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8 Recruitment Methods

8 Recruitment Methods

Part A

There are many employee recruitment strategies that employers use to attract and recruit talented employees. Some of the known recruitment strategies are listed in the table below.

Method Pros Cons Legal consideration HR Analytics Rationale
Direct advertising -Ease to reach to talented and potential employees

-Takes a short time

– Gives exposure to your employer branding


-It is hard for HR to select from numerous applicants

– External advertising can be very expensive.

– It could attract unsuitable applicants, or get  few applications

-It is the right method of recruitment because everyone has an equal opportunity. HR analytics help shape better policies and procedures related to health and safety issues It is the ultimate way of reaching potential employees who are out of their direct reach.
Talent pool databases – Saves a lot of time since potential employees are right in the database

-The database provides full information about the potential employees, and this helps HR to make fast decisions

-The database could not have enough people as required.

-Most of those who are in the database might have already hired somewhere else

-It is not the right approach to hiring because it denies other people an opportunity HR data analytics, one can collect and correlate relevant data based It is appropriate if the HR wants to hire a few employees but not applicable when hiring many employees
Employee referrals – it is a cost-effective method of recruitment

-It is a fast way of recruitment

– Employees won’t refer unsuitable candidates

– New recruits  will already know more about your organization

– It could lead to hard feelings

– could lead to employees being isolated

– takes time and resources

– Decreased workplace ideas

-It is a valid way of recruitment as long as HR gives all the employees an opportunity to do referrals. HR analytics help in Identifying the common factors that retain employees, and this boosts retention This method is applicable when HR has few options and when it uses a democratic leadership style where there is collective decision-making
Boomerang employees -Employers know the former employees’ abilities

-The former employee knows the company culture

-Hiring former employees reduces the time to hire

– Eliminates the risk of a bad hire

-The method also reduces the cost per hire.

– When rehiring a former employee, you send a message to your current employees, that you value your workers

– The cost of the onboarding and retraining process could be the same if the employees left a long time ago

-If a former worker had a conflict with a coworker or manager who is still there, this could reignite the friction

-Former employees might not be the best candidates for the job, despite their familiarity with the company

– Current employees might feel threatened if the rehired employee comes back to a high-job position

-Rehiring former employees is in line with the law. There is nothing wrong with such a decision since it all depends on the relationship of the employer with the former employee


can help you segregate talent gaps in such situations -When rehiring former employees, the employer should try to revisit the reasons why the employee left to correct where necessary to retain him/her.
Promotions and transfers -It reduces Hiring Time

– It lowers the Cost to Management

– It encourages Employee Engagement and Morale

– Reduces Onboarding Time

– It leaves gaps in the Workforce

– Promotes an Inflexible Work Culture

– Limits the Pool of Applicants

– Creates a Culture of Resentment

The legal consideration of this method is that it should be done in a transparent way without favoritism.

Employees must be promoted according to their merit

Collecting information during exit interviews, tracking overall employee engagement Promotion and transfer could be a good method of recruitment since HR understands the potential of each of the employees; hence the vacancies would be filled with the right people for the job.
Campus recruiting – Getting a wide choice of candidates to select for different job posts.

– helps save time and effort for the companies

– HR gets an opportunity to establish a link with the next batch of students

– Campus recruitment helps in increasing the selection ratio.

– It is an expensive affair as it adds up costs to the bottom line

– Experienced and skilled candidates having practical job exposure r not reached

– Candidates from campus require adequate training for work.

Campus recruitment could not be the best way of recruitment according to the law because it denies other potential candidates an opportunity If the company has enough resources and is seeking a large pool of recruits, campus recruitment could be the best way to source many new employees.
Social media recruitment -It gives greater insight into an applicant’s abilities

– It can reveal ugly incidents

–  Makes an even better case for an employee

-Saves  time for HR

– Missing and/or inadequate information about the candidates

– It is not a reliable method of recruitment

– It could show protected information hence violating individual privacy

Social media recruitment is not the best way of recruitment because it infringes the equal employment opportunity law HR analytics guarantee data quality The HR is free to use social media recruitment if it is a convenient way of recruitment for them
Internships and apprenticeships – Internships present employers with fertile ground for building employee loyalty

– The organization gets an enhanced reputation where they are acknowledged for giving an opportunity to the youth.

