Your handy Crash Course Intro to Recruitment
You’ll probably know a little about recruitment from friends, job adverts or even calls from recruitment consultants but chances are they’ll have provided a pretty varied answer. In this article we are going to give you a brief, but handy introduction to one of the UK’s fastest growing industries!
The Recruitment Process
The general recruitment process consists of four stages, first of which is the analysis of the job. A job analysis is undertaken to document the actual and intended requirements of the job. This consists of a recruitment consultant visiting the company who are hiring, getting a feel for their business and an idea of their ethos and work ethic. From this initial analysis a job specification is created as well as an outline to what kind of candidate will be the best for the role.
The next stage will be the sourcing, which consists of advertising in many different ways to attract the correct calibre of candidates. For example we at Raw Talent Academy use social media, networking, online job boards, our website, national and regional press etc.
Screening and selection
Suitability for a job is typically assessed by looking for relevant skills, knowledge, aptitude, qualifications and educational or job related experience. These can be determined via CV’s; job applications; interviews or in our case we run audition days putting candidates through apprentice like tasks. More proactive identification methods include performance assessments, psychological, aptitude, numeracy, physical and literacy testing.
The conclusion of all these stages will hopefully involve the hiring of a candidate.
Permanent – An employee who has been hired for a position without a pre-determined time limit. A permanent employee differs from a term or temporary employment, both of which have a pre-determined period of employment.
Contract – An employment contract is a signed agreement between an employee and employer. An employment contract typically itemizes salary, benefits, and duration of employment.
Sourcing – Exhaustive searching and networking methods used by recruiters to find (source) and attract top talent to vacant positions.
Networking – In the case of a formal business network, its members may agree to meet weekly or monthly with the purpose of exchanging business leads and referrals with fellow members. To complement this business activity, members often meet outside this circle, on their own time, and build their own one-to-one business relationship with the fellow member.
Vertical market – A vertical market is where vendors offer goods and services specific to an industry, trade, profession or other group of customers with specialised needs.
Competencies – Measurable or observable combination of knowledge, skills, abilities, and other related behaviours necessary to successfully perform a specific job.
Content Validity – Demonstrated by data showing content of a selection or assessment process and is representative of important aspects of performing a job.
Screening Matrix – Tool (as simple as a list of criteria) which provides a summary of candidates and qualifications that assists in determining who will proceed through the final assessment or interview process
Talent Pool – Database of job seeker profiles in E-Recruiting (or other recruiting systems) used by recruiters to match job openings with potential applicants.
Dual desk/360 – A 360 recruiter is someone that resources clients and candidates, recruits, account manages and everything else that’s involved in the whole recruitment process.
Executive search – (Informally known as headhunting) is a specialised recruitment service used to source candidates for senior, executive or other highly specialised positions. The method usually involves commissioning a third-party organization, typically an executive search firm, but alternatively a stand alone consultant, to research the availability of suitable candidates working for competitor or related businesses.