Promoting the recruitment and selection of people within a company is a process that involves a lot of responsibility for the Human Resources department. It is necessary to go beyond relying on personal communication skills and specific knowledge in the segment: management must rely on the help of technology to optimize selection processes.
Many companies want to increase their workforce. However, care must be taken, as hiring generates impacts on companies , both positive and negative. Therefore, it is important to opt for automation in this selection process, as it is capable of saving time, money and offers multiple advantages for the HR sector.
So, we prepared this text so that you understand how technological resources can help in staff selection. Check it out now!
What are the most common types of recruitment and selection of people in companies?
Each hiring model has its own peculiarities. Thus, the company must choose the one that best suits its type of business. See some of them below.
Internal Recruitment
In this type of recruitment and selection of people, the search for a professional is carried out within the company, that is, it is restricted to employees who are already part of the business. It is a reuse model , in which talent can be enhanced or repositioned within the company itself.
This type of recruitment is therefore one of the most widely spain whatsapp data used models. In some companies, this practice is so established that external recruitment is only used for functions at the base of the organisational pyramid. In other words, all positions involving leadership are filled by people who are already part of the organisation.
External recruitment
This is the most common type of recruitment model. Here, the organization goes out to the market to look for new candidates, whether they are professionals who are part of other companies, or employees who are unemployed.
External recruitment is usually used to supplement entry-level positions and basically to harvest skills that are not found in internal professionals. A quality external recruitment process begins with attracting talent , which can be done through websites or social networks. To do this, it is essential to have an efficient recruitment system , which is able to centralize and manage the entire process.
Mixed recruitment
Mixed recruitment indicates a link between the internal and external model, seeking candidates inside and outside the organization , with the dissemination of the vacancy through the most appropriate means.
Although everyone has the same chances, it is common to start with internal candidates and then move on to external candidates. If there is more than one vacancy, it is even possible to split them between internal and external candidates.
The benefits of this model lie in the versatility of recruitment scenarios and the diversity of candidates. When it comes to the disadvantage, one can cite the cost of recruitment and selection.
Online Recruitment
This type of recruitment and selection of people is based on electronic media, i.e. the Internet. Here, managers use advertising websites to advertise the open demand, or promote recruitment directly on the company's website, using qualifying and candidacy tests, for example. In online recruitment, it becomes feasible to conduct interviews using technological tools such as Skype.
Its advantage lies in the low cost of the process, without the need for specialized hiring companies, in addition to the agility of the process. As for its disadvantages, the most striking is the fact that there is a much less careful selection than the others.