Recruiting is the process of creating a reasonable pool of qualified candidates for a job opening. Notice that this definition identifies the fact that we need qualified applicants. In a recent study, 84% of HR professional reported candidates having “applied skill deficits (such as problem-solving skills)” and 68% were having difficulty in filling jobs. Recruiting does us no good if the candidates whom we attract are not qualified to do the work.

One of the most critical things that you have to do in the recruiting process is to determine very early on whether the individuals who are recruited are qualified. Thus, a good job analysis, including an up-to-date job description and specification, is helpful to the company and to the people looking for jobs because it helps everyone involved to know whether a given candidate is a match for a given job opening.

To fill an opening, potential job candidates must generally be made aware that the organization is seeking employees. They must then be persuaded to apply for the jobs. In recruiting, we want to use a series of tools to show the candidates why they might want to become a part of the organization.

Internal recruiting involves filling job openings with current employees or people the employees know. External recruiting is the process of engaging individuals from the labor market outside the firm to apply for a job. External recruiting can also be accomplished in either an open or targeted manner, in much the same way as internal recruiting can. Some methods can give us too many new recruits to review, costing us valuable time and money. Other options will not give us enough of a pool so that we have some flexibility in whom to choose, while still other options will cost too much for the results that we get. Selection is the process of choosing the best-qualified applicant who was recruited for a given job.

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