To be able to spot hidden talent, a company should pay more attention to the new screening methods available such as video interviews and creative recruitment approaches, and also implement various sourcing strategies rather than following the same old steps when connecting with potential employees which can make the whole recruitment process somewhat dull.
Statistics state that about 95% of recruiters make use of LinkedIn with 50% still asking each candidate for a cover letter even though only about a quarter of these are ever read. Although old-style recruitment approaches will almost certainly still be used in the near future, these could be combined with new techniques, for instance, video interviews with candidates could prove to be highly effective.
What are the different types of recruitment methods?
Recruitment methods can be divided in two categories with each featuring a number of subcategories:
🔹Internal Recruitment Methods
Working with the pool of current employees to fill any vacant positions is a technique frequently used by hiring managers. In some cases, the perfect candidate may be closer than one would think.
Internal Recruitment Methods Pros and Cons
- The candidate is already familiar with the firm’s culture and environment.
- Offering new positions to in-house employees is proof that they are appreciated.
- It is time-efficient with little to no delays in hiring and training.
- In-house politics – friendly relationships within a company can cause a hiring manager to overlook a major flaw in a candidate.
- Lower chances of benefiting from new ideas – employees from outside the company can deliver outside-the-box thinking.
- Limited choices – although the firm may have a number of experienced workers, they may not represent an ideal match for a specific position.
🔹External Recruitment Methods
Although internal recruiting does offer certain benefits, there are numerous scenarios when filling a particular position with a candidate from outside the company may be the best option. In fact, most recruiters apply external recruitment methods.
These are the most used external recruitment techniques:
External Recruitment Methods Pros and Cons
- Better conversion rate – external recruitment draws the attention of various candidates with different skills and knowledge. This considerably increases the chances of hiring the most suitable candidate.
- Fresh perspective and new ideas – new employees can deliver outside-the-box thinking to the company.
- The hiring process is costly and takes longer – posting vacancies on various platforms, creating a persuasive job description, ensuring prompt communication, screening resumes, and carrying out interviews are all time-consuming and more expensive.
- Risk of attracting irrelevant candidates since all will be unknown to the recruiter.
- Risk of hiring candidates who have a difficult time adjusting to a new work environment and finding a common language with their co-workers. This may lead to the need for a replacement and thus a search for new candidates.
New Recruitment Methods
Modern recruiters should adapt the techniques and tools they use to the new realities of today’s society. Here are some suggestions:
The contemporary competitive landscape requires the use of various recruitment methods and thinking outside the box to find the candidate that perfectly suits a certain position. Whether this involves an internal transfer or referral, using employment agencies, or arranging career events, a company and its hiring managers should quickly decide what the best option would be and experiment more by introducing new methods too. Is it better to find new employees with fresh ideas or trust and upskill existing in-house workers who are aligned with the firm’s culture? Is it more appropriate for a company to use cost-effective and time-saving search methods or an approach that facilitates strong interpersonal connections? These are the questions that every hiring manager should ask before reviewing a resume or interviewing a candidate.