The document discusses different effective recruitment methods such as social media recruitment, direct advertising, mobile recruitment, video interviewing, company job fairs, internships, employee referrals, and talent sourcing. It also provides details on getting referrals through LinkedIn, including finding the right connection who works at the target company, sending an informative message about the specific job opening, and following up if no initial response.

1. TASK-1
Different and Effective ways of Recruitment
By Sushree Shivangi Dhall
Talent Acquisition Internship
Graduate Rotational Internship Program
GRIPMAY21

2. OUTLINE
ØHuman Resource Management
ØRecruitment
ØTypes of Recruitment
ØDifferent and Effective Ways of Recruitment
ØSteps for Referral on Linkedin

3. HUMAN RESOURCE MANAGEMENT
Human resource management is the organisational function that
manages all of the issues related to the people in an
organisation.According to The Havard Model of Human Resource
Management,created by Michael Beer,Human Resource
M a n a g e m e n t i s a s t r a t e g i c a p p r o a c h t o t h e
employment,development and well being of people working in an
organisation.Human Resource management involves all
management decisions and actions that affect the relationship
between the organisation and its employees. It is the practice of
recruiting,hiring,deploying and managing an organisation’s
employees.

4. RECRUITMENT
Recruitment refers to the process of identifying,attracting,
interviewing,selecting,hiring and onboarding employees.In human
resource management”recruitment” is the process of finding and
hiring the best and most qualified candidate for a job opening in a
timely and cost-effective manner.It is the process of attracting the
best candidates for a certain position at a company.

5. TYPES OF RECRUITMENT
INTERNAL
The term’internal Recruitment’ refers to the process of identifying and
attracting candidates to another position within the same
organisation.Internal recruitment fills vacancies from within its existing
workforce.
EXTERNAL
External recruitment is the evaluation of open pool of job candidates,other
than existing staff,to check wether there are any enough talented or able to
fill requirements and perform existing employment opputunities.
External recruitment is the process of fillling vacant posts of the company by
the employees excluding the existing ones.

6. DIFFERENT AND EFFECTIVE WAYS OF RECRUITMENT
1. Social Media
Social recruiting(social hiring or social media recruitment)is recruiting candidates by using social
platforms as talent database or for advertising.It is also the responsibility of the HR function to
communicate and generate conversations about various HR practices such as talent
acquisition,leadership,employee communication as well as attracting future employees.Social Media
acta as a tool for this.The term refers to different ways of using social media networks(such as
Facebook,Twiter,Linkedin,etc.)and websites (blogs,forums,job portals and websites like Glassdoor ) to
find,attract and hire talent.
2. Direct Advertising
Placing job adverts on career site,job boards,social media and industry publications is an
excellent way to find lots of applicants.It also gives exposure to your employer branding and
boosts the company’s reputation.Direct advertising is a strategy aimed at reaching
consumers without the need for some type of intermediary to establish the connection.

7. 3. Mobile Recruitment and Video Interviewing
A mobile recruiment strategy is no longer an option.It is the only way to connect with
Millennials and GenZ 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 newrecruitment method that makes it
much easier for recruiters to screen candidates while ensuring a convinient and positive
candidate experience.With video interviews,recruiters can ask unlimited questions and view
the responses at a convinient time.
4. Organise Company Job Fairs or Internships
For big organisations,or companies planning expansion,recruitment events are perfect for
attracting the type of people you need.Workshops/internships,boost performance and skill
development.It serves an oppurtunity to meet talented people who can contribute to your
organisation.Ensure that your interns are having collective learning experience that will make
them intrested in your organisation.

8. 5. Employee Referrals
When it comes to recruitment methods,employee referrals are among the most effective
ones.Most companies have some kind of employee referral program in place.Employee
referrals is a combination of internal and external recruitment.It is the process of hiring new
resources through the reference of employees,who are currently working with the
organisation.Employee referrals is an effective way of sourcing the right candidates at a low
cost.
6. Talent Sourcing
Talent sourcing refers to the process of identifying,reasearching,generating,and networking
with potential job candidates in order to convert individuals to job applicants.The broader
task of talent sourcing is to generate a consistent flow of highly-skilled applicants.The
process of sourcing the right talent begins with understanding immediate and long term
talent needs.

9. How To Get Referrals From People On Linkedin
• There are three steps to getting a successful referral through LinkenIn:
1.Find the right person
2.send the right message
3.Follow up
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 fronted 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 or
share.

10. What should you send in the message?
• 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,LinkenIn,etc)
• Sell yourself.If you’ve something to showcase,mention that.Example: any tech talk that
you’ve developed,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 for multiple roles.

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