1. Recruitment
Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization
Process
Job analysis
Sourcing
Screening and selection
Approaches
Internal recruitment
Employee referral program
Social recruiting
Recruitment refers to the overall process of attracting, selecting and appointing suitable candidates for jobs within an organization
Process
Job analysis - job descriptions and job specifications
Sourcing - attract or identify candidates to fill job vacancies
Screening and selection - assessment of candidate
Approaches
Internal recruitment - promoting from within the company (helps with motivation
Employee referral program – current employees refer candidates and can get some compensation
Social recruiting - using social media to recruit candidates

2. Constructing Ideal Candidate Profiles
Impression from the candidate’s interview
Suitability to key company’s selection criteria
Career highlights & achievements
Relevant skills and/or qualifications 
Previous employer comment 
Salary expectations
Candidate availability
General recommendation
Basically, What made this particular candidate stand out? How did they present themselves? How did they get their points across? How did they communicate?
Looking at the company’s top selection criteria, what makes this particular candidate perfect for the position?
Where there any specific highlights that would make this candidate a perfect fit.
Include a summary of relevant skills.
Previous employer can help you reinforce recommendation. Previous employer can actually speak about his or her past work history.
That way you won’t be wasting time and energy.
What date is the individual available (address it up front).
Your overall grade of the candidate.

3. 6 best sourcing techniques
Sourcing candidates through a recruiting database.
Sourcing candidates through social media.
Sourcing candidates through online job postings.
Sourcing candidates via referrals.
Sourcing candidates from within the organization.
Sourcing candidates through a recruiter network.
Recruiting databases-Hiring authorities and recruiters (in-house and third party) maintain their own database of candidates. Having a good recruiting applicant tracking system is essential.
Social Media-LinkedIn has become the best hiring method via social media. Recruiters have added this to their sourcing strategy. On daily basis they sit and wait for the ideal candidates. There are other social media’s, like Facebook and Monsters.com, but LinkedIn has remained the most popular.
Online Job Postings-While most companies use job postings, not all recruiters use this. One reason why is because they usually attract active job seekers and not passive candidates. The effectiveness of this method depends on who you ask.
Referrals-The best and easiest techniques. Organizations have official employee referral programs, in which if they refer someone who actually gets hired, they receive a bonus. The best place to find more candidates like you is to ask that individual who they know.
Within the organization-Advertise your open position within your company. Let everyone know what position is open & what it consists of. Although its within the company, and people are not likely to want to get out of their comfort zone, they just might after finding out about all the details.
Recruiter Network-can provide solution, since the recruiters within the network share candidates and job orders. This means that they have really good candidates are interviewed with several different company. They’ve often receiving more offers then normal.

4. Building the Ideal Candidate Profile
Understand what the candidate’s work duties will include (Karrera, 2016)
Understand the company
ID Key Traits
Spend the additional time and effort on you the recruiters part should equate to a better candidate
1. Before you can search and ultimately hire someone, you have to know what is and will be expected of this person`.
Talk to thee manager of the department the candidate will work in
Talk to other workers
Check out comparative recruiters hiring for a similar position
You need to understand the company that will be hiring, their practices, expectations of its employees, culture in order to try and get the best fit employee for them.
What does a successful employee look like (personality, attitude, etc..)
What are the companies values
3. This candidate should possess certain skills and traits (competent)
Ideal candidate should have an excellent reputation with references to verify
Understand the desired intelligence level
Should have high integrity values
Ability to perform independently
Pleasant to work with and be around
4. By spending the extra time and effort in researching and understanding what the candidate will be required of and understanding the company itself, the recruiting process will go much smoother and hopefully, a better candidate out of it.

5. Screening and Interviewing Candidates
Job Description.
Screening Questions
Top Candidates
Telephone Interviews
Multiple or Panel Interviews
Develop a Guide
Listen and Observe
The process begins with an accurate job description.
If the position requires it, include screening questions in the website or application. This process will immediately eliminate anyone that is not sufficiently qualified for the position.
Determine and/or choose who your top candidates are based on screening questions and skills required for the position.
Conduct telephone interviews in order to wean out any candidates that may not be a good fit.
Consider multiple interviews or panel interviews and obtain the opinion of other staff members involved in the interview process.
Develop a guide with questions that pertain to the positon and use the same questions for all candidates.
Ask open-ended questions, situational and thought provoking questions.
Listen to and observe the candidate’s body language for any indication that they may or may not be suitable for the position

6. Verifying Employment and Work History
Prior work history is a good predictor of future performance
An Employment History Check verifies title and tenure
Reasons for leaving and eligibility for rehire are also confirmed. Potential problem areas may be revealed.
The Employment History Verification report helps confirm whether the applicant has the work history and experience needed to succeed in the job.
It also provides an opportunity for prior employers to share their views of the applicant as an employee.
    
Employment History Verifications are conducted by contacting previous employers to verify an applicant’s job title and tenure. We ask about the applicant’s reasons for leaving and eligibility for rehire. We also ask if there are problem areas that a prospective employer should be made aware of. Work History Verifications are an important part of a thorough background check. An Employment History Verification is sometimes referred to as an Employment History Background Check or a Work History Verification. Reference Checks (obtaining a personal or professional reference) and Employment Searches (determining current and/or past employers) are sometimes erroneously called Employment Verifications
Past employers are contacted for employment verifications. Most employers verify employment through their Human Resources or Payroll Departments. Some employers use third-party verification services. A few use the office manager, owner, or former supervisor. Some employers charge additional fees to verify employment. These fees are passed on to our clients.

7. Reference
recruiting-workflow/
Slezak, P. (2016). 10 Simple Steps to Writing a Powerful Candidate Profile. Retrieved from powerful-candidate-profile/
Deutsch, M. (2016). What is a Recruitment Sourcing Strategy. Retrieved from training/recruitment-sourcing-strategy/
Karrera, M. (2016). Recruiting Tips: How to Create an Ideal Candidate Profile. Retrieved from: