5 recruitment objectives for success

All companies have the need to hire personnel at one time or another in their trajectory. To do so, it is necessary to implement certain recruitment and selection tactics for professionals.

But, beyond finding interesting profiles, have you ever wondered what the objectives of business recruitment are?

In this article, we discover 5 purposes that will help you to assess and implement the best recruitment strategy for your company. Also, we talk about the usual process you should follow to find the best human capital and the different sources of candidate search.

Let's get started!

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Definition of recruitment

The concept of recruitment includes all those activities aimed at finding human talent to fill a given vacancy.

💡 Such activities are carried out by human resources professionals. Depending on the size of the company, there may be a specific Recruitment Department within the People Area.

The search for personnel can be carried out in different ways and in different places. Thus, we can speak of two types of personnel recruitment:

• External recruitment, when the search takes place outside the company's personnel.
• Internal recruitment, when the search is focused on the company's personnel.

☝️ The choice of one or the other (or both) will depend on the needs and objectives of each organization.

What is the objective of recruitment?

Of course, the main objective of recruitment is to find professionals to apply for the company's job offer. However, there are other objectives to be taken into account when implementing a recruitment strategy.

Are you part of the Human Resources Department of a company? Write them down!

1. Find the best talent

In the field of recruitment, it is not enough to get people to apply to your company's offers. The main objective is that the candidates meet the needs of the vacancy and that they identify with the values of the company.

If, otherwise, most of the applicants do not meet these requirements, the process will be a waste of time and resources. In addition, if there are too many unsuitable candidates, this could make it difficult for you to locate interesting resumes.

You have to avoid having to search for needles in haystacks! 🪡

2. Optimizing the candidate search process

One of the other objectives of recruiting is to find techniques and methodologies that allow the right candidate to be found in the shortest possible time and at the lowest possible cost. In other words, to make the recruitment process efficient and effective.

3. Spreading the company's employer brand

On the other hand, recruitment activities are a good opportunity to create and disseminate your company's employer brand. Thus, you must ensure a good presentation of your values and work philosophy in order to attract as many interesting profiles as possible.

The third objective, then, is to convey a good brand image so that potential candidates are eager and interested in working with you.

You need to provide value to differentiate yourself from the competition!

4. Create a database of professionals

The recruitment process is an opportunity to create a database of interesting profiles that can cover future needs of the company.

Normally, when you invest resources in attracting talent, you end up with more applicants than vacancies to be filled.

In this sense, you must know how to detect those profiles that, although they are not ideal now, could contribute to the growth of the company in the future. If you are able to detect and classify them, you will be able to turn to them when new vacancies arise.

Less work next time!

5. Stand out from the competition

Finally, recruiting is another opportunity to distinguish yourself from your competition. The goal is to get talent to want to join your team and not your competitor's team.

☝️ Keep in mind that if you have an open vacancy, it will generally be for one of the following reasons:

• The market in which you operate is growing and you need to fill new positions,
• you have had an employee turnover.

In the first case, it is likely that your competition is also looking for new recruits; if you fail to stand out from them, talent will apply for their offer before yours.

In the second case, your competitors may not be looking for staff, but they do have professionals who can meet your needs. If you are able to present a more attractive offer than your competitors, it is likely that the human capital you are looking for will be willing to change sides.

Either way, if you manage to stand out, talent will come to you and your company will have more opportunities to prosper and remain in the market.

Recruitment process → 4 phases

Once the objectives are known, let's talk about four essential steps of any recruitment process:

1. Needs assessment of the job to be filled;
2. definition of the job offer;
3. Dissemination of the offer through different sources and recruitment media;
4. management of the applications received.

Sources of recruitment

Continuing with the recruitment process, you may be wondering what are the sources or channels you have at your disposal to get your offer to the public. There are countless options, here are the most common ones:

• Job portals: Infojobs, Indeed, Google Jobs, etc.
• Social networks: LinkedIn, Instagram, Facebook, etc.
• Temporary Employment Companies (ETT).
• Public Employment Service ( SEPE).
• Professional associations.
• Own employment exchange.
• Personnel databases.

The more variety of platforms you use, the more opportunities you will have to find talent. But, be careful, focus on those sources that give you the most results.

Importance of recruitment

At this point, the importance of recruitment and a good strategy is undeniable. As we have seen, it is a key part of the recruitment process.

Recruitment will depend, then and in this order:

• The attraction of talent to the company;
• the recruitment of the best human capital;
• the growth and competitiveness of the company.

With so much responsibility on your shoulders, you cannot leave the management of the process to chance. In that sense, getting the right tools, such as recruitment software, can help you automate tasks and make your recruitment processes more efficient.

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[BONUS] Recruiting vs. personnel selection

Finally, it should be noted that recruitment and personnel selection are different concepts. Both are part of the recruitment process for an organization, but they distinguish two distinct phases of the process:

• Recruitment is part of the first phase of the procedure which, as we have already seen, is responsible for finding candidates who will fit into the company;
• the personnel selection process begins once profiles of candidates interested in the vacancy have been obtained and aims to choose the best one. Therefore, the selection process includes all those activities aimed at getting to know the profiles better, such as interviews or psycho-technical tests.