this PPT covers topics- Different and effective ways of recruitment, recruitment using social media and how to get referrals on LinkedIn.

1. RECRUITMENT ARTICLE & POSTS
TASK-1
Submitted by: AFREEN
TALENT ACQUISITION INTERN – GRIP JULY21
THE SPARKS FOUNDATION

2. RECRUITMENT refers to the overall process of identifying, attracting, screening, shortlisting, and
interviewing suitable candidates for jobs (either permanent or temporary) within an organization.

3. Selecting the wrong candidates for a particular job makes everything complicated for the company as well as the
candidate. A bad recruit evidently impacts the company in many ways like less productivity that results in decreased
profits, the company culture that goes down the drain, limiting growth, etc.
The main objective of recruiting is about setting up a good team and helping them achieve the results. Just like how the
conductor of orchestra remains silent but is heard through the way he delivers through the people he selected to play at the
orchestra, a good HR delivers through the quality of candidates hired.

4. RECRUITMENT PROCESS:
Recruitment is a process of finding and attracting the potential resources for filling up the vacant positions in an
organization. It sources the candidates with the abilities and attitude, which are required for achieving the
objectives of an organization.
Recruitment process is a process of identifying the jobs vacancy, analyzing the job requirements, reviewing
applications, screening, shortlisting and selecting the right candidate.

5. Sources of Recruitment
Sources of recruitment serves as a medium for communicating or advertising the
vacant positions in the organization to get a response from the prospective
candidates.
The various sources of recruitment can be broadly divided into two types:
1.External Sources
2.Internal Sources

6. Internal Sources of Recruitment
Internal sources of recruitment refer to seeking the employees from within the organization to fill up the vacant position. Many
companies consider internal recruitment as a great option since it is cost-effective, and they tend to hire employees who have a
better know how the organization and its policies.
Internal recruitment can be done through the following means:
Previous Applicants: To fill up the immediate openings, calling up or emailing the candidates who have previously applied to the
organization is the cheapest and quickest source of recruitment.
Present Employees: The recruiter can exercise promotion (to a higher position) or transfer (inter-department or inter-branch
transfer) of the current employees instead of recruiting the new employees.
Employee Referrals: Sometimes, the organization hires the candidates referred by the existing employees assuming that such
candidates are more trustworthy and reliable.
Former Employees: Some organizations provide for an option of re-joining to its ex-employees. They even consider the retired
employees who are willing to give their full time or part-time services to the organization.

7. MERITS AND DEMERITS OF INTERNAL
SOURCES OF RECRUITMENT
Merits of Internal Sources of Recruitment
 Internal recruitment motivates employees to
perform better and get promoted.
 Employees tend to have a long-term association
and develop loyalty towards the organization.
 These sources do not involve much cost and are
based on internal advertisement and mouth to
mouth publicity.
 It does not require much expertise and is a more
straightforward process.
 The organization can trust the workforce so
recruited since they are pre-known to the company.
 It saves time spent on scrutinising of application
and training and orientation later on.
Demerits of Internal Sources of Recruitment
 Internal recruitment makes it challenging to
introduce new resources who think differently, to the
organization.
 Employees sometimes witness biasedness and
partiality in promotion or transfer, which leads to
dissatisfaction.
 It is not suitable for all types of job openings.
 It leads to conflicts when one employee is promoted,
and the other is not.

8. External Sources of Recruitment
External sources of recruitment signify the hiring of those employees who have never been associated with the organization
before.
The organization needs to include new and fresh talent to become successful and to survive in the competition. Large
organizations mostly depend on external sources of recruitment.
Following are the various external sources through which the organization acquire new resources:
Advertisements: The organization advertises the job openings in the newspaper,
media, company’s bulletin, social networking sites (Facebook, LinkedIn, Twitter), job
portals, etc.
Campus Recruitment: The organization collaborates with the educational institutes
and colleges to hire their students for the available job vacancies, by conducting the
recruitment process in the respective college campus.
E-Recruitment: The organization uses the web-based software as a source of
recruitment involving electronic screening of candidates, online skill test, online
profile checks and interviews on video-conferencing.
Employment Exchange: The organization gets itself registered with the employment
exchange, i.e. a government-affiliated agency who have a database of many
prospective candidates. These candidates register with such employment exchanges
in search of better job opportunities.

9. Outsourcing Consultancies: Some private consultancies are professionally working
to recruit employees on behalf of the organization. The organization hires such
consultants on a commission basis to acquire the desired human resource.
Walk-ins and Write-ins: The organizations without any effort, get random
applications when the job seekers submit their CV. Either by visiting the
organization, posting the letter with CV or mailing the CV on the company’s mail id.
Contractors: The organization hires a contractor who provides casual workers
temporarily, especially for a particular project, and such workers have no existence
in the company’s records.
Acquisition and Mergers: At the time of the company’s merger or acquisition of
another company; it has to lay off some of its employees as well as recruit new
talents. The company structure changes drastically.
Professional Associations: Professional associations facilitates the organization to fill
in the vacant position by advertising it in their journal or magazines. It also offers job
opportunities to the highly educated, skilled or experienced resources who are
experts in their fields and hold a membership with such associations.

