This document discusses effective recruitment methods. It begins by defining human resource management and recruitment. It then discusses types of recruitment including internal and external recruitment. The document then outlines different modern recruitment methods such as networking events, social media, mobile recruitment, and using employer review sites. It provides steps for getting referrals through LinkedIn messages, including finding the right contact, crafting the message, and following up. Overall, the document promotes using a variety of approaches to find qualified candidates for open positions.

1. The Sparks Foundation
Different & Effective ways of
recruitment
By- SHRISTI RANI
Talent Acquisition Internship
Graduate Rotational internship Program #Gripseptember’21

2. Contents
Human resource management
Recruitment
Types of recruitment
Different & effective ways of
Recruitment
Steps for referral on LinkedIn

3. Human
Resource
Management
Human resource
management (HRM or HR) is the strategic
approach to the effective and efficient
management of people in a company or
organization such that they help their
business gain a competitive advantage. It is
designed to maximize employee
performance in service of an employer's
strategic objectives.
Human resource management is primarily
concerned with the management of people
within organizations, focusing on
policies and systems.

4. Recruitment
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.
Recruitment involves actively seeking out,
finding andhiring candidates for a specific
position or job. The recruitment definition
includes the entire hiring process, from
inception to the individual recruit’s integration
into the company.

5. Types of
Recruitment
Recruitment is of 2 types:
 Internal Recruitment - is a recruitment which takes
place within the concern or organization. Internal
sources of recruitment are readily available to an
organization. Internal sources are primarily three -
Transfers, promotions and Re-employment of ex-
employees.
 External Recruitment - External sources of
recruitment have to be solicited from outside the
organization. External sources are external to a
concern. But it involves lot of time and money. The
external sources of recruitment include - Employment
at factory gate, advertisements, employment
exchanges, employment agencies, educational
institutes, labour contractors, recommendations etc.

6. Internal
Recruitment
Internal recruitment may lead to increase in
employee’s productivity as their motivation level
increases. It also saves time, money and efforts. But a
drawback of internal recruitment is that it refrains the
organization from new blood. Also, not all the
manpower requirements can be met through internal
recruitment. Hiring from outside has to be done.
Internal sources are primarily 3:
 Transfers
 Promotions (through Internal Job Postings) and
 Re-employment of ex-employees - Re-
employment of ex-employees is one of the internal
sources of recruitment in which employees can be
invited and appointed to fill vacancies in the
concern. There are situations when ex-employees
provide unsolicited applications also.

7. External
Recruitment
External sources of Recruitment are as follows:
 Advertisement - It is an external source which has got
an important place in recruitment procedure. The
advertisement is that it covers a wide area of market
applicants can get information from advertisements.
Newspapers and Television.
 Employment Agencies - There are certain professional
organizations which look towards recruitment and
i.e. these private agencies run by private individuals
manpower to needy concerns.
 Recommendations - There are certain people who have
experience in a particular area. They enjoy goodwill
company. There are certain vacancies which are filled
recommendations of such people. The biggest
that the company has to rely totally on such people
prove to be inefficient.
 Etc...

8. Different &
Effective
ways of
Recruitment
Modern Methods of Recruitment
 Networking Events
HR events, job fairs, open houses, seminars, and
conferences offer a perfect recruitment platform. HR
professionals with relevant and sustained relationships can
easily acquire candidates and interns from different
disciplines at these events. These events can also be
leveraged to offer candidates a VR experience. Virtual
reality will give your potential employees a realistic picture
of your company and culture through an engaging video!
 Talent Pool Database
Your talent pool has candidates that were not hired but good
enough to be saved for future job openings. So, when a new
vacancy opens up, searching your talent pool for suitable
candidates helps save time.

