• In-house recruiters

• Sourcing firms

The employment or traditional agency is the agency that has a physical location. These agencies have candidates visit their office branch, the candidate provides them with an application which contains the history of his/her work or education experience generally known as a CV. The interview may also consist of an assessment of the candidate. This information is used by the recruiter to match suitable candidates with an open position with their client firm which may be on a temporary or permanent basis. Compensation to such agencies is paid by the client (company) if a recommended candidate accepts a job with the organization; the fee paid is either 20%-30% of the candidate’s first year base salary along with an advanced payment for searching candidate and hourly compensation for projects and workers.

Headhunters is basically a term used for third-party recruiters, they come in when the in-house recruiters fail. They are aggressive and firm when it comes to negotiating candidate placement or recruiting candidates from other competitive firms. Headhunters use advanced sales techniques and have preexisting contacts in the business industry, which helps them to recruit candidates; spot on. Headhunters are characteristically small operators, who make ‘high margins’ on candidate’s placements about 15%-25% of the candidates annual salary, sometimes however the percentage may be as high as 30%.

Niche firms are specialized firms and they staff for a narrow specialty. They focus on channeling all their resources to work for a particular skill set. Niche firms focus on building relationships with their candidates, which is one of the reasons that they end up placing them in different organizations many times throughout their careers.

In-house recruitment is as simple as it sounds. In-house recruitment is done by the human resource departments of large or mid-sized organizations. “In-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/or focus on campus Graduate students Sourcing firms provide companies with “competitive passive candidate intelligence” to support the organizations recruitment efforts. What happens is that they generate information about competent candidates who are already working with other companies who are currently engaged in the same position that the organization is looking to fill. Per hour fee is usually charged by these firms for their efforts.

Process of Recruitment

The process starts with a general job analysis which is later documented as a job description; this job description gives the recruiter an idea of the job and the objectives for researching the right candidate. The following two steps are taken to recruit a candidate 1) Sourcing and 2) Screening & selection. Sourcing is done in two main parts a) advertising and b) recruiting research whereas screening and selection involves assessing candidates who apply and selecting them on the basis of skill test, interview, tests etc.

Internet Recruitment

[adsense1]The recent boom in technology has changed the course of recruitment; candidates can apply to jobs posted on particular job websites where recruiters have posted job ads. Such websites have two basic options: one being the resume or CV database and the other is the job board. Job vacancies are posted on the job boards by the member companies of the websites. E-recruitment as it is called enables organizations to attract, assess, employ and retain quality staff with minimal administration. Online recruiting is one of the best ways to find adequate candidates for the enlisted jobs. These websites are not only useful for companies but also for the average candidates as it makes there job hunt easier and increases their chances of landing a good position with a reputable firm in less time and with less effort. Since the companies list the job description and the things that they are looking for in the candidate it makes it easier for the right people to apply. The candidates apply to the job by creating a resume on the website or by uploading a pre-made resume into the system. The resume or CV is then checked by the recruiter and the candidate is shortlisted on the basis of the resume. Some companies may conduct a telephone or online interview whereas others call for a face to face interview. However the main drawback in online recruitment is that, it attracts fresh candidates much more than experienced ones. Recruiting websites are not the main recruiters instead they are more like an intermediary between the candidate and the recruiter. These websites charge on jobs posted and access to search resumes. They are usually free for the candidates searching for the job.

Recruitment is one of the most essential parts of businesses, as it’s the workers that make the company and workers cannot work unless they have been recruited. With the emergence of technology, recruitment has seen a great change. Long gone are the days when people had to stand in long lines and wait for hours for interviews just to know that the suitable candidate was found and they had just wasted their time. Recruitment has changed and this change has not only bought relief to the average candidate but also to companies.