-Hiring interns enables employers to get employees with up-to-date skills

-Interns tend to have energy and enthusiasm hence working to their full potential

-Interns need a lot of training; hence, training costs to the organization

-Interns lack experience hence, they may struggle to handle some tasks

-The interns could be less flexible, especially when they are still attending school

-Hiring through internships and apprenticeships could violate equal employment opportunity; hence it’s not an advisable way of hiring and recruiting employees HR analytics helps in collecting relevant data If HR considers that hiring interns could benefit the organization, then they are free to use it as long as they give equal opportunity to all the interns

 Part B

5 recommendations for recruiting methods you might present to an organization and utilize the findings from Part A to support the recommendations

While hiring and recruiting employees, HR personnel should choose a recruitment method that gives the best and most talented employees. Some of the recommendations that should be considered when recruiting are as follows.

Use social media– Employers should utilize social media when advertising job vacancies since social media are becoming popular as companies begin to target millennials. Social media recruitment is the use of social media to find talented individuals who can be of great importance to the company.

Consider college/campus recruitment– College or campus recruitment is pitching a tent on campus and interacting directly with the learners, especially those who are finishing their studies. The HR taps recruits from campuses, and this helps the company to get fresh minds and up-to-date skills that could boost the company’s performance.

Boomerang employees recruitment– I will also recommend the use of boomerang employees as the best way of the recruitment process.  Boomerang employees are former employees of the organization who quit for some reason. The use of this recruitment method is appropriate when looking for professionals with unique skills. HR could resort to rehiring a former expert who left on good terms.  When former employees are hired, they already understand the cultures and the job description; hence, they will settle fast.

Interns and apprenticeship– This is one of the best methods of recruitment that HR should consider using. Many young people who are still in college come for internships in organizations; HR should seize such opportunities to select talented interns, train them, mentor them, and hire them as their employees.  Hiring interns would help the organization get young, energetic, ambitious, and talented individuals who would be great assets to the organization.

Direct advertising– I also recommend that the organization use direct advertisement of the job posts. Direct advertisement is the traditional way of recruitment method. The employer advertises job posts in the media, and suitable candidates apply for them. Direct advertisement is good because it is in line with the equal opportunity law, which requires that employers should provide information to the public while advertising for job opportunities.

3 traits/skills essential to the HR professional and create a straightforward test to screen candidates for these traits/skills

Use of applicant tracking system (ATS) – the recruiter is required to equip themselves with ATS skills that enable them to track the applicants throughout the recruitment process. ATS is part of the HR automation which ensures that it gets refined candidates among the many applicants.

Critical Thinking Skills– This is another important skill that the HR personnel must have for them to carry out their tasks successfully. Critical thinking skills enable the HR personnel to balance a complex situation and take their time to think to come out with credible decisions that will move the organization forward.

Organization skill– This is another important skill that human resource personnel should possess. HR personnel should be able to stay ahead of what they need to do. HR personnel tend to have a lot of work, but having organization skills can help them plan all the tasks well and accomplish them in time.


Boxall, P. F., Purcell, J., Wright, P., & Oxford University Press. (2008). The Oxford handbook of human resource management. Oxford: Oxford University Press

Diez,F,  Bussin, M & Lee, V. (2019). Fundamentals of HR Analytics: A Manual on Becoming HR Analytical. Emerald Publishing Limited,

Edwards, M & Edwards, K. (2019). Predictive HR Analytics: Mastering the HR Metric. Kogan Page; London

Randahawa, G. (2007). Human Resource Management. Atlantic Publishers & Dist

Wilson, J. (1999). Human Resource Development: Learning & Training for Individuals & Organizations. Kogan Page Publishers.


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HRM: Recruitment methods

Part A

Select 8 recruitment methods and decide the following for each, and present the material in a Microsoft® Word table:

8 Recruitment Methods

8 Recruitment Methods

  • Pros and Cons
  • Legal/Employment Law Considerations
  • HR Analytics: Forecasting Tool
  • Rationale for using this recruitment method

Part B

Write a 350- to 700-word summary of your findings that include:

  • 5 recommendations for recruiting methods you might present to an organization and utilize the findings from Part A to support the recommendations
  • 3 traits/skills essential to the HR professional and create a straightforward test to screen candidates for these traits/skills

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