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Recruitment Sources Pre Recruitment Considerations

The document discusses considerations for recruitment sources and types of recruitment. It outlines pre-recruitment steps like budgeting and identifying sources. Sources include advertising sites, social media, referrals, and agencies. Broad-based recruitment aims to attract candidates without specific qualifications through public awareness. The document also defines proactive recruitment as anticipating needs to find candidates in advance, and reactive recruitment as responding to immediate needs with a short timeline to fill vacated positions.

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Kainat Batool
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73 views2 pages

Recruitment Sources Pre Recruitment Considerations

The document discusses considerations for recruitment sources and types of recruitment. It outlines pre-recruitment steps like budgeting and identifying sources. Sources include advertising sites, social media, referrals, and agencies. Broad-based recruitment aims to attract candidates without specific qualifications through public awareness. The document also defines proactive recruitment as anticipating needs to find candidates in advance, and reactive recruitment as responding to immediate needs with a short timeline to fill vacated positions.

Uploaded by

Kainat Batool
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Recruitment sources

Pre recruitment considerations:

Hiring the perfect skilled candidate surely makes your organization to the next level. This is the
most important and essential part of human resource management. So, before entering into the
main process of recruiting there should be some prerequisites to make this process much better
than others.

1. First of all plan your recruitment budget, It’s the total budget or cost that is required in
hiring from the internal recruitment process in which you can deal with salaries and
external recruitment process in which you will deal with the cost of advertising, paying
agencies, etc.
2. Find sources through which you can recruit quickly. This can be done through
 Wisely choose the sites for advertisements.
 Creating a good job advertisement. The job summary should show a clear and
unambiguous purpose.
 Optimize your advertisement for mobile phones, applicants can easily search
and navigate through their mobile phones, tablets, and laptops.
 Use different social media accounts like, Facebook, Twitter, and Linkedln.
 Hiring candidates within the organization.
 Taking suggestions from your staff.
 Conduct flexible interviews.
 Try group interviews, interviews on video calling.
 Try to involve agency recruiters.
 Don’t rush try to focus on competencies more.
3. Try to engage with broad-based recruitment, which does not require any specific
qualification. This method is useful when mass communication is required. It creates
public awareness and attractiveness of the candidates towards your program.
Proactive and reactive recruitment

Proactive recruitment:

It anticipates all the staffing needs and then tries to find candidates before the problematic
conditions start to occur. This process involves keeping the application files of different
candidates before and if they see that there is a shortage in the company or they require more
employees. This strategy contains several different benefits.

1. You will find the best candidate that fits your organizational needs.
2. You will never compromise on staff shortages, loss of current customers, and also the
main factor that is productivity.

Reactive recruitment:

It is required when an organization is in immediate need of employees. It is the launching of the


vacated position of the previous employee. This approach involves a short time of span to find a
new candidate for the vacated positions and sometimes it becomes a bit difficult. The recruiter
then is in a challenging position to recruit the perfectly skilled candidate.

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