What is Recruiting? Definition, Meaning, and Types

What is Recruiting? Definition, Meaning, and Types
Recruiting it`s a process of searching for and onboarding personnel for the company. The company’s human resources (HR) management is responsible for deciding who’s necessary for it and how to find them. There are various strategies for searching for talents, interviewing them, and onboarding them into the company.

Businesses use various tools for recruiting to optimize and enhance the process. CleverLMS is one of them: a learning management system to onboard your newcomers quickly, orient them in your work practice, and constantly improve their skills. There are many others, too, which are oriented more toward talent searching and organizing them.

Here we’ll show you various tools’ features and how to choose the tool which may be the best for you, but first, let’s overview the recruiting process.
What is corporate recruiting?
The corporate recruiting definition includes all stages, from the vacancy opening to its fulfillment. Let’s see the circular diagram below.

What is corporate recruiting?

The corporate recruiting definition includes all stages, from the vacancy opening to its fulfillment. Let’s see the circular diagram below.
Search and hiring are two processes that correspond to recruiting. Onboarding is the next stage, closely tied to them, so we’ll describe it shortly too. For more information, visit our other articles dedicated to personnel onboarding and talent management. So, let’s review each of them.

Search is the process of creating a vacancy, a job position with a clear description, and advertising it. Recruiting meaning is filling these vacant positions with the most appropriate talents, but where to find them and how? As we’ll see, there are several types of recruiting that you’ll find appropriate for various situations.

Hiring includes interviewing potential candidates and making decisions about recruiting them. It requires potential candidates' screening and selection and a well-designed interview plan.

Onboarding is the final aspect of HR recruiting. It includes allocating the work responsibilities for the accepted talent and introducing them to team members and colleagues. It’s often connected with education and mentorship to ensure that the candidate will be comfortable on the job

Let’s see the current trends shortly and proceed to various types of recruiting.

Recruiting trends 2023

How to organize the top recruiting? First, by knowing what is trending today. Let’s review some of these trends.
  • AI and automation
    enable streamlining of various recruiting tasks, such as resume screening, and greatly facilitate recruitment analytics. It speeds the process up and improves its efficiency.
  • Candidate experience
    focus means providing a positive and talent-centered interaction, which improves the process greatly. It includes clear communication, quick responses, and a user-friendly application.
  • Remote/hybrid work
    models are highly efficient and convenient when applied right. So, instead of rejecting them, it’s wiser to look for candidates who can work efficiently in these environments.
  • Skills-based hiring
    is what enables to select motivated and actually well-performing candidates. For that, HRs work to evaluate their skills with assessments and test tasks instead of focusing on their formal resume parts such as formal education or experience, which were the main criteria in the past.
  • Continuous learning & development
    is what especially actual in times of remote work and extreme technical and social progress. Candidates who have the potential and motivation to grow are much more valuable, and the environment where they can do this is what you need for your company.
The 2024 recruiting depends on what’s going on today. The future of work depends on the current inventions, enhancements, and optimizations, and if you catch them, your company will be on the top!

Types of recruiting

Depending on your objectives, you can apply several types of recruiting. Let’s review each of them.
 Internal recruiting
is when an HR manager searches for potential candidates among the staff already present in a company. It’ll obviously not work for companies where there’re only several employees and one or two working teams. However, if you need some work processes to be completed and your colleagues can do that, you can transfer or promote them, changing their work responsibilities. In addition, it includes referral recruitment, which is when your colleagues search for potential hires in their networks.
External recruiting
is the most typical option: when you’re searching for candidates among the wider pool of potential talents, advertising your position both offline and online on various job boards and websites. It requires robust descriptions and marketing, ensuring that as many potential talents will see the job vacancy as possible in various places, and it’ll engage them.
Online recruiting
is, actually, a type of external recruiting, but as it becomes more and more popular, it can be put in a separate category. It’s intertwined with the external vacancies advertisement on various job sites, but it’s more than that. In addition to the vacancy advertising on job websites, it also includes direct communication with potential talents to know them better and then invite them to your company or negotiate about the cooperation.

Recruiting best practices

Each company elaborates its recruiting strategy to fulfill its needs in staffing. It consists of the decisions that define how recruiting will proceed and which criteria HR management will use to select talents. To formulate your strategy, you need to understand your objectives. Which skills do you need to complete your work processes, and which profits they’ll bring to your company? Who has these skills, and which proficiencies do they include?

Let’s overview several components of a recruiting strategy, so you’ll be able to formulate your own based on them.

Job analysis: define the role, responsibilities, qualifications, and skills required for the position. Formulate a clear description of it: it’ll be used not as your final work description but as a guide for you on what to do next.

Branding strategy is how you’ll present yourself. Develop and promote a positive image of your company based on your values, culture, and benefits. It’s what will define the style of your future recruitment strategy.

A candidate persona is a profile of your ideal candidate. including their skills, experience, education, and personality traits. Creating such a profile before recruitment will greatly enhance your chances of finding a good candidate based on your

Source analysis: where do you plan to search for your candidates? Based on a candidate persona, you may decide to use various specific sites in addition to the general-purpose job sites. Job boards, industry-specific websites, social media, referral programs, networking events, and recruitment agencies are examples of such sources.

