What are the best methods of recruitment?

Introduction: Why Recruitment Methods Matter More Than Ever 

In any corporate or work environment, recruitment isn’t just about filling vacancies it’s about finding the right talent at the right time through the right channels to meet the overall goals of a company. 

The talent market has changed significantly over the last few years: 

1. Skill gaps in emerging industries – Roles in data science, digital marketing, and AI development have more openings than qualified candidates.
2. Location flexibility –Since the global pandemic, Hybrid and remote work have opened opportunities beyond metro cities, attracting talent from smaller towns and providing global opportunities too.
3. Evolving candidate expectations – Candidates now ask for salary transparency, quick interview processes, and career growth prospects. These factors are now key decision factors for job seekers. 

Therefore, using a single recruitment method can result in missed opportunities. 

Top-performing HR teams today combine multiple recruitment strategies, tailoring them to the type of role, urgency, and budget. 

In this article we have explored internal, external, and modern recruitment methods, with practical examples, pro tips, and step-by-step processes to help you improve hiring efficiency. 

Internal Recruitment Methods 

Internal recruitment means filling vacancies with existing employees through promotions, lateral moves, or role changes. 

1. Promotions 

Promotions are perhaps the most straightforward form of internal recruitment. Maintain a succession plan for critical positions so promotions can be planned in advance rather than as emergency solutions. 

Advantages of promotions: 

• Boosts morale and loyalty — employees see real growth opportunities.
• Reduces onboarding time since the person already knows the company culture.
• Saves on recruitment advertising costs. 

Example: 

A financial services company promoted a junior analyst to a team lead role after just 18 months, based on performance reviews and skill assessments. The transition was smooth, and the promoted employee exceeded targets in the first quarter. 

2. Internal Job Postings 

Creating an internal job board such as physical notice boards, intranet portals, or company apps. This encourages employees to apply for new roles within the organization. If your company has an employee self-service app like Runtime HRMS, you can notify employees via Runtime Workman app regarding new roles or hiring announcements.  

Best practices for internal job posting: 

• Post clear job descriptions with eligibility criteria.
• Set a fair and transparent application window.
• Encourage managers to recommend employees for roles. 

Mistake to Avoid: 

 Don’t keep internal postings hidden or informal as this creates perceptions of favoritism. 

3. Employee Referrals 

An employee referral program rewards staff for recommending candidates. 

Why It Works: 

• Candidates referred by employees tend to stay longer.
• The pre-screening is done informally — employees won’t refer unsuitable people. 

Implementation Steps: 

• Define the reward (cash bonus, vouchers, extra leave).
• Announce it across internal communication channels.
• Recognize top referrers publicly. 

⚡ Quick Checklist for Internal Recruitment: 

• Maintain updated skill inventories.
• Run quarterly career development discussions.
• Publicize all internal openings clearly.
• Keep rewards for referrals attractive. 

External Recruitment Methods 

When internal talent isn’t enough, external hiring brings fresh perspectives and specialized skills for the company. 

1. Job Portals & Online Ads 

Popular Platforms: 

• Naukri.com – Large reach, suitable for all industries.
• Indeed – Known for simplicity and mobile reach.
• Shine – Strong in IT and BFSI roles. 

Sector-specific sites like Freshersworld. 

SEO Tip for Job Descriptions: 

Use specific keywords job seekers actually search (e.g., “Digital Marketing Executive – ₹4–6 LPA – Bangalore” instead of “Marketing Professional”). 

Tip: Add benefits and perks early in the description. 

2. Recruitment Agencies & Headhunters 

Opt for recuitment agencies when: 

• Leadership roles where confidentiality is key.
• Niche skills that are hard to source.
• Urgent bulk hiring projects. 

How to Work Effectively with Agencies: 

• Sign Service Level Agreements (SLAs) for delivery timelines and candidate quality.
• Share detailed job descriptions and cultural expectations.
• Avoid engaging multiple agencies for the same role unless necessary. 

3. Campus Recruitment 

When colleges and institutes invite companies to for hiring fresh graduates this process is also known as campus recruitment or campus placements. Fresh graduates hired through campus placements are offered internships, full-time or entry-level job roles.  

Why are campus recruitments effective? 

• Campus recruitment gives access to young, adaptable talent.
• Opportunity to train them in company-specific processes at early stage.
• Helps the company in long-term workforce planning. 

Steps for conducting successful campus recruitment: 

• Identify institutions with strong academic performance.
• Build relationships through workshops, guest lectures, and industry talks.
• Conduct practical assessments instead of only written tests.
• Offer best possible packages according to the job roles.  
• Give time for students to prepare for campus placement drives.  

4. Social Media Recruitment 

LinkedIn: 

• Ideal for mid-to-senior level professionals.
• Use advanced search filters to target candidates by skill, location, and industry. 

Facebook & Instagram: 

• Great for creative, retail, and customer service roles.
• Promote posts in specific geographies to reach passive candidates. 

Example: 

 A retail brand filled 80% of its store vacancies by running targeted Instagram ads with pictures of the store environment and a “Walk-in Today” call-to-action. 

5. Walk-in Interviews & Job Fairs 

Advantages: 

1. Quick turnarounds — often same-day offers.
2. Strong employer branding in the local community.
3. Ideal for bulk hiring in retail, manufacturing, or logistics. 

Pro Tip: 

 Advertise widely through newspapers, local radio, and WhatsApp groups. 

Modern & Innovative Methods 

1. AI & Automation 

AI-based recruitment tools help with: 

• Resume screening using keyword matching.
• Predictive analytics to assess cultural and performance fit.
• Chatbots for candidate FAQs. 

Examples: Talview, uKnowva, iMocha. 

2. Programmatic Job Advertising 

Software automatically distributes job ads to platforms that deliver the best ROI, adjusting budgets dynamically. 

3. Gamified Hiring & Hackathons 

Gamification involves using challenges, coding competitions, or role-play scenarios to test real skills. 

How to Choose the Right Method 

1. Identify the hiring need — urgent vs. long-term.
2. Match the method to the role — senior roles may need headhunting; entry-level may need campus drives.
3. Consider budget and reach — agencies cost more but save time; job portals are cheaper but require more screening.
4. Measure past performance — track which channels worked best previously. 

Common Recruitment Mistakes to Avoid 

1. Over-reliance on a single channel.
2. Poorly written job descriptions.
3. Long delays in candidate communication.
4. Ignoring passive talent.
5. Not tracking metrics. 

Measuring Recruitment Effectiveness 

These are the most important things to track for recuitment effectiveness. 

1. Time-to-Hire – Average number of days to fill a role.
2. Cost-per-Hire – Total recruitment expenses divided by hires made.
3. Quality of Hire – Performance and retention rates of new hires.
4. Source Effectiveness – Which channels bring the best candidates.

Conclusion

Recruitment is the process of hiring the best fit candidates for designated job roles. Make sure to evaluate skills, explore opportunities and find the right talent by adding efforts and following the above article as a help guide.