When it comes to jobs, there are two things that determine whether or not someone has a job with a company: recruiting and hiring. Regardless if a company is recruiting or hiring, there’s still a need for employees. Therefore, it’s imperative that both processes are done right to ensure that an open position is replenished after a staff member leaves.
Though, it’s easy to place both processes in the same boat without knowing what they truly entail, when it comes to replenishing positions. So, to ensure that you and your company pick the right candidates for every open position, you must first understand the difference between recruiting and hiring.
“Recruitment involves continuous research in order to find the best employees for your company,” says Mathew Swenson, a business writer at 1 Day 2 Write and Write My X. “As such, it must be done on a regular basis, not just whenever a new position opens up and need to fill it up. When recruiting, you’re building awareness of your company among talented professionals, and convincing them that you’re the right fit for their goals and skill set.”
Here are some great ways that you can use recruitment to your advantage:
- Social media
- Referrals (from current employees, friends, colleagues, etc.)
Remember: as you recruit people, make sure that you reach out to interested job seekers, and talk to them about the following:
- Your company
- The workplace culture
- What they'd be up to in the role
“In hindsight, recruiting lets you build a list of people who are already familiar with your brand, and are interested in working for you,” adds Swenson.
“Hiring happens when you not only work to fill a role, but you’re also considering candidates for employment,” says Isabel Bibi, a project manager at HYPERLINK Britstudent and PhDKingdom. “Hiring someone involves soliciting and reviewing applications for an open position, which comes after all candidates are interviewed. In other words, now is when you seek and evaluate candidates based on specific criteria and how they had fared during their interviews.”
It’s especially important to note that specific criteria can be named when posting about the job opening online (or anywhere else), so that job seekers can know ahead of time whether they’re qualified to apply or not.
In Other Words… Promoting V. Transparency
Recruiting is all about promoting the job opening to job seekers. When you involve your team and promote your workplace culture to job seekers, you’re enticing them to make a choice on whether to apply for a job at your company or not. In other words, you’re tempting prospects with the “goods” – benefits packages, a fun and exciting work environment, on-the-job training, etc. Your ultimate goal in recruiting is to make prospective employees feel like they’ll serve a purpose, and will fit with the rest of the company.
Hiring is about being more open – transparent – about the job to whoever you choose for further consideration. After evaluating each candidate and making your selection(s), show how the company will compensate them for their work, should they choose to accept the job offer. Normally, most employers will be up front about salary, which is one thing that applicant will want to learn more about to help influence their decision. Plus, applicants are more likely to look for online reviews from previous employees. Therefore, be honest about pay, and focus on your business’s reputation (since a great reputation is how you’ll attract a qualified pool of candidates). And, be sure to address any questions and concerns that chosen candidates might have.
So, as you can see, while promoting how great working at your company can help you attract more eyeballs, transparency (in the form of hiring) is the ultimate determinant of whether or not you can actually fill a position. Suppose a candidate decides to drop out of the running, due to a lack of interest in the offered benefits and the insufficient pay. If that happens, make sure that you have another candidate in line, so that you can offer the job to them instead.
Overall, recruiting and hiring are essential when finding the right talent for your company. By knowing the difference between the two processes, you can rest assured that you’ll find the right person for the job!
Michael Dehoyos writes at Do My Coursework and Essay Writing Services. He is also a contributing writer for numerous sites and publications, such as Origin Writings. As a marketer, he helps companies improve their marketing strategies and concepts.