Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs (either permanent or temporary) within an organization.

That is a good summation, but the actual process of recruitment is filled with surprises and challenges. For example, just “attracting” good employees is often very difficult on its own. It takes a lot of time and effort just to get 5 qualified people to discuss a role with you. Most great workers aren’t really interested in talking to a recruiter in general. Maybe they are in a position they love or they are out of town and not even checking their email. This is why it is somewhat of a numbers game and you should reach out to as many people as you can when recruiting.

However, you obviously want to make sure that the job candidates you’re contacting are somewhat qualified to begin with. There are a variety of ways to do that initial sourcing. You can post job ads on sites like Indeed, Monster, CareerBuilder, LinkedIn, etc. and then sort through the resumes that come in. The problem with this method is that you have no control over who applies. You are in a passive position where you are dependent on the luck of the right person applying to your job ad.

The way I prefer recruiting is to be active and aggressive. That means I contact people who would otherwise never apply to my job ads. I do my own search and then I contact the people that I know are a great potential fit based on their skills and experience. You can apply both methods by posting ads and then actively contacting people. That is the strategy most recruiters today employ.

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