IDS HR Study 751, June 2003

Recruitment practices

• Summarises the different approaches that can be taken to attract applicants
• Considers the impact of the Internet on application processes
• Examines how and when companies use different selection methods
• Detailed case studies on the recruitment processes at six named organisations

The ultimate aim of any recruitment process is to bring in good-quality new employees by the most objective, cost-effective and swift means possible. The appropriate use of IT can help a company to achieve this goal, but this Study also highlights the durability of traditional recruitment methods and stresses the importance of the human role in selection decisions.

When advertising vacancies, many companies continue to make extensive use of newspapers and the trade press - use of the Internet is common, but is now widely seen as complementary to, rather than replacing, these more traditional methods. However, the potential of technology is being more fully realised in the application process, where specialist software and the development of candidate databases can contribute to a more efficient, streamlined recruitment process. The growing importance of the employer 'brand' in recruitment and of candidates' views of the whole employment proposition are also considered.

When choosing which selection methods to use, it is important for a company to strike a balance between gaining a rounded view of the candidate and not using any more procedures than are strictly necessary. The organisations featured in this Study adopt a variety of selection tools, with many placing an increasing emphasis on the initial screening of applicants to filter out unsuitable candidates as early as possible. Thereafter, the face-to-face interview - now increasingly structured and competency-based - remains at the heart of most employers' recruitment processes, supplemented where necessary by psychometric tests and a full assessment centre approach.