Traditional Employee Recruitment Process Vs Modern Employee Recruitment Process: A viewpoint that illustrated how the process has evolved.

Recruitment is the process of finding and attracting potential resources to fill vacancies in an organization. It provides candidates with the skills and attitude needed to achieve the goals of an organization.

In the older version, recruiters followed candidates in specific areas, where candidates were more likely to look for jobs. Some examples are pages of newspapers and lists of job areas. Additionally, until recently, active candidates were described as an important source of resources for some jobs. Employees with at least ten to twenty years of work participation in the same company are given the opportunity to choose a number of futuristic candidates for the companies. They can even ask anyone in their family or friends to come and choose the job. Due to the large number of potential candidates, who just want to start their career recruiters have to work on job vacancies at candidate-hunting locations. And it is an undeniable fact that advertisements in newspapers are quite expensive. But you can easily be guaranteed to receive a few qualified candidates for your recent vacancies around here (Barber,1998).

Recruitment Process

Recruitment planning is the first step in the recruitment process, where vacancies are analyzed and defined. These include the characteristics of the job and its nature, experience, qualifications and skills required for the job, etc. The hiring plan refers to the default strategy for hiring employees. It serves as a timeline for companies when seeking qualified applicants for a company without a timeline reason. (Donald H.Sweet,1973).
The first and the most important process of recruitment plan is to identify this vacancy. The onset of this process is accompanied by the receipt of requests from individuals who are proficient in the arts related to various fields. Which contains number of vacancies to fill, number of positions, carry out duties and responsibilities, Ability and experience required. When a vacancy is identified, it is the responsibility of the supply manager to determine whether this position is necessary, permanent or temporary, full-time or part-time, etc.
Job analysis is a process of identifying, analyzing, and determining a particular job's duties, responsibilities, skills, abilities, and work environment. These factors help identify what the job requires and what the employee needs to do to make the job workable.
The job description is an important document, which is specific in nature and contains the final statement of the job analysis. This description is very important for the recruitment process.
The job specification focuses on the characteristics of the candidate who is being hired by the HR team. The first step in job specification is preparing a list of all jobs in the organization and its locations. The second step is to generate information for each task.
Job evaluation is a comparative process of analysis, evaluation and determination of the relative value / value of a job in relation to the other jobs in an organization. Strategy Development is the second step in the recruitment process. After completing the job description and job specification, the next step is to determine what strategy the organization should employ to recruit potential candidates. Developing a recruitment strategy is a long process, but having the right strategy is essential to attract the right candidates.
Searching is the third process of recruitment where resources are tailored to the needs of the job. After the recruitment strategy, the search for candidates will be started. This process consists of two parts. Such as source activation and selling. The sources are broadly divided into two types: internal sources and external sources.
Screening begins after the candidates have completed the sourcing process. Screening is the process of filtering out candidate requests for further selection process. Screening is an integral part of the recruitment process that helps exclude ineligible or irrelevant candidates, which were obtained through sourcing.
Evaluation and control are the last step in the recruitment process. In this process, the effectiveness and the justification and methods of the process are evaluated.

When it comes to recruitment, institutions around the world have taken benefit of traditional recruitment practices that have served them well and supplied employees who have played a major important role in defining their organizations.

Finally, the question to be asked is whether the traditional recruitment methods are used or not?
Although the traditional method of recruiting human resources for an organization is a time and cost consuming process, modern methods are turning the plate and using time and cost saving techniques to make it more effective and easier.

Modern Recruitment Process

Recent technology has changed the entire workplace for improvement. And the same goes with the recruitment process. Gone are the days when recruiters used to post ads in newspapers to find just the right candidate for a firm. With the rise of the job seekers market, with the help of an applicant tracking system or ATS, recruitment rules have changed completely. Therefore, recruiters have recently been forced to change their perspective, if they are willing to fill vacancies with honorable candidates (Zottoli & Wanous,2000). With the emergence of social media, global markets, and analytics tools, the entire recruitment business has changed.This helps further increase recruiters' reach. However, it can provide rigorous ways to address current sourcing issues (Vecchio,1995).
At present, the average employee is living with employers on an average of 4.2 years. After that, they are gearing up for a new opportunity and a better pay package (Pieper,2015). Since passive candidates are not enough to look for jobs, therefore, they exclude news sources. Before making the perfect leap, they rely on social media resources and word of mouth. Therefore, it can be explained that new recruitment methods can help you find the best passive candidate for existing vacancies in companies.

Hiring the wrong candidate can be a recruitment mistake. CV Library reports that bad job placement decisions in the United Kingdom could harm businesses of up to £15,000. Depending on the function and the number of applications received by an employer and a recruiter, that can make a difference quickly.

As a conclusion, it can be said under the old recruitment process, after establishing contacts, candidates are eager to apply for the position. Several types of candidates were selected, and this is the company's last call, to find the best in the draw. But, when it comes to new recruitment methods, only the top candidates are selected. Many recruiters are here to pursue top candidates. They may also be looking for some candidates who are not even planning a change yet. This will reduce the work of the central company, and give them ample options to choose the best candidates. Although you cannot deny the importance of the old methods of recruitment, they are not much in use these days. At the moment, without the latest recruiting techniques, finding the right candidate is a daunting task, and it is somewhat impossible to follow.