9. Contd...
 Mobile Recruitment and Video Interviewing
A mobile recruitment strategy is no longer an option. In fact,
it is the only way to connect with Millennials and Gen Z
candidates. A mobile-responsive recruitment process will
ensure that you are easily accessible for busy job-seekers
and don’t miss out on talented candidates who are always
on-the-go.
Video interviewing is a relatively new recruitment method
that makes it much easier for recruiters to screen
candidates while ensuring a convenient and positive
candidate experience. With video interviews, recruiters can
ask unlimited questions and view the responses at a
convenient time. This lessens the number of on-site
interviews and accelerates the initial screening process.

10. Contd...
 Social Media
The possibilities of social media recruiting are endless if you
are willing to think beyond the big four – LinkedIn, Facebook,
Twitter, and Instagram. Recruiters are now going innovative
with their recruitment and selection methods and trying apps
like Bumble, Tinder, Snapchat, and Spotify to hunt talent.
 Employer Review Sites
Glassdoor must be a part of every company’s recruitment
strategy. In a digital era where everything is rated and
reviewed online, including employers; recruiters cannot
afford to miss out on this approach. Most modern-day job
seekers research the company’s culture, perks, pay, pros
and cons. So make the most of employer review sites and if
you find any flaws, now is the time to optimize your methods
of recruitment.

11. Contd...
 Inclusive Job Adverts
The wording of your job ads matters a lot; if you are not
careful about it, you can hurt the sentiments of various
groups of candidate population, including women, older
people, ethnic minorities, etc. Consider using an AI-driven
writing tool to avoid such a situation and keep your
candidate pool as large as possible. This tool can scan tons
of documents and, based on data analysis, can predict what
kind of a job advert can succeed.
 Programmatic Advertising
Programmatic advertising is the automated posting of job
ads on niche sites that target the candidate profiles you are
looking for. However, you need to know your candidates so
that you can use programmatic advertising to your
advantage.

12. Steps for
referral on
LinkedIn
You’re looking for a job and are about to ask
someone on LinkedIn to refer you. Follow this
guide to increase your chances of getting a
referral by messaging someone on LinkedIn.
Keep in mind that people are busy. Respect
their time. Most of these people get a lot of
messages on LinkedIn. You do not want your
message to be ignored among the other
messages.
There are three steps to getting a
successful referral through LinkedIn:
 Find the right person
 Send the right message
 Followup

13. Whom
should you
send the
message?
 Find people who are working in your target
company.
 Prefer people who are working in the same
domain. As in, if you're a frontend
developer, it is better to ask a frontend
developer to refer you for the available
position. They can judge you better based
on your resume and your skills.
 LinkedIn allows you to send messages to a
limited number of people. Prefer people
who’ve been active on LinkedIn in the past
one month. Here, activity means a
like/comment/post/share.

14. What should
you send in
the
message?
Follow these DOs and DONTs to decide what to send.
 Cut the small talk and get to the point. Don’t drop a "Hi"
and wait for the other person to respond back to continue
the conversation.
 Provide proper context. Don’t just send a straight "Can
you refer me?" without any context.
 Keep the message informative. Send your message with
the proper job id and URL of the opening (from company
career page, LinkedIn, etc).
 Sell yourself. If you’ve something to showcase, mention
that.
Example: any tech talk that you've delivered, any open-
source contributions that you have made, your personal
website, etc.
 Create a template. Following a proper template of the
referral message which includes the above points will
make it easier for you to apply to multiple roles.

15. What to do
after sending
the
message?
 With the right message sent to the right
folks, you will most likely get a lot of
referrals from multiple amazing people.
 People are busy and may not respond
to or even read your message
immediately. If you do not get a reply,
send a followup message after a few
days. Send at max 2-3 followups
spread across 10-15 days. If it still
doesn't work, try to find someone else
for a referral.

16. Conclusion
At its core, recruiting is a rather simple
concept--it encompasses identifying
candidates and hiring them to fill open
positions. However, effective recruiting
combines a bit of art with science. It
requires implementing repeatable
processes that will lead to reliable
results, on the one hand. On the other,
it requires sophistication to think
outside the box in order to find your
ideal candidate.