Screening and selection is when you’re developing your selection criteria for recruiting employees. Base them on your requirements, values, and candidate pool. Then, develop a process to screen resumes, applications, and cover letters. Various tracking and management systems will help you here.

Job posting includes job descriptions and advertisements that resonate with your target candidates. It can be a fully formal description, an informal one, or even with jokes and irony, depending on the age and typical behavior of your potential candidates. It should also reflect your working culture, so you’ll attract those candidates who’ll be comfortable with you.

Direct communication with the potential candidates is a good way to know them better and attract them to your company: it’s what is called “headhunting.” Search for them on social media, such as LinkedIn, and write to them directly about your job offer: there’s a large chance that they’ll respond to it.

Interviewing, unlike ordinary communication, is a highly structured process that should give you specific results. So, design a structured set of questions to assess candidates' technical skills, cultural fit, and behavioral competencies to obtain specific answers for assessment.

Assessment is the analysis of everything you may obtain via interviewing. In addition, it includes test assignments that will allow the candidate to show their skills in work.

The onboarding and integration plan includes how you’ll make the newcomer familiar with your workflows and values. It can include orientation courses and tasks, mentorship programs, or informal communications based on your company’s culture.

Collect feedback from candidates and your hiring team. Structure them based on the issues raised and communicate regarding them regularly. It’ll improve the recruitment process greatly and help your company to evolve.

Data analytics, reporting, and metrics are crucial to track the effectiveness of your recruiting and candidate’s work results quantitatively. This is another point where management software is what you need, as it’ll generate clear statistics based on your potential employees’ skills, work results, time to complete the task, and other parameters. Metrics include the time during which your vacancy is open, candidate satisfaction, and the hiring source efficiency (the number of interviews and hires over time).

Referral programs are a viable way to attract new talents based on those who’re with you. Engage your employees to share their networks and find new talents. Ii’s especially useful for technology recruiting when you need to find and hire individuals with extensive proficiency and a large experience in some field.

Lastly, review and update your recruiting strategy regularly to adapt to changing market conditions, candidate preferences, and feedback.

To wrap the article up, we’ll review various tools which you may use to implement these practices. They include various management systems, with different functions, sizes, and optionalities, depending on your company’s specifics. It can be a large system with description generation and job posting, a talent management tool for efficient onboarding and tracking, or a learning management software for constant improvement of your company’s staff.

Let’s review which functions are good for recruiting, work allocation, and employee training and how

Best recruiting software for employee training

Modern recruiting uses technologies widely. You’ll obtain much better results when you’ll find various work search websites, such as Indeed and LinkedIn, and post your vacancies here. LinkedIn, in addition, works as a social network, so you may communicate with potential talents directly here, applying the online recruitment approach.

For tech recruiting, when you work with a knowledge-intensive vacancy and need employees with robust experience, such tools help to evaluate the experience and track their work, ensuring that you’ll find really qualified talent. In addition, they enable you to onboard such talents much more efficiently, which is also crucial here.

Let’s overview the options of good recruiting platforms to understand what you’ll need for them. After that, we’ll provide you with a short list of specific tools so you’ll choose the most fit for you.
Various recruiting systems have some or all of these functions, and choosing the one depends on your objectives, similarly as in the case of the strategy. For example, think about whether you need a full-scale hiring solution or just a tool to orient and onboard your newcomers. Let’s now see some examples.

How to choose recruiting tools

As always, ask yourself a question: who do you need to find and where? It’ll give you a hint on which tools, types, and strategies to use. The best recruiting app is the one that has functions you need and doesn’t bother you with those you don’t need so that you won’t overpay for them. Let’s overview the five different systems that you may choose, describe them shortly, and make a quick conclusion for each.
is an HR recruiting software for attracting, hiring, and managing talents, but it’s more inclined toward management. It’s the most universal solution, applying for various types of businesses. Its pricing starts from $149/month, which enables having 2 open job vacancies once.
is based on the company’s management and personnel onboarding, too. It enables applicant tracking and interview scheduling and then helps with the onboarding greatly, so choose it if you want to focus on the maximization of your talents’ productivity. It doesn’t share its pricing details publicly.
is specifically based on hiring and recruitment, providing robust tools for job vacancy advertising and candidate screening and tracking. Its AI features enable quick content generation and analytics, while management features make interview planning quick and easy. It costs from €25 to €75 per user per month, which makes it an expensive solution, but it also provides a free version for startups and freelancers, with only one active job.
is among the best recruiting tools if talking about functionality: it automatizes all processes, from job advertising and emailing to reporting and project management. Its pricing starts from $249/month for the Essentials, making it optimal for middle-sized businesses, especially in dynamic industries such as hospitality.
is a learning management system that is good for quick and efficient candidate tracking and employee onboarding. Its course builder, knowledge base, and task planner help your management orient talents and newcomers quickly and efficiently. Unlike all other products, it costs no more than $5 per user per month. Choose our product in case you need a quick, easy, and cheap solution, without such features as job posting inside the app, but with all necessary management and tracking options.

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