Selecting the recruitment source

The selection of the recruitment source should be the intuitive and almost automatic recruitment process step. The HR Recruiter should select the recruitment source using the basic decision matrix. The right source is extremely influential as it drives the quality, quantity and costs of the recruitment process.

The selection of the recruitment source for the job vacancy has to be driven by the strategic management of different recruitment sources. The HR Recruiter does not have time and opportunity to manage main parameters of recruitment sources during the selection of the new employee.

The recruitment sources have to be used in line with the recruitment strategy. The strategy defines the position of the company on the job market and the main sources of candidates. The strategy identifies different target groups to build a strong organization. The recruitment strategy drives the selection of the recruitment sources to be used. The role of the HR Recruiter is to select the best performing recruitment source for the job vacancy.

The HR Recruiter should use a clear Recruitment Source Decision Matrix. The HR Recruiter should analyze the requirements defined by the hiring manager. The HR Recruiter should identify the key skills and competencies requested, the level of the required previous experience and the difficulty of the job position. The difficult job positions should be searched using several recruitment sources.

The decision matrix should advice the HR Recruiter in selecting the best performing recruitment source. The HR Recruiter has to consider the budget available for hiring. Many job positions have to be filled with no variable costs to the company, and Internet recruitment has to be used.

The decision matrix advises the HR Recruiter in the case of the confidential hiring of the job vacancy. Some job vacancies are confidential internally, and the company has to post them under the name of the recruitment agency. The HR Recruiter has to follow a different recruitment process (no internal job posting of the confidential job vacancy). The recruiter has to use different recruitment layouts. The recruitment sources to be used for the confidential job vacancies are rare and used occasionally.

The decision matrix defines the minimum required parameters for the particular recruitment source. Many companies do not allow the usage of recruitment agencies for the entry job positions. The matrix can define the minimum base salary of the job position as HR Recruiter can use the recruitment agency.

The recruitment sources decision matrix should provide advice for the executive recruitment. The executive recruitment is a different recruitment process, and it needs different approvals within the organization. No line manager can order the executive search for the vacancy without the approval of the member of the top management. The decision matrix should not decide the executive recruitment, but it should advice on following the required steps to approve the hire.

The selection of the best performing recruitment source has to be quick. The company cannot use a single recruitment source for all job vacancies. It has to spread vacancies over different recruitment channels and sources as it gets the optimum mix of job candidates.