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Recruiting HR: Building Talent Pipeline and Acquisition

a look at human resources recruiting

In a rapidly evolving economy, human resources recruiting is becoming more complex. The increasingly competitive job market makes it hard for some companies to find the talent they want. Non-traditional candidates, from self-taught candidates to freelancers and entrepreneurs, are exploding onto the scene. 


Taking the time to consider your recruiting process can help you save time and money. Is it time to hire a recruiting firm to speed up the process? Do your recruiters need to start texting candidates to improve communication? Keep reading to learn more about HR, recruiting, and techniques that’ll keep your company competitive.


The Trust Behind HR Departments


HR departments are often chronically underfunded, despite their central role in company growth and success. They manage the employee lifecycle, from recruiting, hiring, and onboarding to training and development (and firing). 


Why Is Human Resources Recruiting So Important?


Human resources recruiting is the foundation of your company’s success. Hiring the right people for the job has much more to it than some. It means finding people who fit in with your company culture, with personalities that suit the position you’re filling. Recruiting can mean looking for candidates with the needed experience or a passion for learning more about their fields.


Each position has unique needs and requirements. Moving through the recruiting process with care, especially in the early stages, can help lower costs and speed up the process. 


Recruiting Types In HR


Internal recruiting is one of the least common types of recruiting in HR practices. When you recruit internally, you focus on transferring or promoting existing employees. Internal recruiting can also refer to having an internal recruiting department.


Retained recruiting involves hiring an external organization to find candidates. Typically, your company would work exclusively with a single hiring agency while looking for new hires.


Contingency recruiting is similar to retained recruiting but is non-exclusive by nature. Different firms would compete to find the right candidate for your company and receive payment if they deliver.


Reverse recruiting is when potential employees take matters into their own hands. In this practice, candidates connect with hiring managers and recruiters who work for companies where they want to work. This is particularly effective when the company is constantly recruiting.


7 Steps of the Recruiting Process in HR


While the human resources recruiting process can seem deceptively simple, it requires a solid foundation to be effective. These seven steps will set you up for success as you handle recruiting.


Identify Company Goals


The first and most necessary step for success is to identify and outline company goals. You, or your recruiting HR professional, will take time to talk to the department head and managers to understand the role and what they need. This conversation will identify what goes into the position, necessary skills, experience level, and personality or temperament.


Create a Recruitment Plan


The next step in the human resources recruitment process is to create a recruitment plan. The recruitment plan is a roadmap for how the recruiting professional will find and assess candidates. This could involve using specialty platforms, like VetJobs, to connect with particular groups of people, like veterans. Each plan is typically unique to the position.


Draft a Job Description


With a recruitment plan in place, you’ll create a job description. You’ll use everything you learned during your conversations with management and your understanding of company goals to describe your company’s needs clearly. You’ll also use a paragraph or two to establish what makes the company unique.


Advertise the Position


Once your job description is polished, you can start advertising the position. This can involve sending it out to your network, posting it on social media and job sites, and sending it out to employees. Your advertising method should help you connect with the right candidates. 


Examine Candidates


How you choose to examine and narrow down your candidates could go a few ways, but it’s essential to have a process in place. The human resources recruiting process would be exhausting and lengthy if you were to interview every applicant. You can start by comparing resumes with job descriptions, highlighting candidates with potential, and doing phone screenings.




The interview portion of the recruiting HR practice is often two or more steps. Typically, after narrowing down applicants, there are too many left for the manager or department head to interview. To simplify things, HR will handle the first round of interviews and narrow candidates further. Further interviews with management help the company find the perfect person for the job.


Complete the Process


The last step of the human resources recruitment process is to wrap up the loose ends. This can involve taking down job postings and letting candidates know the position is filled. You’ll want to save your notes, recruitment plan, and job descriptions to reference later. Depending on your company’s needs, you may move directly into hiring for the next position.


5 Ways To Improve HR Recruiting


In a constantly changing world, deciding where to begin improving your recruiting process can be frustrating. These five tips can help you grow your process and expand your possibilities.


Using Text Messaging


Communication bottlenecks can be devastating to the recruiting process. The average person reads and responds to a text message within minutes rather than hours like email. Texting is a simple way to take your human resources recruitment process to the next level. 


Remain Flexible In Your Selection


It can be tempting to hold out for The One candidate, but it isn’t realistic with the competitive market for talent today. Candidates you’re interviewing could have offers from companies nationwide. Filling positions quickly means you’ll want to reconsider your expectations.


It might be helpful for a candidate to know a particular system, but they can learn it on the job. Where do you need to stand firm on your requirements, and where do you have room to bend?


Don’t Leave Out Non-Traditional Candidates


The job market and educational systems are changing. Recruiting HR practices need to be able to change with them. Potential employees may not have a history of working with companies like yours or the educational background you expected. Considering non-traditional candidates, like self-taught, freelance, or eCourse-trained individuals, can give you the edge you need in today’s competitive market.


Internal Promotions


Human resources recruitment practices tend to be focused outward, but internal promotions are an effective way to lower costs. Promoting employees, training them, and helping them grow into new positions is more affordable than onboarding a new employee. What systems do you have to help talented employees climb the ladder?


Stay On Top Of Your Company’s Reputation


Your company’s reputation is your greatest asset, now more than ever. The internet means that everything your company does is always accessible. Taking the time to manage your company’s reputation will make it easier to find employees that want to work with you. Reputation management can include handling negative comments and taking action to correct problems over time.


4 Ways To Improve Talent Acquisition


Your human resources recruiting process needs to grow with the times. These are four ways you can take your talent acquisition to the next level.


Marketing Open Positions


Like any other organization, your HR needs a marketing element to thrive. Driving your talent acquisition with a brand-defined marketing strategy will help you find top talent before they look for a job. At the same time, you’re advertising job openings across websites and social media. This is part of Recruitment Marketing, which helps you “sell” a job with your company to all the right people.




“It’s not what you know; it’s who you know.” If one phrase could damage networking, it’s this one. People toss it around, but networking is still an important recruiting HR practice. HR professionals can cultivate a great list of potential candidates by making connections on social media and at industry events, like conferences.


Utilize Internal Sources


Limiting your recruitment to human resources recruitment practices can slow your company down. Encourage managers and employees throughout your organization to look for talent. They understand your company culture and its needs and can help connect you with people in your community you might have overlooked


Leverage Technology


Technology is evolving rapidly and can transform your human resources recruiting process. Consider how technology can have a positive impact. Would offering a Zoom interview encourage younger talent? Can you use ad targeting to your advantage? Could chatbots increase the quality of HR’s interactions with candidates? Consulting a recruiting firm could help you better understand your options.


How Talentfoot Can Improve Your HR Recruiting Process


Your company’s recruiting HR process can substantially impact its health over time. While new employees bring in new talent and fresh culture, hiring internally lowers costs and increases employee retention. 


Hiring a digital recruiter, like Talentfoot, can save time, money, and stress. With experienced, professional recruiters on staff, Talentfoot can speed up the negotiation process, help you find the right candidate, and support your onboarding process. Contact us today to learn more about what we can do for your recruiting process.