The Types of Recruitment are namely Just in Time, Candidate Pipeline and the Long Play of Building an Employer Brand. Facilities Recruitment can be a complicated process and it is important to get it right, otherwise it can be hugely costly for any business in the industry. Many organisations handle recruitment on their own, smaller businesses may rely on managers, while larger companies will usually have a dedicated HR department or at least one HR member of staff.
Quite often though, organisations will reply on recruitment agencies to take care of the process for them, as it can often be time consuming and needs a great deal of dedication from specialists in the industry.
There are three main types of recruitment which are used by businesses; just in time, candidate pipeline and the long play of building an employer brand. These are all very different types of recruitment and some businesses will use a combination of these or they will focus solely on one specific method.
There are benefits to using all of these, but Maxwell Stephens are now noticing a shift from the just in time method to the longer processes of the candidate pipeline and building an employer brand. In many cases, the method used by companies will depend on their long term vision and the available resources they have.
The just in time recruitment is a lean concept which originated from a method of production by Toyota Motor Company. The idea is that recruiters respond to the recruitment needs of the manager quickly by using various sources, such as LinkedIn and candidate databases in order to find CV’s.
Just in time recruitment is more like a headhunting method of recruitment, responding to needs and delivering candidates quickly. In many cases, just in time recruitment would mean the whole process would take as little as 72 hours. As the name would suggest, just in time is a direct response to needs, rather than playing the long game. It is often thought to be similar to a production process, where it is rapid and continuous.
Just in time recruitment is popular at the moment, however it can have its share of difficulties. With this method, recruiters don’t get the chance to find out much about the candidate, which means it can be difficult to know how reliable or competent they are. You won’t have the time to build a relationship with candidates, which you would with the other methods, it is very much about reacting and sourcing quickly, rather than taking time with the process.
The benefit of just in time recruitment is that urgent vacancies can be filled quickly using this method, although recruiters will have to be highly skilled, in order to be able to source and screen candidates quickly.
A candidate pipeline approach to recruitment is different to just in time recruitment, as it is more focused on getting to know the candidate and building a relationship, in the hope of using them to fill future vacancies.
This method of recruitment can be achieved by finding candidates via various methods such as LinkedIn and other social media platforms, keeping in regular contact with them and using them to fill roles as they come up.
The candidate pipeline approach is used by many recruitment agencies and the process usually involves inviting the candidate for an initial meeting, even when there are no suitable vacancies, keeping in regular contact with them to ensure they are still on the market and using them to fill suitable roles as they arise.
This is a useful approach to recruitment as, unlike just in time recruitment, the recruiter has already built a relationship and understanding about the candidate, which means they are more likely to be placed in the right role. It means that recruiters need to put a lot of initial effort into the process, with the hope of reaping the benefits further down the line. The initial investment in the process means there is less need to frantically try to find candidates when vacancies arise as there will already be a database of candidates ready to go.
The candidate pipeline approach will require the organisation to have enough resources to manage the process, so may not be possible for small organisations. However, if they outsource their recruitment to agencies, they will often find that this is a recruitment method they will already have in place.
Building a brand is about focusing on the image you project to others and specifically in the case of recruitment, potential employees. It is about the values and culture of the business. A company will have a strong brand if they gain a positive reputation and become an attractive option for job hunters and a place people want to work. It takes a long time to build an employer brand as it is not just about recruitment, but also ensuring on-boarding and development opportunities are attractive to candidates.
In order to get your employer brand right, you should take time to think about your current rewards system, career and training development and basically, the aspects which make you an attractive prospect for job hunters.
It is an ideal approach in competitive industries and along with the candidate pipeline, is becoming increasingly popular.
It can be difficult to recruit talented individuals and if you don’t build a strong brand and keep employees happy, you will spend more time than necessary on recruiting for replacements. As well as the candidate pipeline process, building an employer brand also requires a great deal of time and consideration, which can only really be achieved if you have enough resources in place to deal with it. For instance, a recruitment team, a recruitment consultancy, an internal training department and HR department will often be necessary, which although worthwhile in the long run, may not be possible for many smaller organisations.