10. MERITS AND DEMERITS OF EXTERNAL
SOURCES OF RECRUITMENT
 Merits of External Sources of Recruitment
 External recruitment gives a fair chance to the
applicants to compete and secure their position in
the organization.
 It is not a confidential process and ensures
transparency.
 Recruiting externally promotes and encourages the
intake of new and fresh talent in the organization.
 It is widely applicable to vacancies in all type of
departments for different business processes.
 The employees recruited will come up with new and
innovative ideas as well as will know new technology
and skills.All this initiates organizational success.
 Demerits of External Sources of Recruitment
 The existing employees may feel less valued and
defeated and may even quit their jobs.
 External recruitment is a lengthy process right from
identifying the human resources requirement, to
scrutinising of applications.
 It involves enormous cost incurred on the
advertisements, employment exchange,
consultancies, etc.
 The employees who are already working in the
organization feel dissatisfied and demotivated if a
senior post is filled up by an outsider.
 The existing employees fear the loss of the job or
their replacement on not fulfilling the performance
standards.

11. DIFFERENT AND EFFECTIVE WAYS OF RECRUITING
1. 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.
2. Body Shopping
Body shopping has become one of the most popular methods of recruitment for professional organizations and
training institutes that are creating a talent pool for future employment. Potential employers can approach these
organizations to recruit trained and skilled talent. These training institutes and professional organizations do the body
shopping which is commercially known as employee leasing.
3. ESOP’s
Companies are now also attracting potential candidates by offering company ownership in stocks to employees
through an employee stock ownership program.
4. 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. Why don’t you?

12. 5. 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.
6. 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.
7. Analytics
If we would have gone in the order of importance, analytics would have topped this list of innovative recruitment methods. Applicant tracking
system leverages artificial intelligence to identify if its methods of recruitment are getting them the results they want. ATS also tracks the
performance of every source so recruiters know which channel is getting them the most hires successfully.
Applicant tracking systems generate accurate reports that measure everything from sourcing candidates to onboarding new hires. Analytics give
recruiters actionable insights into different processes and procedures which enables recruiters to modify their methods of recruitment and
maximize the conversion rate.
8. 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.

13. 9. 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.
10. 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.
11. Rehiring Past Employees
Known as boomerang employees, these employees have worked with the company earlier but left on good terms. Rehiring past employees is a
good recruitment strategy as you know their abilities. Boomerang employees eliminate the risk of a bad hire, reduces time to hire, and reduces
the cost per hire.
12. Employment Exchanges
Employment exchanges are not available in all countries. It is a government-run initiative that maintains a record of job-seeking unemployed
candidates. You can submit your open roles to the exchange. In return, you’ll get the details of suitable candidates. Although this method is cost-
effective, it is mostly suited for blue-collared jobs.
13. Structured Employment Interviews
Unstructured interviews result in bad hiring decisions based on gut instinct and not on a fair assessment. Structured interviews involve a list of
questions that every candidate must answer, thus improving the chances of a fair assessment.
14. Manage the Aging Workforce
Statistics say that the global workforce is aging rapidly. More and more experienced people are leaving the workforce, and there aren’t enough
young people available to fill the void. In such a situation, you can ask your top experienced workers to delay their retirement. Also, consider
including them in your recruiting plans. Your older workers have a wealth of experience; so, create a kind of mentoring program where they can
transfer this knowledge to younger employees.

14. Recruitment using Social Media
What is Social media Recruitment?
Benefits of Social media Recruitment:
1. Connect with more candidates.
2. Save money and time on hiring.
3. Showcase your employer brand.
Social media recruiting is the process of recruiting candidates through social media platforms, like LinkedIn, Facebook, and
Twitter, and other websites, including online forums, job boards, and blogs.
Social media recruiting is all about finding quality candidates and making connections with them. Social media provides great
platform where people can express their ideas and interact with each other.

15. Steps for Recruitment using Social Media:
Step 1: Choose the right platforms
Step 2: Target specific candidates
Step 3: Create a content calendar
Step 4: Encourage interaction
Step 5: Set rules and requirements
Step 6: Communicate via social media
Step 7: Don’t keep them waiting

16. Steps to get Referrals on LinkedIn
1. Find the right person
2. Send the right message
3. Follow up
To whom should you send the message?
-The people who are working in your target company -
-Especially working in the same domain.
What should you send in the message?
-Cut the small talk and get to the point.
-Provide a proper context instead of just dropping a
“Hi” or “Can you refer me?”
-Keep the message informative
What to do after sending the message?
With the right message sent to the right people, it is
likely to get a lot of referrals. If still you do not get the
reply, send the follow-up message after a few days.
- Send at max 2 to 3 follow-ups spread across 10 to 15
days.
-If it still doesn’t work, try to find someone else for the
referral

17. Article published on medium
-Steps & Plan for Recruitment using Social Media
-How to get referrals from people on LinkedIn
https://afreen1kvs.medium.com/how-to-get-referrals-from-people-on-linkedin-c333064525d8
https://afreen1kvs.medium.com/steps-plan-for-recruitment-using-social-media-2f878a5b80e4