The document discusses recruitment processes and sources. It defines recruitment as identifying, attracting, interviewing, selecting, hiring, and onboarding employees to fill staffing needs. Recruitment can be done internally by promoting current employees or externally by evaluating open job candidates. Sources of recruitment discussed include internal recruitment of current employees, external recruitment of new candidates, and getting referrals through LinkedIn. Steps for getting LinkedIn referrals and for recruitment using social media like LinkedIn are outlined. An example LinkedIn job posting is also provided.

1. THE SPARKS FOUNDATION
INTERNSHIP (GRIP)
TASK 1- Recruitment Article and posts. (HUMAN
RESOURCES)
BY- SAHIL KUMAR SINGH

2. UNDERSTANING
RERUITMENT-
Recruitment refers to the process of identifying,
attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it
involves everything from the identification of a
staffing need to filling it.
Depending on the size of an organization,
recruitment is the responsibility of a range of
workers. Larger organizations may have entire
teams of recruiters, while others only a single
recruiter. In small outfits, the hiring manager
may be responsible for recruiting. In addition,
many organizations outsource recruiting to
outside firms. Companies almost always recruit
candidates for new positions via
advertisements, job boards, social media sites,
and others.

3. SOURES OF RECRUITMENT-

4. INTERNAL RECRUITMENT-
Internal recruitment is when an organization looks to fill
jobs with their current employees, sourcing talent from other
teams, departments, and job functions within a company.
This process is also referred to as and enables teams to
proactively fill skills gaps. As talent shortages are expected
to continue, HR functions are renewing their focus on this
key area.

5. EXTERNAL RECRUITMENT-
External recruitment is the
evaluation of open pool of job
candidates, other than existing
staff, to check whether there
are any enough talented or able
to fill requirements and
perform existing employment
opportunities.

6. Getting referrals from LinkedIn-

7. STEPS TO GET REFERRALS FROM LINKEDIN-
There are the basic steps to getting a successful referral through LinkedIn:
1. Find the best suited person
2. Send the right formal message
3. Followup
4. Be genuine with words
- After you are done the basics of how to ask for reference follow the below steps.
- Check out profiles of people who are working at your preferred domain of interest.
- Prefer people who are working in the same domain of interest as of yours. Like, if you’re
a content developer, it is better to ask a content developer to refer you for the available vacant positions.
They can judge you better based on your curriculum vitae and your skills.
- LinkedIn allows you to send messages to a certain limit. Prefer people who’ve been active on LinkedIn in
the past one month. Here, activity means a like/comment/post/share.
- Try that your message is concise and appealing, this increases chances of getting a reply. The referrer
may even suggest some improvements or provide some valuable feedback.
That’s all we need right?

8. Steps and plan for recruitment using
social media LinkedIn etc.
A job posting template is used to advertise
jobs and helps standardize them across a
business. A good template should list
things that attract great candidates, rather
than merely listing pertinent
requirements and qualifications. Job
postings are also called job
advertisements, announcements, job ads,
or wanted ads.

9. Steps and plan for recruitment using social
media LinkedIn etc.
Trying to find an employee that will not only fit with the job you are hiring for, but also your company
culture can be a challenge. It used to be that you could run an ad in the newspaper and you’d get a vast
range of job applicants, some that were highly qualified and some that were not.
• Be Specific-: Getting your point across right away, and highlighting the most important information in
a job post is critical
• Keep it Simple -: Don’t over complicate the job listing by throwing in a bunch of corporate jargon and
big words.
• Make it Memorable -: Focus on the exciting events/activities your office hosts or attends every year. If
there are fun or unique perks to working at your company, like a gym for employee use, free coffee,
opportunities for professional growth, or company outings, highlight these to get people excited
about working for your company.
• Make It Easy -: Always provide a link that takes applicants directly to the online application. If the
content you’re creating can’t utilize a link, make sure to provide a “next-step” for anyone interested in
applying, such as a contact email or phone number.

10. EXAMPLE-
Dear Aspirants,
We are #hiring #interns in several functions for June 21 batch for our Graduate Rotational Internship Program
(GRIP)- an opportunity to learn, grow your network.
Various functions available are-:
Campus Ambassador
Marketing Intern
Human Resources
Data Science and Business Analytics
Mobile app development
Content development
Web development
Digital marketing
Computer Vision
Details are provided in the link-:
https://www.slideshare.net/SwethaKampalli/tsf-246093878
https://docs.google.com/forms/d/e/1FAIpQLScTmzfiKkbfS2yjmabn3XczfaEVYnw4xgO5NfThPebxZnlc8Q/vie
wform?entry.941892130=LF06
Please go through the above link and apply for the same.
Deadline for applying above positions -: 20 May 2021
Internship will start in the 1st week of June 2021.
Incase of any confusion please feel free to reach me on LinkedIn
#virtualinternships
All the best
This is the way how you can write a hiring alert for any company.