How does HR recruit employees

The 8 best methods for recruiting

The labor market is changing and so is personnel recruitment. Up until a few years ago, companies were able to select the best candidates from a large number of applications. It was very comfortable for employers.

Today, many companies have problems tracking down qualified and available candidates at all. The labor market has shifted in favor of employees and good skilled workers can be picky because they often have several offers.

All of this is changing the way companies need to approach their recruiting efforts today. So that you can cope with these new requirements, we have examined what is involved in recruiting and how personnel marketing can help with it. We'll also show you the eight best recruiting methods.

What does recruiting include?

Recruiting, also known as personnel recruitment or recruitment, describes the process of finding and hiring new employees. That sounds easy at first. However, the new employees should of course also meet all professional requirements, have the necessary qualifications, have the right soft skills, and ideally also fit into the corporate culture.

Objectives of staff recruitment

The primary goal of recruiting is clearly to hire new, qualified employees. In order for hiring managers to achieve this goal, a transparent and fair process must be ensured that helps find the right candidates based on merit and relevance to the position.

In addition, the aim should be to build up a talent pool of suitable candidates that the company can fall back on for future positions.

With the help of personnel controlling, important KPIs can be defined and measured. Using the collected data and key figures, information and impulses can be passed on to the decision-makers of the company, with the help of important, company-wide decisions.

HR reports are also a good way to track the progress of the goals you have set yourself and to check again and again whether the planned measures lead to the goal.

The recruiting process

The recruiting process includes all the steps necessary to find and hire new employees. It starts with the identification of new positions, continues with sourcing, reviewing applications and screening candidates, right through to the preparation of offers. The process can be broken down into five simple steps:

Step 1: Assessment of needs

First of all, there must be a vacancy in the company. This can be newly created or an existing position has become vacant due to the termination or promotion of the current employee. Most of the time, a department head or manager informs the HR department, which then sets the recruiting process in motion.

Step 2: Finding staff

Now the HR department creates a detailed job advertisement together with the supervisor, which contains all activities and tasks and defines the required experience and qualifications. This answers a crucial question: Who are you looking for?

Based on this, you can choose the best recruiting methods. Often the search begins in your own company. If no suitable candidate can be found there, external channels such as job portals are used.

Step 3: selection

The first application documents flutter into the house (or rather into the e-mail inbox) and you invite the most promising candidates to an interview. It is best to conduct structured interviews so that you can be sure that in the end you will select the right applicant.

Step 4: setting

The new employee signs his / her employment contract and now it's time to prepare the workplace. This usually includes procuring a laptop or PC, creating the access to the company systems and the new e-mail address, and a lot more. The introductory phase of the new employee also needs to be well planned.

Step 5: introduction

This step is extremely important, because after all, the new employee should feel comfortable in the company from the first day at work. Employees who have gone through a well-thought-out onboarding process are usually familiar with their new day-to-day work more quickly, are better integrated in the team and can more easily deliver the first results.

Why HR marketing is so important today

Effective personnel marketing can make your personnel recruiting much easier. How it works? Personnel marketing is about increasing the attractiveness of your company as an employer - both externally and internally.

The main goal of external personnel marketing is to present your employer brand positively and to increase the awareness of your company. Did you know that it is very easy to build your employer brand with Recruitee? This is intended to ensure that good applicants are regularly received and, in the long term, to reduce the costs of the recruiting process.

Internal personnel marketing is about retaining your own employees in the company in the long term and building loyalty. This is intended to keep fluctuation as low as possible. You can achieve this with measures that promote employee satisfaction in the company, such as further training opportunities and team building.

The premise is that well-known companies that take good care of their employees are easier to attract qualified applicants.

The 8 best methods for recruiting

Unfortunately, today you can no longer rely on a single source for your recruiting. It means trying out several channels and using the right one for each position.

We introduce you to the eight best methods for personnel recruitment with their advantages and disadvantages:

1. Internal job postings

This is where the search for personnel usually begins - with the publication of a job advertisement on the company's intranet or through internal e-mails. Every employee should have the opportunity to apply for the vacancy.

Advantages:

  • Employees appreciate the opportunity to advance in their own company.
  • The candidate already knows the internal processes as well as the corporate culture and can thus integrate into a new position much faster.
  • The internal tendering is associated with little or no costs.

Disadvantage:

  • The employee who takes on the new position leaves a vacancy that must now be filled.
  • The number of applicants can be very small, depending on the size of the company.

