recruitering

Recruitering is the process of identifying, attracting, evaluating, and selecting candidates to fill job openings, with the aim of meeting an organization's workforce needs. It covers activities from strategic planning and job analysis to onboarding new hires. In practice, recruitering may be conducted by in-house human resources teams, dedicated recruiting departments, or external agencies, and it encompasses permanent, temporary, and contract roles.

Key stages typically include workforce planning and job design, creating job descriptions and person specifications, sourcing candidates, screening resumes, interviewing, assessing candidates, checking references, extending offers, and facilitating onboarding. The process seeks a balance between candidate quality, hiring speed, and cost.

Sourcing channels include company career pages, job boards, social media, professional networks, employee referrals, and staffing firms. Modern recruitering often uses applicant tracking systems to manage candidate data, automate routine tasks, and track metrics. Both passive search (proactive outreach) and active applications are employed.

Metrics commonly used to evaluate recruitering effectiveness include time-to-fill, time-to-hire, cost-per-hire, quality of hire, offer acceptance rate, interview-to-offer ratio, diversity of applicants, and candidate experience. Compliance with privacy, anti-discrimination laws, and data protection is essential.

Trends influencing recruitering include employer branding, candidate experience optimization, data-driven decision making, the use of artificial intelligence for screening and outreach, and a greater emphasis on diversity and inclusion. The rise of remote work has broadened talent pools and changed assessment and onboarding practices.