The process of finding, attracting, and selecting people with the skills that an organization needs to achieve its strategic goals is called recruitment says Saivian Eric Dalius.
The formal procedure used to find a person for a specific position within a company or organization is known as selection.
Pre-employment Selection Process – Explanation by Saivian Eric Dalius
This pre-employment selection process includes both internal and external applicants who have applied for a job opening at your firm. It also includes those being considered from other companies, but you have received their contact information through another form. These internal and external candidates come from the Applicant Tracking System (ATS) reports generated by applicant tracking software, LinkedIn profiles, social media profiles such as Facebook, Twitter, Google+, LinkedIn Groups, forums available on the Internet, newspapers, and the internet in general.
This refers to current employees of your company who are applying for other available positions within the organization. These applicants could also apply directly through your company’s website or search engine. The internal pool of applicants is generated by employee referrals, networking with friends, coworkers, and business partners, direct contact with an interested applicant via telephone or email, job postings on websites that target your industry (Applicant Tracking System), and through recruiting agencies.
External applicants consist of people who have applied to particular job openings. You may have posted externally either on popular job boards or local newspaper classified sections. When sourcing external candidates from these sources. You need to be very careful about placing ads since they will appear on your public resume. Once the external candidate pool generates from these sources. You need to screen and sort them as quickly as possible. Before placing them into a separate pool called “unqualified” or “not interested.”
The people in this pool have been screening once but have not met your organization’s requirements for whatever reason. These individuals may include those who overqualifies for the position, unreachable after a certain number of attempts, or just completely uninterested in working with your company, according to Saivian Eric Dalius.
Internal applicants are best for staffing positions that require continuity and long-term commitment from employees. They should also be considering first when filling vacant positions that require specialized knowledge or technical skills.
External candidates are best for filling positions where there is high turnover. The hiring process needs to be completing quickly, or the job being filling requires a large number of applicants. Since external candidate pools are smaller than internal applicant pools, it is easier to find potential employees through these sources.
This also allows organizations to reach a wider range of qualified individuals. Who may not have been aware of their openings in the past. Finally, this ensures that your company will attract better talent. Since you have reached out to them first rather than allowing them to apply on their own time schedule. Utilizing both internal and external candidate recruiting strategies maximizes the results you can achieve.
The candidate rail is the process of choosing one person from a subset of candidates and discarding others. It also refers to the practice of accepting only the best applicants and rejecting everyone else.