2. Your own career page

Publishing the job posting on the careers page of the company's website is now standard practice. Serious applicants will always want to get a first impression of the company there.

Advantages:

  • You have the opportunity to present your company correctly and can, for example, highlight values ​​and achievements for employees.
  • This tender is also associated with little or no costs.

Disadvantage:

  • Your own career page often does not have enough reach to actively attract applicants. But this should not be the only method that is used.

3. Job portals

According to a study, 92% of all companies recruit through job portals on the Internet. This makes them the main recruiting channel. We have put together the 9 best job portals for free job advertisements for you.

Advantages:

  • Job portals have the potential to reach a large number of applicants.
  • It is easy to use and the process can be automated.
  • There are subject-specific job boards where you can look for specialists.

Disadvantage:

  • Your company must be able to assert itself as an employer brand alongside competitors.
  • If free job advertisements in job exchanges do not produce suitable candidates, then the paid portals can quickly turn into money.

4. Recruitment agencies and headhunters

These are often a last resort when other methods have failed or particularly important positions have to be filled. The advantages and disadvantages should be carefully weighed here.

Advantages:

  • Personnel recruitment is almost completely taken over for you. You will immediately receive a pre-selection of qualified and available candidates.

Disadvantage:

  • However, it is an expensive method and is often only worthwhile for key positions in middle and upper management, as well as for specialists.

5. Social media recruiting

Social recruiting is becoming more and more popular because your dream candidate is most likely spending some time on social media every day. LinkedIn and Xing are the most important professional networks that no company can ignore.

Advantages:

  • Social media has a wide reach and you can also contact passive candidates.
  • You can share your job advertisement with your network here.
  • You can easily establish initial contact with suitable candidates.
  • Your company can specifically strengthen and highlight its employer brand through a professional appearance.

Disadvantage:

  • It is a time-consuming process as you usually address the candidates individually.
  • Publishing job advertisements directly on Xing or LinkedIn is chargeable.

6. Active sourcing

Addressing candidates directly is one of the most difficult recruiting methods, because you often don't know whether they are interested at all. You may have heard from a suitable candidate through a recommendation or reference. Nevertheless, it is worthwhile to contact us by email, because even skilled workers who are not actively looking for a job may be interested in new opportunities.

Advantages:

  • Passive candidates are often the best qualified and in demand. It could be the ideal person for your vacancy.

Disadvantage:

  • Active sourcing is regulated by competition law. Make sure that you do not specifically hinder competitors and that the approach is not perceived as unreasonable harassment.
  • It is time-consuming as you should address all candidates individually and find out about them beforehand.

 

7. Own events

With events you can give potential new employees the chance to get to know your company without obligation. How about an open house, a career evening, or a breakfast meeting? If the focus is on an exciting specialist lecture or a panel of experts, this can attract top people from the industry who you otherwise rarely see.

Advantages:

  • This is the perfect opportunity to strengthen your employer brand and assert yourself against competitors.
  • Existing employees also appreciate the opportunity to network.
  • Stay in contact with interested guests and possibly arrange a further meeting.

Disadvantage:

  • There is of course no guarantee that a new employee will be found among the guests.
  • Planning and implementation can sometimes be time-consuming and costly.

8. Job fairs

These take place regionally as well as cross-sector and -specific across the year. If your company does not want to invest in its own stand, you can also join the crowd and start conversations. Often, speakers are also sought for presentations for which you could apply in order to attract more attention to your company.

Advantages:

  • Job fairs are usually attended by active job seekers, so there is no doubt about their motivation.
  • In addition, you can get in touch with interested specialists and feel whether they would be a good fit for the company.
  • This is also a good opportunity to be present as an employer brand.

Disadvantage:

  • A stand at a job fair can be very expensive.
  • Nevertheless, there is no guarantee that a suitable candidate will be there.

Which recruiting method is right for you?

There is no general right or wrong here. It always depends on the position to be filled and your company. It is worthwhile to try out a new method every now and then to expand the circle of candidates.

Some methods, such as job portals, are particularly suitable when a position has to be filled at short notice. In addition, other methods such as your own events and job fairs, however, build your employer brand and your talent pool in the long term.

Nonetheless, recruiting is an ongoing issue that you should never neglect, even when there is no acute need. But when you have a well-stocked contact list of professionals to fall back on, it is all the easier to fill a vacancy in the future.

Recruitment

Julia is always on the trail of the latest trends in HR and recruitment in order to conjure up interesting content. As a former HR manager, she also draws on her own experience and specialist knowledge.