Newest method of Recruitment-

Newest recruitment methods include online and social recruiting, mobile outreach and
employment branding campaigns that are run in parallel with the efforts of the marketing
department. Develop a better strategy for recruitingfor your company through daily recruiting
career tips, technology reviews, and recruiting trends from our recruiter portal.

The method and methodology for sourcing candidates can include many different channels
and practices. The methods consist of practices such as online recruiting, holding job fairs,
college recruiting and the development of employee referral programs. The methodology
behind each method typically outlines the specific recruitment channels that will be used for
each method. Online recruiting channels include job boards and social networks, while
college recruiting programs may include holding campus recruiting events, developing
university relations and hosting internship programs. Each recruitment channel can be
judged on its efficacy by various metrics, such as number of sourced candidates, the total
cost of hire, and the long term success of hires.

Recruitment methods are particular means to develop the practices of each stage in the
recruitment life-cycle and process, from sourcing candidates to the hiring decision. A
detailed recruitment best practices document or policy framework should include methods
and practices for each stage in the recruitment process, with the goal of optimizing each
stage for conversion and cost efficiency.

The recruitment process includes three basic steps, resume selection, testing (written or
online) and interviewing. Each type of job requires an applicant to have a basic qualification.
This qualification may be based on education or experience or both. The recruiters select
resumes-those that meet the basic requirements for that particular job position. Some cases
require references attesting one's professional experience. As such, a reference confirms
the authenticity of given information.

Primarily qualified applicants are often selected for testing. Employee tests can be of several
types, such as knowledge-based tests, achievement tests, personality and medical tests.
Sometimes an employee is asked to undergo multiple recruitment tests.

A knowledge-based test is essential to determine whether the candidate possesses relevant

knowledge required for that particular job position. A knowledge assessment test checks a
person's memory, general awareness, and reasoning capability and aptitude. However, the
test chosen may differ according to the job requirement.

It is also important to check out relevant certificates and awards to evaluate a candidate's
achievements. Personality tests determine whether an applicant is, in terms of "soft skills",
suitable for the job position or not. Medical tests may include overall health check-up or
certain specific tests related to eyesight, blood group, serious ailments, etc.

Prior to the actual job offer and salary negotiation, the interview is a crucial preliminary part
of the recruitment process. Conducting an interview does not mean throwing out a couple of
questions and expecting black-and-white answers to them. A well-executed interview blends
a detailed understanding of organizational needs with a nuanced grasp of the prospective
employee's responses, talents. qualifications, personality and character in order to make a
final decision.