How to Hire- Part II: Old vs New, but for Recruitment 1

Campus Hiring
Kicking off every article ever written about Recruitment, is a starting line about how Recruitment might just be the single most important function any business carries out…

Now that we’ve narrowly escaped that cliché, we must admit that we too subscribe to that notion. Think about it, what is a company with no employees, a brand name with no brand managers, a startup with no 5-15 people?

It’s not enough to hire enough people though; you have to make sure they’re the ‘right people’. How does one find these ‘right people’ amidst the crowd of applicants? Recruitment! A decision that becomes all the more impactful as the size of a team decreases (enter: startups).

But how is Recruitment done? Has it evolved over time? Or has it remained the same? If so, which route is better- old or new?

This is a matter of huge debate. With the expanding prominence of the Wild World Web, there are a number of new methods of recruitment that are doing the rounds, from Social Recruiting to Video Interviews, from Mobile Hiring to a range of innovative HR Tech.

But the following traditional methods are just as prominently being employed, if not more so, and that’s why we’re telling you about them:

Internal Recruitment
Quite simply, this involves moving an employee from one department to another or a promotion within a department. Though this method is seen by many as a contradiction of the importance of recruitment itself (if you spent so much time assessing their fit into Job A, how can you expect them to ace Job B?), it is seen by a majority of others as a cost effective method of finding the ‘right person’ from within your organization, thereby skipping the cost of orientation, and the risk of a cultural mismatch, along with being a superb morale booster. It’s also a great opportunity to groom certain employees for managerial positions, wherein being a “jack of all trades” holds more value than a specialization.

Newspaper Recruitment
Though many see this as a lost art in the midst of internet information, many appreciate that the reach of a local newspaper is wider than that of the Smartphone, and can appeal directly to diverse candidates on job boards that are often owned by certain societal subgroups and focused specifically on those markets. The Newspaper Association of America was quoted on Cross Post as revealing that the trend to using the local newspaper again for advertising is strong and growing, thereby reiterating that print media may not be erstwhile just yet.

Supporters of this view also use “old habits die hard” as an argument to show that job-seekers who have had success with job searches through this medium in the past, might lack incentive to join the online flock. Not to mention, even seemingly obsolete methods, like flyers and billboards, when used right, can get you not only the best, but can discover talented candidates hidden away in their carefully crafted caves.

Agencies- Temp. and Otherwise
The one client Recruitment/Employment Agencies/Consultants can have the hardest time acquiring is startups, because they sometimes charge- heavily- for a service that most startups feel they can do better themselves. What these agencies offer, whether you hire them permanently or on a temporary basis, is to relieve you of the hassle of hiring. They create a pool of candidates for you and assist you in the process of identifying the right resumes, and even conducting interviews. Jill Jaracz of HowStuffWorks says, “How can businesses and job hunters cut through the red tape of the hiring process? Many use an employment agency to alleviate the process.” Employees sometimes have bad experiences with consultants, especially when they’re fresh out of college and eager to get jobs, no matter what they must sacrifice (their first salary, for instance).

As we’ve illustrated above, there is no dearth of literature on the ever raging battle between Old and New, Traditional and Modern recruitment methods. The question really is, which one is right for you?

Well, we’re going to have to get back to you on that one.