The document discusses various methods for recruitment. It describes internal recruitment methods like job posting and bidding, using personnel records and skills banks, and informal methods. External recruitment methods discussed include professional associations, employee databases, and media advertisements. The document then provides steps for an effective recruitment plan, including analyzing needs, creating a hiring plan, identifying tools, writing job descriptions, establishing a selection process, and making an offer.

1. The Sparks
Foundation
GRIP
(TALENT
ACQUISITION)
Saina afroz
Human resource intern at TSF

2. TASK-1
Recruitment Articles
and Posts

3. 1.1
Different and
Effective ways of
Recruitment
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4. What is recruitment ?
• Recruitment is the process of attracting individuals on a
timely basis, in sufficient numbers, and with appropriate
qualifications, to apply for jobs with an organization.
• The organization can look to internal company sources and, if
necessary, to sources external to the company. The
organization’s choice of a particular method of external
recruitment to effectively “get its message across” to external
candidates, can make all the difference to the success of
recruiting efforts.
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5. The methods of recruitment are divided into the following
categories
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External Recruitment
• 1. Professional
• 2. Employee Databases
• 3. Media Advertisements
• 4. Employment Agencies
• 5. Executive Search Firms (Head Hunters)
Internal Recruitment
• 1. Promotion and Transfer
• 2. Personnel Records and Skills Banks
• 3. Job Posting and Bidding
• 4. Informal Methods
• 5. Inside Moonlighting 6. Employee Referral.

6. Various Internal Recruitment Methods
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Job Posting and
Bidding
• It requires that
management post or
otherwise circulates and
notifies listings of
available job openings
and let the current
employees bid for the
same, should they be
interested. While job
posting is often a
requirement in
unionized firms,
managerial jobs are not
covered which,
therefore, may not be
posted
Personnel Records
and Skills Banks
• Organizations can also
effectively use skills
inventories for
identifying internal
applicants for job
vacancies. Computerized
systems can help to
ensure that qualified
internal candidates are
identified and
considered for the
opening.

7. Informal Methods
• Job posting is a formalized process of
advertising available positions to
employees and a means by which
employees can express an interest in being
considered for those positions. There are
many organizations that have not
formalized that process. For example, the
grapevine may provide information about
anticipated openings within the firm.
• An indication of interest by an employee
through the use of ‘important’ channels
may result in his or her screening that
position. Unfortunately, the less formalized
the process, the more likely that
organizational politics and issues other than
employee qualifications will decide who
receives a particular position.
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8. Some methods of external recruitment are
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Professional or
Trade Associations
• Many associations
provide placement
services for their
members. These services
may consist of compiling
listings of job .These
publications often carry
classified advertisements
from employers
interested in recruiting
their members, along with
articles of interest for its
membership.
Accountants, engineers,
and many other
professionals have such
associations and
publications
Employee
Databases
• Organizations maintaining
resume databases are not
an employment agency,
but rather a company that
compiles a data base of
resumes from people who
are looking for jobs. That
database is then available
on – line to all businesses,
service organizations, and
government agencies that
subscribe to the
company’s large
computerized information
network.

9. Media Advertisements
• There are several reasons why
employers use newspaper
advertisements. Job openings can be
announced quickly appearing in the
newspaper within 1 or 2 days. They
are fairly inexpensive when compared
with other methods, and more than
one position can be included in the
same advertisement.
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10. 1.2 How to get referrals from people on LinkedIn
• That job seekers have reported first discovering a job, was through someone they knew.
Not that surprising as nearly 50% of recruiters say referrals are the leading source of
quality hires. And once you've asked for one and applied for the job, you're 4X more likely
to hear back from a recruiter at that company.
• Ask for referral can make this process even more easier
• See jobs where you already know someone through the “In Your Network” search filter on
LinkedIn Jobs.
• Easily request a referral by clicking the “Ask For A Referral” button on jobs where you know
people.
• Know what to say with suggestions on how to craft your message and put your best foot
forward.
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11. How to use ask for Referral
• When you’re searching for a job
• While you’ve always been able to see your connections on job listings, now
we’re making it even easier to search for jobs where you already have an in
through someone you know.
• We’ve introduced a new job search filter on desktop so you can look
specifically for jobs “in your network”. Of course, you can still use additional
filters like location, industry, job function, even specific companies to find the
role that’s perfect for you
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12. Once you have found a job where you can get Referred
• You're ready to tap into the people you know to find your way in. At the top of the job listing, tap
the "Ask for a referral" button, then select the person you'd like to reach out to. We'll help you
write your request by suggesting a pre-populated message, but we recommend you personalize
your message.
• Here are 3 tips:
• Remind them how they know you. Jog their memory of where you met if you haven’t been in
touch recently. Call out things you have in common, like if you went to the same school.
• Share why you’re a good fit. Include why you’d be a good fit for the job, including your skills and
relevant experience. This will make it easier for the person you know to recommend you to the
hiring manager or recruiter.
• Highlight why you’re interested. Stand out by telling them why you’re interested in this role. This
can be anything from being a fan of the company’s product or service to wanting to move to the
city their office is located in.
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13. 1.3 Steps and Plans for Recruitment
• 1. Analise your recruitment needs and skill requirements
• The first step to create a recruitment plan is to identify your personnel need
and. Where there are skill gaps that your existing employee can’t fill
• By learning which skills your team will be missing and the ones you’ll need to
tackle the future workload. Estimate which departments and roles will need
strengthening.
• 2. Create a plan for hiring people
• Next you can put your analysis on how many people each department will
need and approximately when they are needed. With this information, you
can build out a full recruitment calender this year. This should include the
positions you will need to hire for each department
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14. • 3. Identity the recruitment tools and requirements
for each department
• Some of the most critical solutions for your recruitment are an applicant
tracking system (ATS), accounts on various online job boards, pre-
employment assessment and screening tools and analytics or BI software for
data driven decisions
• With idea of which roles you will be hiring for, you can begin determining the
requirements for each job opening
• You should meet with hiring manager and develop a thoroug understanding
of each role and what needs to be fill effectively, you need to look further at
your current openings and think at your company culture and skills tgat
people should have to be a good fit
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15. • 4. Build out advertisements for compelling job descriptions
• Attracting the best candidate all starts with a strong job description you can
estimate how much your recruitment costs are going to be for the year ahead
• Some common recruitment costs include:
• Advertising in social media
• Job fairs and campus recruitments
• Recruiting technology costs
• Background checks and drug test
• Avoid mistakes and instead aim to write compelling and inclusive job
descriptions that will appeal to job seekers
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16. • 5. Establish a candidate selection process
• Clearly define how the overall process will work by establishing how many
interview rounds you’ll have you should look for different ways to personalize
the experience for each candidate.
• There are many different types if assessments, from measuring skills and
personality to determine one’s ability and cultural fit.
• 6. Make an offer to the chosen candidate
• You should define who will make the offer and further negotiate with the
chosen candidate, as part of the overall recruitment plan
• First you should call or e-mail your ideal candidate and offer the position.
Once you have confirmation that your candidate will be accepting the role,
it’s common to follow up with the official offer letter.
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