First Class Talent

Recruiting vs Hiring: Know The Difference Between Hiring and Recruitment

Kelly Barcelos on August 5, 2016 in Recruitment Process

Hiring and Recruitment

New companies need employees to work for them and help establish their businesses. Companies that already exist need to constantly replace employees that have left them to keep their company running at optimum capacity.

This involves attracting the best talent that is available through two processes – hiring and recruitment.

Recruitment is the very first step in the process of attracting and finding new employees while hiring is the last step in the entire process.

What is Recruitment Process?

The recruitment process is aimed at attracting, identifying and selecting the best candidates to fill the job vacancies in the best way possible. It may be a planned retirement whereby a company needs new employees due to changes or retirements within the company. It can also be anticipated wherein the need is caused by personnel movement, or it can be unexpected wherein the need is due to employee resignation or personal problems.

This is a crucial stage whereby the company wants to add new employees to its task force. The potential candidates can apply for the job with their resumes, skills and interviews to see if they fit the job criteria.

Only after the recruitment process does the hiring process start.

What is Hiring Process?

The hiring process starts after an individual is hired either temporarily or permanently for a certain fee. After hiring, both the employee and the company enter into a contract which states all the terms and conditions regarding their working together.

Hiring actually begins the moment a new employee is chosen from amongst the probable candidates and starts working on the job designated to him.

What Is the Difference Between Hiring and Recruitment?

There has been a rapid shrinkage of highly skilled and experienced workers, leading to a long-term shortage of skilled and experienced personnel due to the retirement of the Boomer generation. The demand for skilled and qualified talent is only expected to increase over time.

The highest costs are always incurred by labor which is always the highest area of spending for any company. New employees are acquired by recruiting which is actively sourcing and attracting well-qualified candidates or by hiring which is simply filling in an open position.

Hiring versus recruiting has a significant impact on the costs involved, particularly the cost per hire in the long term. Recruited applicants whose skills have been assessed and job requirements have been understood are a lot more likely to remain with the company and contribute in a positive manner to its success and growth.

Whereas candidates that have been hired through a simple process are much more likely to be temporary workers who have accepted working temporarily while continuing their permanent job search elsewhere which usually affects the organization that is hiring into a counter-productive cycle of more hires but not quality hires.

The ‘Strict’ Recruiting Model Process includes:

  1. Screening In
  2. Diversifying Recruitment Channels to Expand the Candidate Database
  3. Determining Prerequisites for Better Quality Hires
  4. Screening Candidates through Online Assessment
  5. Measuring Talent for Skills and Fit
  6. Planning a Process of Continuous Talent Management

This process is much more elaborate and safe in terms of recruiting employees as opposed to the casual hiring process.

How Does ATS Help With Hiring Process?

Production teams of most if not all firms today have been forced to redefine their workflows, re-design their IT solutions and constantly assess them for cost-effectiveness and efficiency.

This hindrance has led to the development and creation of the Applicant Tracking System that automates the entire hiring process which is the exact solution for the staffing companies- a valuable tool to manage the complete recording process.

The ATS features will:

  1. Reach and Retain Candidates
  2. Resume Management
  3. Customization and Scalability
  4. Resume Compiler (Resume Sorting Software)
  5. Manages Volume of Candidates with Advanced Search Function
  6. Easy Configurability and Smooth Processing
  7. Reduces Time and Saves Money
  8. Application Integration and Scalability
  9. Centralized Tracking System

An ATS simplifies and automates the mammoth task of finding, assessing and processing the right applicants through the open system. Using an ATS is extremely useful and cost-effective for all companies. Jobsoid is ready to employ the applicant tracking system which will cater to all companies’ staff recruiting services for all their recruiting needs.

Kelly Barcelos

Kelly Barcelos is a progressive digital marketing manager specializing in HR and is responsible for leading Jobsoid’s content and social media team. When Kelly is not building campaigns, she is busy creating content and preparing PR topics. She started with Jobsoid as a social media strategist and eventually took over the entire digital marketing team with her innovative approach and technical expertise.