Hiring Success Glossary

What is recruitment in HRM?

Human Resource Management, otherwise known as HRM or HR for short, is the function of people management within an organization. HR is responsible for facilitating the overall goals of the organization through effective administration of human capital — focusing on employees as the company’s most important asset.

Recruitment is the first step in building an organization’s human capital. At a high level, the goals are to locate and hire the best candidates, on time, and on budget.

What is the recruitment process?

Identifying job requirements

The critical first step is to clearly and accurately identify the requirements of an open position. A candidate that is highly qualified for one role may not necessarily be competent in another. Poorly identifying job requirements up front will complicate and prolong every other step in the recruitment process. This has an immediate cost in the form of wasted time for the hiring team, but also wastes the time of the candidates which can hurt the company’s recruiting brand for future prospects. Even worse, if a poorly matched candidate somehow makes it all the way through to hire, there is a significantly increased risk of low job satisfaction and turnover – a huge cost for employers.

Recruitment marketing

Once requirements are clearly defined, the next step is to source and attract the best candidates to apply for the position. These candidates can be located from within the organization through internal mobility programs, or from outside through sources such as employee referrals, job boards, and social media. The company’s employer brand also plays a large role in recruitment marketing as the most in-demand candidates will be more likely to seek equally in-demand employers.

Candidate screening and selection

Once the pool is narrowed down to the most qualified and engaged candidates, the finalists must be interviewed, screened, and, if all goes well, selected for an offer. An applicant tracking system can help optimize this process and ensure no candidates slip between the cracks.

While conducting individual interviews is a skill of its own, the interviewing process must coordinate recruiters, hiring managers, executives, and candidates to facilitate efficient hiring team collaboration and enable expedited hiring decisions.

Screening is an important penultimate step before proceeding to the offer stage. Even if a candidate aces soft skills and culture fit evaluations during face-to-face interviews, candidate assessments and background checks can help verify core competencies and prior experience.


Simply deciding on the final candidate is not quite the final step of recruitment. Arguably, the most crucial stage is offer management. The best candidates will likely have their choice of several competing offers. Extending the offer in a timely manner and in a way that simplifies candidate acceptance and approvals may be the deciding factor in offer acceptance.

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