The Different Shades Of Recruitment


Recruitment is an essential part of an organizational structure. The human resource entering the establishment upholds its integrity for the foreseeable future. It is a tedious process, to say the least. From red tape to quality checks, staffing, and personnel training, everything is blended into one definition. To take you through this process it is imperative that you either have a qualified team or the best recruitment company on your side. 

What is Recruitment? 

 In technical terms, Recruitment refers to the process of identifying organizational needs, attracting resources, interviewing, filtering, hiring, and onboarding employees. In crude layman’s terms, it is the process of fulfilling the staffing requirements of an organization. Depending on the size and density of an organization, Recruitment is the responsibility of a range of workers. Larger organizations hire extra help and develop entire teams of recruiters, while smaller companies utilize a single recruiter. In tiny outfits, the hiring manager may be responsible for recruiting. Companies almost always recruit people for potential candidature via means of advertisements, job boards, social media sites, etc. Regardless, Recruitment typically works in close conjunction with or as a part of Human Resources.

Process of Recruitment 

The process of Recruitment is subjective and unique to every organization. It considers various influential factors, including nature of activities, qualifications of personally, size of the organization, etc. It is the catalyst of the employment process. Following are the requisites of a recruitment procedure: 

  • Devising a recruitment blueprint for the organization
  • Write a job description
  • Advertisement of vacancy
  • Recruit the position
  • Review applications
  • Phone Interview/Initial Screening
  • Interviews
  • Applicant Assessment
  • Background Check
  • Decision
  • Reference Check
  • Job offer
  • Hiring
  • Onboarding

These steps are at the core of any recruitment process, no matter how unique. They include several sub-steps which is where the company’s conduct shines through. 

 Types of Recruitment 

Recruitment is a complex process and takes on various forms. However, the most common types of Recruitment are: 

  • Internal Recruiting: Internal Recruitment is the vertical or horizontal movement of employees across the hierarchy. This involves using the existing human resources of the company instead of acquiring fresh talent. 
  • Retained Recruiting: Retained Recruitment is one of the many ways an organization hires a professional recruitment solutions agency. When an organization employs the services of a solutions agency to fill a vacant job, they pay an upfront fee to fill said vacancy. The recruitment firm assumes responsibility for the vacancy. The organization also agrees to work exclusively with the firm. 
  • Contingency Recruiting: Contingency recruitment, much like retained Recruitment, requires the support of an external agency. However, unlike retained recruiting, there is no upfront fee involved with contingency. Instead, the recruitment solutions agency receives payment only when an organization hires the clients they represent.
  • Staffing Recruiting: Staffing recruiting simply matches qualified applicants with available job openings that fit the description. Staffing recruitment is usually a function of staffing agencies and focuses more on short-term staffing requirements. This is also called contractual Recruitment.
  • Outplacement Recruiting: This is typically an employer-sponsored benefit that enables former employees transition into new jobs. Provides displaced employees with the resources to find new positions or careers.
  • Reverse Recruitment: Reverse Recruitment is essentially a process whereby an existing employee is encouraged to seek employment with a different organization that offers more incentives and is probably a better fit. Many agencies offer reverse recruitment to help workers with this process. Resumes are reviewed at the Reverse Recruiting Days, mock interviews are conducted, and all potential requisites are finished. 

Recruitment Solutions 

Recruitment solutions agencies are merely professional talent acquisition managers; They secure qualified candidates in a systematic, cost-effective way that complies with and protects company ethics, policies, and codes of conduct. Corporate recruiting departments are often tasked with specific outsourcing processes to reduce recruitment costs, such as contingent labour management and staffing. The four significant types of recruitment solutions include:

  • Outsourced recruitment function
  • Staffing and search providers
  • Recruitment and staffing technology
  • development of internal programs

Each must be evaluated not only by the cost-benefit analysis and the expense of implementation but rather by pre-determined metrics and standards based on quality and gross return on total investment. The metrics to assess the efficacy of these solutions are typically the absolute quality and marginal performance of sourced candidates, employee churn and turnover, and the reach and quantity of the modified talent databases or other external candidate communications.

Types of Recruitment Solutions

Recruitment solutions vary in multiple aspects. Some of those aspects include: 

  •  Type
  • Requirement of the organization
  • Implementation techniques
  • Cost involved
  • Feasibility
  • Appropriateness
  • Cumulative success potential

 Recruitment is a recurring function across various industries. 

 Particular periods may see a spike in recruitment activities, such as during the summer months. These are seasonal spikes that require vacancies to be filled to keep up with the increased demand. However, there are also times when hiring companies freeze recruitment activities to efficiently accommodate a reduction in business operations’ needs or move towards an entirely different organizational business model. Whatever the status of recruiting activities in organizations, each organization needs to consider which solutions work best for them and how to gauge and quantify their success. Human resource is a valuable asset that needs to be handled with caution. 


A diverse range of recruitment solutions may be applicable for a human resource department of any hiring organization. The hiring needs of all organizations are different, and some are even remotely unique. Human Resources personnel can employ various methods for recruiting and further retaining qualified candidates based on the individual characteristics of each recruitment scenario. New hires can be attracted by advertisements of job positions on public job boards and websites or recruiting firms, such as PEO or RPO vendors. A recruitment solutions agency goes above and beyond to fulfill every hiring need of the organization. This, in turn, can grow to be the difference between success and failure in the long term! 


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