Case Studies

Recruitment – the Conventional Model.

Recruitment – the Conventional Model
Recruitment – the Conventional Model

In order to know more about different types of Recruitment like Social Recruitment, Social Media Recruitment, etc…, it is extremely important to first know what Recruitment is and how it was done in the past – the Conventional Model of Recruitment.

Recruitment is the process of finding and hiring the best-qualified candidate – from within or outside of an organization – for a job opening, in a timely and cost effective manner. The recruitment process includes analysing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring and integrating the new employee to the organization. Conventional Recruitment Model is as old as the human civilization. Ancient Egyptian and Roman civilizations used recruitment to enlist soldiers and so did the Indus Valley Civilization. Some of the world‘s most influential religions are founded on the basis of a solid recruitment strategy that has stood the test of time over thousands of years. To know Social Recruitment in depth, it’s a must to go through understanding on Conventional Recruitment Model, Contemporary Social Media Recruitment and Social Recruitment – It’s the future of recruitment. While recruitment itself is old, the modern avatar we know as the recruitment industry has only picked up in the last 70 years after the Second World War.

Recruiter’s will also want to ensure that they are sourcing and hiring the best-qualified candidate in a cost effective manner. This may involve screening work requirements, sending out job advertisements, selecting eligible people and perhaps hiring/initiating them into the workplace. Let‘s take a brief look at what the recruitment process involves at a very fundamental level:

Process Of end-to-end Recruitment

When recruiting someone for a new job, project or even volunteer work or social cause, a recruiter needs to have a 360 – degree view of the hiring process in order to ensure that the person selected for the open position is a good fit. The following steps are involved in recruiting candidates for a specific position.

i) Needs Analysis:

Before the recruiter even puts word out for an open position, he needs to carefully look at the needs of the organization/project/individual that has a hiring requirement.

ii) Sourcing:

Once the recruiter conducts a thorough need analysis, steps will have to be taken to attract or find candidates to fill the open position or vacancy. This may involve networking, advertising, and word of mouth referrals to find people who match the job profile that was created in the needs analysis stage.

Types of Sourcing are:

(a)   Internal recruitment/Sourcing-

This is a form of recruitment, which takes place within the organization itself. Internal re-hiring involves transferring employees from one department to another, promoting an employee to a different position or re-employing old employees that have previously left your organization but are willing to re-join under the same of different position. Internal recruitment is a great option to increase employee productivity and stability.

(b)  External recruitment/sourcing-

Obviously, external recruitment involves using sources of recruitment outside the organization to find and hire talent. Some external sources of recruitment include external bulletin boards, recruitment Consulting companies educational institutes, personal recommendations, employee referrals, classified newspaper advertisements – to name a few.

(iii) Selection:

Once a recruiter successfully sources a pool of eligible candidates, he/she must screen  them before selecting  the final  hires.  Screening involves pertinent skill tests,  psychological tests as  well as assessment  of the applicant‘s ―fit‖ with your organization.

(iv) Hiring:

Once potential candidate   is screened   and selected   for hiring,   a compensation package may be offered. Once they have accepted the offer, with or without negotiation, the recruiter and the organization help the on- board the new employee into that organization.

If you’re looking for more such information, feel free to go through Amit Sharma’s ‘Social Recruiters’ book. Amit Sharma has 20 years of experience in the recruitment industry. You can find his book on Amazon or on this site –



You Might Also Like