when trying to attract potential candidates.Recruitment is the process of finding and hiring the best-qualified candidate for a job opening, quickly and efficiently. According to Candidate Manager, “During the 1980’s the emphasis was on hiring exceptional individuals; whereas the 90’s called for more team oriented people to fill key roles within organizations. Today many companies are only looking for a specific set of skills in a potential employee, but a wider range of general competencies and talents” (2016). The recruitment process has multiple steps that take place when hiring which include reviewing all qualifications of the job, gathering employees to apply for the job, interviewing and screening applicants, hiring, and training new employees so they can feel confident when integrated into the organization. The next step is finding which strategy will work best for the company’s needs. There are two types of recruitment methods businesses can choose from: internal and external. Internal recruitment provides more benefits for the business such as more cost effective, reduces training time, and improves company morale. Companies find this method to be more cost effective because the company recruits from within the business which saves on paying a external company to find a candidate. Additionally, since the business is recruiting from within the company that leads to less training, considering the employee is already familiar with the company’s goals and visions. This source of recruitment also helps build the company’s morale by allowing current employees to further their training in hopes of building a career. External recruitment is based on having the right job specifications as well as the right advertising strategy. The benefits of recruiting externally is it allows new employees to create new opportunities, the cost of hire can be reduced, and skills learned from previous employers may bring uniqueness to the company. This method type relies on having the proper software and technology to process candidates through the system.Furthermore, the internal method has multiple ways of recruiting new candidates for a job. The most common form is word-of-mouth, which is one of the most powerful methods of communicating potential job opportunity. According to Heneman III, Judge, and Kammeyer-Mueller (2018) word of mouth refers to, “The informal information regarding an organization’s reputation, employment practices, and policies that can exert a powerful impact on job seekers’ impressions on an employer”(p. 234). In other words, word-of-mouth happens naturally when an employee reveals the good merits the business they currently or previously worked for to their friends and family.In addition to word-of-mouth, another form of internal recruitment that is used often is employee referrals. Employee referrals plays a huge role in employee recruitment. Present employees that show dedicated to their job will often refer people they think share the same interest of work. Also, good employees tend to vouch for good candidates because they value their reputation at their current employer. On a popular website, LinkedIn, employee referrals are less expensive than going through an online recruiting agency. In the article “Here is Why Employee Referrals are the Best Way to Hire” discusses,” If a typical agency charges a fee of 20 percent of a hire’s first-year salary, that could be $20,000 for a single $100,000 hire. Even if you gave your employee a $2,000 referral bonus for successfully recommending a new hire, that’s an $18,000 savings, compared to hiring through an agency”(2015).The referred hire will start the job faster than someone off a recruiting site and are less likely to leave the company. It could be that they feel more comfortable asking questions and concerns to their fellow coworker opposed to their boss. Another reason why a referred hire is less likely to leave the company is because they feel they have to live up to the expectations of the employee who referred them. They feel that someone put their reputation on the line and they owe to them to prove they were worth taking the risk. Lastly, promotions are another form of internal recruiting. Whether the promotion is transitioning a former part time employees to full time, or bringing a temporary/contract employee to permanent positions these scenarios all save the company money. Going this route simply cuts costs by eliminating advertising, recruiting fees, and time spent interviewing which could take months if hiring externally. According to Schawbel, there was a study conducted by the University of Pennsylvania’s Wharton School that revealed, “External hires were paid 18% more than internal hires, the outsiders brought in had worse performance reviews during their first two years on the job”(2012). This proves that employees that are promoted from within are capable of succeeding at a new position within the same company better than if hired externally.When it comes to external recruitment there are several different types businesses can choose. Companies today tend to use niche job sites which are commonly used for larger job boards. Applicants using these sites have less competition for available jobs than they would using traditional recruiting sites. Some examples of niche sites are: USAJobs.gov–used for government positions, SalesJobs.com–which focuses on sales positions, and OneWire.com– which is geared for financial services positions. Each niche job sites is targeted toward certain jobs. Heneman III, Judge, and Kammeyer-Mueller (2018) states through niche recruiting, employers can search for candidates for specialized positions and can cater to specific diversities. Most niche job sites are focused towards specific demographics such as African Americans, Hispanics and even women. It was also surveyed that applicants feel that companies that advertise on this type of website are geared towards having diversity in the workplace (p.238). Diversity opens up a vast number of benefits for a company like skills, talents, and experiences that you may not see in a non diversified business. It also opens up the opportunity for the businesses to interact globally with other countries if the business decides to expand. The niche sites provides a simple way for employers to find strong candidates for a specific position that would benefit their company. On the other hand, traditional campus job fairs are open to a vast amount of potential candidates. During these events employers are able to meet face to face with dozens of candidates in hopes to find a long term employee for their company. Job fairs provide a chance for businesses to provide information about their business, collect resumes, and screen applicants. According to Reddy, “Graduates are new to their work which is the initial point or starting off their career. So that’s is why they tend to get very serious with their job and pay more attention to their work. The old employees or experienced one take it easy because of their past experience. That may result in a slow work and lazy result. But the fresh ones are always serious and are willing to do overtime…” (2017). This is also a great opportunity for students to find a good job based off their qualification level and academic focus. College recruitment leads to better retention rates since employees tend to be more loyal to their first time employer. Lastly, social networking sites may also be considered a type of External recruitment. Millennials often turn to the social media sites when looking for their future career opportunities. In order to effectively recruit, companies should actively use popular social media sites such as Twitter, Facebook, and Instagram to represent their company. Rohampton mentions that “Eighty-six percent of working people who are in their first decade of employment will use social media to look for jobs and research employers” (2017). After the company has established itself on social media, they can motivate their current employees to share their positive work experiences. Recruiting millennials through social media is the perfect route to go because their more likely to research the company’s rating, salaries and read articles related to the company. For companies to succeed with recruitment they need to find the best method that works for their organization. We can see that there are several different methods of recruitment businesses can use to find new candidates based on what qualifications their in need of. Companies look for candidates that can easily adapt to their work environment and can be an asset to their company.