Recruitment channels

Recruitment consists of a number of different channels, depending on the exact type of worker being sought. At the same time, it is also necessary to take into account the employer’s image that is created through the recruitment channels, i.e. whether it is created in accordance with the company’s employer image policy and standards. The main channels of recruitment are:

Public search

The public recruitment channel is probably the oldest channel in use, but its channels of dissemination change radically depending on the media availability. Currently, the public recruitment channel includes recruitment websites, Linkedin, Facebook, corporate employers’ websites and their careers sections, or even individual interactive campaigns to attract large numbers of professionals in a single field. This channel is the right tool to attract those professionals with a similar level of supply and demand. In the case of executive searches or searches for rare professionals, this channel is more effective as an employer branding tool than as a direct attraction of candidates.

Direct search (headhunting)

Probably the most effective recruitment channel, which requires a very good knowledge of the field of the professional being sought to make the most of it. This is needed to build a good quality preliminary list of candidates to be approached. The development of a direct search requires the planning of a precise, short and informative communication message and the preparation of all possible technical information related to the position. Candidates who are working and not looking for a job are very cautious about new job offers, so this recruitment channel is a real test of competence for the recruiter. A small mistake can make a big difference, so only recruitment professionals with deep experience and an excellent reputation can use this recruitment channel effectively.

Reference search

This recruitment channel is the perfect complement to direct search. If you run out of direct search resources, you can contact professionals or managers in a nearby area who are working in the position you are looking for and ask for their recommendations. This method can also be used to obtain contacts for people who cannot be reached by other methods. However, this method of recruitment can never be the main method of recruitment, as it covers a rather narrow range of candidates and does not show the full situation of the labour market.

Using these three methods simultaneously can achieve extremely high recruitment efficiency: short time, targeted candidates and high numbers. The only potential limiting factor is a highly competent recruiter. If this is not the case, high quality direct search is not possible.