Recruiting? HR? What 's that.


Well, if you are reading this blogpost at the moment. You pretty much have an idea about what recruiting is.

But basics cannot be skipped, can they?

Recruitment refers to the overall process of identifying, attracting, screening, shortlisting, and interviewing, suitable candidates for jobs (either permanent or temporary) within an organization.”

- By official definition.

In layman’s words, it’s the process of identifying the skills and assigning responsibility to a particular person.

Recruiting as a job is identified to have begun in the era of Alexander the Great. It was when Alexander the great’s army was short of men to fight. Alexander announced a reward per soldier enrolled to the existing soldiers through their reference.

Cut to today recruiting has become a flourishing commercial business that is relied upon by multiple companies to get them their dream team.

Good people lead to better progressions.

This is why recruiting is taken extremely seriously in today’s world.

Recruitment in an organization occurs on the basis of certain factors. The responsibility of a recruiter is to identify these gaps and then work his/her way into filling them with apt talent.

According to the Human Resource Management from the University of Minnesota, the factors are divided into two categories external and internal.

Internal factors include the following:

  1. Budget constraints

  2. Expected or trend of employee separations

  3. Production levels

  4. Sales increases or decreases

  5. Global expansion plans

External factors might include the following:

  1. Changes in technology

  2. Changes in the laws

  3. Unemployment rates

  4. Shifts in population

  5. Shifts in urban, suburban, and rural areas

  6. Competition

Sometimes a company hires a recruiter just for the sake of hiring and the identifying is covered by the administrative team of the company itself.


Strategizing in recruiting is extremely important. Recruiting in general, roots itself from management, managing the process is the first essential step while going to hire for a position.

Traditionally recruiting works according to the following steps,

  • A job ad is posted.

  • Somebody sees it and then sends their resume, CV, and cover letter over.

  • They are filtered to qualify them for a first-round interview.

  • Sample test to check their skillset authenticity.

  • Final interview to discuss expectations and vision.

  • Hired.

Modern-day recruiting works a little differently. It is a bit quicker and skips a few steps thanks to new age algorithms.

Modern-day recruiting methods include,

  • LinkedIn connections.

  • Job portals.

  • Campus recruiting.

  • Competitions and events to hunt for the best in the crowd. ( Google does this often)

  • Social media platforms. ( LinkedIn is different, don’t call us out for that. ) People do get jobs through DMs nowadays. Yes, recruiters stalk extensively.

Basics of recruitment strategy via the University of Minnesota’s HRM program covers the aspects of developing a recruitment strategy beautifully:

  1. Refer to a staffing plan.

  2. Confirm the job analysis is correct through questionnaires.

  3. Write the job description and job specifications.

  4. Have a bidding system to recruit and review internal candidate qualifications for possible promotions.

  5. Determine the best recruitment strategies for the position.

  6. Implement a recruiting strategy.

Basically, this is a blueprint to conduct a recruitment procedure irrespective of the process you use, be it modern-day recruiting or traditional recruiting.

Modern-day recruitment is all about not missing out on a single opportunity fishing for the potential talent. Personal branding plays a key role in the same. A good recruiter.

  • Communicates.

  • Reciprocates.

  • Reaches out.

Three pillars of recruitment can be segregated with multiple branches under them. The following Blogspot covers the essentials of recruiting.

Recruiting essential statistics and predictions:

  • 75% of HR professionals believe that there is a skills gap among their applicants. Source: SHRM

  • By 2030, there will be a shortage of human talent, globally amounting to more than 85 million people. This number is almost equivalent to the entire population of Germany. If this shortage is left unchecked, then it could result in a loss of $8.5 trillion in unrealized annual revenues. Source: Korn Ferry

  • 45% of employers are struggling to fill roles in their organization, out of which 27% say that the applicants lack either hard or soft skills. Source: Manpower Group

  • 51% of talent management professionals say that the global education system has done nothing to address the skill shortage issue. Source: SHRM

  • 30% of recruiters believe that candidates do not possess the right set of soft skills, making it harder for organizations to hire them. The most important soft skills are problem-solving, critical thinking, and communication. Source: SHRM

  • According to the 2014 Whitehouse Report, by the year 2020, more than 50% of STEM jobs would be in computer science-related fields. If this trend continues, then 1.4 million computer science-related jobs would be available in the next decade, with only 400,000 computer science graduates to apply for such jobs. Source: The White House