Recruitment Methods for Hiring the Best Candidates
1. Methods of Recruitment & Selection
by Owen E. Richason IV, Demand Media
Dunn & Bradstreet's AllBusiness states that your small business can
use different types of recruitment and selection methods. In human
resources' jargon, recruiting or advertising for new employees is
sometimes referred to as "sourcing," meaning using different sources to
find said employee candidates. Once a number of candidates are found,
you must qualify each and determine if they are a good fit.
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Internal Sourcing
Internal sourcing is the practice of advertising a new or recently vacated
position within a business to existing employees. More businesses have
come to use internal sourcing as a method to recruit employees upward or
laterally within the company because little or no training is needed, and
expenses that include advertising for a new employee and running
background checks are spared. It also fosters loyalty and parity among
team members.
External Sourcing
External sourcing is a method of recruitment that conducts an employee
candidate search through external recruitment tools, such as job boards,
newspaper advertisements and trade publication announcements. This
method favors bringing in job candidates that may or may not have direct experience in your small business' line of work;
a candidate within a satellite field may offer a fresh, out-of-the-box perspective to the organization.
External sourcing is also used when the open position is not able to be filled by a current employee because of the
technicality or specialty of the position. Small Business recommends that you know exactly what type of job candidate
you are looking for before advertising the position and accepting resumes.
Related Reading: Evaluation Steps for Recruitment & Selection
Third-Party Sourcing
Third-party sourcing involves using a placement agency or headhunter to find qualified job candidates. These third-party
sources use various techniques and tools to find appropriate job applicants, such as extending offers of improved salary
compensation and more flexible benefits packages.
Interviewing/Pre-Selection
AllBusiness suggests that you should schedule interviews when you know you will have uninterrupted time to review the
job candidate's resume and conduct an insightful interview. When conducting the interview, do not focus solely on the
applicant's credentials or experience. Instead, present hypothetical scenarios to the candidate and ask how she would
evaluate and solve the presented problems. Listen to her answers without interruption and take notes on key points.
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2. Candidate Selection
Using the interview notes you have taken, compare each interviewee with his resume and look to see if you have missed
anything while reading his resume the first time. Make your candidate selection on the basis of how competently he
answered your questions and what questions he asked during the interview. Interviewees who do not ask questions are
either shy or uninterested in your business.
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References (4) (#)
About the Author
Owen Richason grew up working in his family's small contracting business. He later became an outplacement consultant,
then a retail business consultant. Richason is a former personal finance and business writer for "Tampa Bay Business and
Financier." He now writes for various publications, websites and blogs.
Photo Credits
closed businessman image by Alexey Klementiev from Fotolia.com
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