One of the most important aspects of a human resources department is to recruit new talent for the company. Some companies have unique recruitment methods. For example, Zappos has online videos showing employees giving reasons they like working for the company, which can attract recruits based on the company's office culture and benefits. But some of the most common recruitment methods are job websites, events, business partnerships and networking.
Job Posting Websites
Job posting websites are easily the most popular of the many different ways of recruitment and one of the first places most people look when applying for jobs. While some sites, like Craigslist, only allow job postings, others allow professionals to upload their resumes, which can be reviewed by HR professionals or attached to job applications that can be filled in on the site, like Monster. A few of these websites even allow you to put up listings that will go on multiple job websites all at once. Some large companies may even have job listings and application areas on their websites.
Website classifieds are subject to the same advantages and disadvantages of walk-in recruitment and newspaper classified methods that were once popular before recruitment was primarily digitized. The biggest benefit and drawback is that you will often receive a lot of candidates. It's likely you'll find someone qualified that will fit in well at your company, but too many candidates can also be a problem because you'll likely spend a lot of time filtering out some of the many candidates who are blatantly unqualified. While some websites, like Indeed, allow you to automatically filter out some unqualified candidates, even with these listings, too many candidates can still become problematic given the sheer amount of time it can take to review a resume.
Networking and Recruiting Events
Job fairs, campus recruiting events, networking events and open houses are all excellent ways to recruit candidates. Closed networking events and events held on college campuses are particularly beneficial in helping you target skilled people who are established in the field or considered to be rising talent in the industry. Of course, the disadvantage to events is that they take time to attend and if you put on the event yourself or have to travel to attend them, the financial investment can be substantial. It's also worth recognizing that many people at networking and open house events are just casually interested and not necessarily looking for a position. Finally, job fairs and similar events are often filled with other companies recruiting for the same positions, so you will have to be competitive to attract the best talent.
Established Business Partnerships
Many companies will establish professional relationships with either colleges or professional associations. These relationships can be excellent places to look for interns who have already studied the business and just lack experience or specialized talent. For example, a hospital may recruit employees from the Professional Nursing Association, and many tech companies offer internship programs in partnership with the Michigan Institute of Technology.
Individual Professional Relationships
Many HR professionals maintain a massive professional network. These relationships are generally with individuals in the industry, but they may also include career counselors or headhunters. When a job opens up in the company, the HR representative may put out feelers to people in their network to see if anyone qualified for the position might be available or interested. This can be particularly helpful for positions the company doesn't want to list publicly for one reason or another.
Some companies also engage their existing employees' networks by asking their staff to refer friends and acquaintances to the company. A few companies even offer benefits like cash incentives to encourage these referrals.