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Recruiting is one of the most complex processes in HR. As part of the whole "Talent Acquisition" process (which may include internal hiring, job design, workforce planning, strategic sourcing, etc), recruitment includes:

  • Targeting candidates through university hiring, advertising, job boards, events, and sourcing through the company job site.

  • Candidate relationship management (CRM) - managing the inflow of candidates, communicating with them, and keeping them interested in the company over time through ongoing communication and events

  • Sourcing - going to locations, lists, and incoming resumes to find people with the right skills, background, degrees, or credentials

  • Screening - making sure candidates meet basic requirements (age, location, physical capabilities, etc.) and pass a background test

  • Assessment - using tests, simulations, or other forms of assessment to identify a candidates skills, personality profile, or abilities, including reference checking

  • Offer management - creating offer letters, negotiating offers, understanding legal requirements for job offers, negotiating pay and benefits

  • Preboarding - giving people information to learn about the company before they join

  • Onboarding - making sure the company gives new hires information, contacts, mentors, and training to get started quickly.

Companies spend from $200 to $20,000+ on a given hire, so there are many factors to consider.

"High-volume" recruiting involves hiring people quickly to fill jobs in retail, hospitality, transportation, and other high turnover industries.

"High-value" recruiting involves white collar hiring which requires strategic sourcing, assessments, reference checking, and is often outsourced to focused or executive recruiters.

"High-compliance" recruiting requires selecting people with specific certifications, validated credentials, and up-to-date authorizations (ie. nursing, truck drivers, medical assistants).

The entire area of Talent Acquisition is a business-critical area of business, often considered the most important area of HR. If you can't get the right people into the company, no amount of "management" can fix the problem.

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