rekrutterer

Rekrutterer is the present tense form of the Norwegian verb å rekruttere, meaning to recruit. In HR and organizational contexts, the term describes the activity of finding and engaging candidates for job openings.

A typical recruitment process includes several stages: needs analysis and job design, sourcing, screening and assessment, interviewing, selection, offer, and onboarding. The goal is to identify candidates who have the required skills and who fit the organizational culture, while maintaining fairness and transparency.

Sourcing and outreach use various channels, such as job postings, company websites, social media, professional networks, campus events, and recruitment agencies. Many organizations now rely on applicant tracking systems and data analytics to manage candidates and measure efficiency with metrics like time-to-fill, cost-per-hire, and quality of hire.

Recruitment can be internal (promotions or transfers) or external (new hires from outside the organization). External methods include direct search, sometimes called headhunting, and agency services. Employer branding and candidate experience are increasingly emphasized to attract talent.

Legal and ethical considerations include anti-discrimination rules and data protection requirements that govern the collection, storage, and use of applicant information. Recruitment should comply with applicable labor laws and respect candidate privacy throughout the process.

The recruitment function typically involves collaboration among HR professionals, hiring managers, and, when relevant, external partners such as recruitment agencies. It supports workforce planning, talent development, and organizational growth by ensuring a steady supply of qualified candidates.