Leaders across industry acknowledge that getting access to talent constitutes one of the most crucial components of successful operation. Only a capable and potent workforce can ensure optimum productivity and output. While a number of models exist, there often seems to be confusion in human resource management as to what model is actually in use. For, instance, Hiring and Recruiting are both on boarding models and are often used synonymously. Rarely do people understand the difference between the two. Undoubtedly, both are critical to the process of getting new employees; however, labelling them as the same would be unfair. The two differ in terms of the objective, process and outcome. If you are looking forward to on boarding members to your workforce, it is imperative to understand the difference between the two and the process of each.
Hiring and Recruiting – Is there a difference?
Recruitment and hiring both have the same final goal of getting a new member to the team. However, their short term objectives are different. While recruiting, officials generally cater to a larger audience and disseminate information about the company culture and work fields to attract the potential employees. During recruitment, the recruiter looks out for a diverse audience to understand the market better. Hiring altogether has a different objective. It entails a focused search for the correct candidate to fill in a job profile that requires immediate action. Hiring focuses on filling a vacant position, recruiting focuses on engaging a new talent pool.
Following from the above, the audience for recruitment and hiring differ significantly. As recruitment aims to attract people to the company and has no specific job profile to fill, the audience is larger. Generally, recruitment drives target freshers or college students in an attempt to gather greater talent for the company. Hiring, on the other hand, is target specific and focuses only on individuals with specific skill sets. Therefore, hiring generally targets people with prior experience and domain knowledge.
As the objectives and the audience differ, it is obvious that the process differs between the two. Recruitment often entails a long process that may be spread over days as it involves company introduction, understanding the candidates, identifying talent, etc. As the target audience is larger, the process is bound to be time and effort intensive. On the contrary, hiring generally is a crisp process that entails contacting the potential employee with the requisite skills and formally closing the position. Thus, recruitment is a continuous process, while hiring takes place only when the need arises. Recruitment is often the initial step of on boarding, and hiring comes in the final ones.
The Recruitment Process
The HR recruitment process refers to a series of activities that companies perform to identify and on board a diverse talent pool. The process of recruitment has several steps and involves a dedicated HR team-
- Planning- Identifying the potential job openings in current projects and the ones in the pipeline. This involves creating job descriptions and specifications
- Strategizing- Post planning, you need to decide on the medium to advertize your recruitment drive. This involves identifying the best outreach partners, including online/ offline ads, job listings, campus drives, etc, keeping in mind your target audience.
- Selecting- Outreach will result in applications of candidates. This is followed by candidate engagement and explaining to them the work culture and job requirements.
- Screening- After identifying the potential talent pool, you should review and screen the applications to identify the best matches for your opening.
The Hiring Process
Although the process of hiring an employee is similar to the process of recruitment, hiring is more target oriented-
- Planning- Planning in hiring an employee involves identifying the job requirements and creating a profile. It is followed by scanning different job portals to determine the right candidate for the profile.
- Connecting- Post finding the right candidate, you should get in touch with him/ her and explain the job requirement. If they are keen on the role, call them for a formal meeting.
- Reviewing and testing- While you may believe that a person if right for the role, just by looking at their profile, it is important to test and screen them before final on boarding. Review their assessment and if you feel they’re right, get them on board.
How to get the perfect employee?
The above discussion talks in detail about the technicalities of the process of recruitment, hiring and selection, marking the major differences and benefits of each. The crucial question still remains on how to find that perfect employee.
Streamline your needs-
The first step for a recruiter to find an employee is to understand the need of the company. You should determine if you need an employee on the permanent rolls of the company or a contractual professional for a project basis. Based on your short term or long term requirement, you can decide between the options.
Recruitment and Hiring Process-
Depending on your need, your company can drive the recruitment and hiring process, or you can partner with a staffing agency. Keeping the entire process in your hands will ensure your discretion over every step. Partnering with a staffing agency will get you access to a diverse talent pool within a very short duration. Therefore, you must select your process consciously to ensure your best interests are met.
Once you choose the recruitment and hiring process, the next step is to determine the outreach channel. In case of associating with a staffing agency, it is their headache, you only need focus on the application you receive. If you drive the process yourself, you can choose the option that best suits your target audience. You can initiate the recruitment process through job listings, online and offline listings, etc. Identify the channel that most effectively reaches your target audience.
Screening and Reviewing-
Whether you recruit through a staffing agency or on your own, the final screening and selection lies with you. It is important to be very attentive at this step as a wrong decision can be self-defeating. You should review the applications well, do an intensive background check, talk to the candidate’s references, and ensure that you hire an asset for your firm.
Formalities and On Boarding-
Once you have decided who to hire, it is time to complete the formalities. Ensure that you discuss the legalities with the candidate and sign the company contract.
The Final Call
Whether you recruit, hire or staff, the ultimate goal is to add talented and skilled professionals to your workforce. All you need to make sure is to identify your needs and match the right candidate. Once you narrow done the requirements and the process, you’re all set to fish in a big pond. You’ll be easily able to screen through the entire market and find the right candidate for your company. If you are still unsure, you can always get in touch with Recro to fulfil all your staffing needs.