RECRUITMENT

Master : MRH
Realized by :
AAROUI Zineb
CHARKAOUI Fadoua
ELGHOMARI Nada
supervised by :
SATTA Aimane
Mr. ZAKHIR

2021/2022
 TABLE OF CONTENTS

01 02
WHAT IS THE IMPORTANCE
RECRUITMENT OF RECRUITMENT
03
HOW RECRUITMENT
WORKS
04 05
SOURCES OF TYPES OF RECRUITING
RECRUITING TECHNIQUES
 What is
recruitment

01
 RECRUITMENT
o Recruitment is a core function of the Human Resource department. It is a
process that involves everything from identifying, attracting, screening,
shortlisting, interviewing, selecting, hiring, and onboarding employees.
o The recruitment teams can be large or small depending on the size of an
organization. However, in smaller organizations, recruitment is typically the
responsibility of a recruiting manager.
o Many organizations outsource their recruiting needs, while some companies
rely exclusively on advertisements, job boards, and social media channels to
recruit talent for new positions. Many companies of today, use recruitment
software to make their recruitment process more effective and efficient.
 02
The importance
of recruitment
 Employees are the lifeblood of companies, so 
finding and attracting the best candidates possible is of
utmost importance. A poor recruitment effort can result
in unfilled jobs and a loss of revenue, while successful
recruitment will bring in the right candidates on a timely
basis
 03
How recruitment
works
 To ensure an organization's recruitment activities are
well thought out, effective and efficient, an organization
may develop a recruitment strategy. The recruitment
strategy may cover items such as the size of the
organization, the overall economy, the competition for
similar candidates, the attractiveness of the organization,
labor laws and other legal considerations
04
Sources of
recruitment
 When looking to fill open roles, employers have two
options: Look internally, or hire from the outside. Both have
advantages and disadvantages.
• Internal candidates need little to no onboarding as they
are familiar with the company and you are familiar with
their past performance. However, moving an existing
employee into a new role leaves the old role to fill.
• On the other hand, external candidates can bring fresh
eyes, enthusiasm and skills to a company, but it is vital
to ensure new employees will be a good fit in the
company culture.
 Types of recruiting
techniques
05
Here are recruiting techniques to help your talent acquisition team attract qualified
candidates:

 Internal recruitment. Post open positions on your internal career site so current

employees can apply.
 Outplacement recruiting. This type of recruiting is sometimes offered to employees
who have been involuntarily terminated. The service, in addition to other services
offered by an outplacement company, are there to support former employees with
their job search.
 Recruitment process outsourcing (RPO). In this case, the organization completely
outsources its recruitment function to a third party. The primary goal is to reduce the
cost of the recruiting process.
 Temporary recruitment professional. You may want to hire a temporary employee
or consultant to help your recruitment team occasionally rather than hiring a full-time
recruiter.
 Career fairs. Whether in person or virtual, these events give your organization an
opportunity to meet qualified candidates and market your employer brand.
 Employee development and succession planning. Developing employees and
preparing them for a new role is an excellent opportunity for the employees and
reduces the risks associated with external candidates.
 Partnering with outside organizations. You might do this to attract a more diverse
workforce or support underrepresented communities, such as immigrants and
minorities.
 Networking. Meeting other people in the community provides an opportunity to
share information about your organization.
 Social media. Posting open positions on Twitter, Facebook and LinkedIn is a popular
choice. Search engine ads that pop up in response to a query are another option.