Methods Used by HR Professionals and
Recruiters for Attracting Candidates
Introduction
Attracting suitable candidates is a critical function in Human Resource Management (HRM).
Organizations rely on strategic recruitment methods to find talent that aligns with their
needs and culture. This document outlines various recruitment methods and evaluates their
effectiveness, especially in the context of both manufacturing and service industries.
1. Internal Recruitment Methods
Method Description Industry Fit Benefits
Promotions/ Moving current Both Motivation, quick fill
Transfers employees to new
roles
Employee Referrals Current staff refer Both Cost-effective, good
potential candidates culture fit
Internal Job Postings Posting vacancies Both Transparent,
on internal portals encourages
development
Example: Engro Corporation in Pakistan frequently uses internal job postings to promote
talent within its teams, fostering loyalty and retention.
2. External Recruitment Methods
Method Description Industry Fit Benefits
Job Portals Online platforms for Both Wide reach, easy
job advertisements filtering
Campus Hiring fresh Service Young talent,
Recruitment graduates directly trainable
from universities
Recruitment Third-party firms Both Time-saving, expert
Agencies sourcing candidates sourcing
Social Media Using LinkedIn, Service Targeted outreach,
Recruiting Facebook, Twitter branding
for hiring opportunity
Job Fairs Physical events to Manufacturing Mass hiring, brand
attract large pools of awareness
applicants
Newspaper Ads Traditional method Manufacturing Good for blue-collar
with wide local roles
coverage
Examples: Packages Ltd. uses job portals and walk-in interviews for hiring technicians and
plant workers. Telenor Pakistan uses LinkedIn extensively for social media recruiting for
marketing and IT roles.
3. Headhunting and Executive Search
Method Description Industry Fit Benefits
Direct Poaching Recruiting talent Both Access to
from competitors experienced talent
Executive Search Specialized agencies Service, Professional and
Firms for leadership hiring Manufacturing confidential search
Example: Unilever Pakistan hires senior brand managers and supply chain heads through
top-tier executive search firms.
4. Employer Branding and Talent Pools
Method Description Industry Fit Benefits
Employer Branding Promoting company Both Long-term
culture to attract engagement,
candidates reputation boost
Building Talent Keeping a database Both Readiness for
Pools of potential future sudden vacancies
candidates
Example: Systems Ltd. actively maintains a talent pool by engaging potential employees
through regular webinars and competitions.
5. Outsourcing and RPO
Method Description Industry Fit Benefits
RPO (Recruitment Full/partial Manufacturing Scalability,
Process outsourcing of efficiency, cost-
Outsourcing) recruitment effective
Example: Toyota Indus Motor Company in Pakistan outsources part of its recruitment
process for plant staff to specialized HR consultancies.
In My Opinion: Best Recruitment Method for Manufacturing and Service
Industries
As a student of Human Resource Management, I believe that no single method works best in
every situation, but some methods are more practical and strategic for specific industries.
For the Manufacturing Industry:
In my opinion, the best methods are Recruitment Process Outsourcing (RPO) and Job
Portals. These methods are efficient for hiring large numbers of workers with technical or
semi-skilled backgrounds. Manufacturing often involves bulk hiring under tight timelines,
and RPO providers can streamline this process effectively. Job portals offer access to a wide
pool of candidates and are cost-effective.
For the Service Industry:
I think Social Media Recruiting and Campus Recruitment are ideal. The service industry
requires individuals with soft skills, adaptability, and often a high level of education. Social
media platforms help target such candidates with precision, and campus hiring ensures
access to fresh talent who are open to training and development. These methods also
support employer branding, which is critical in service sectors like hospitality, IT, and
banking.
The reason I prefer these methods is because they not only save time and cost but also align
with modern recruitment trends and technological advancements. Furthermore, they
enhance candidate experience and expand the talent reach beyond traditional boundaries.
Conclusion
The effectiveness of a recruitment method depends on the nature of the industry, type of
position, and organizational strategy. A hybrid approach that blends internal and external
methods, strengthened with strong employer branding, is ideal for sustainable talent
acquisition in both manufacturing and service sectors.
References of Q1.
1. Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management
Practice. Kogan Page.
2. Dessler, G. (2022). Human Resource Management (16th ed.). Pearson.
3. Breaugh, J. A. (2017). Talent Acquisition: A Guide to Understanding and Managing the
Recruitment Process. SHRM.
4. Ployhart, R. E., & Moliterno, T. P. (2019). Emerging trends in recruitment and selection.
Annual Review of Organizational Psychology and Organizational Behavior, 6, 361–385.
5. CIPD (2023). Resourcing and Talent Planning Survey. Chartered Institute of Personnel
and Development.
