Lateral Recruitment

What is Lateral Recruitment?

Lateral recruitment is the process of hiring employees who are already working in a similar position at another company. This type of recruitment can be used to fill positions that are difficult to fill, such as positions that require a specific skill set or experience. Lateral recruitment can also be used to hire employees who are already familiar with the company’s culture and procedures.

What is the process of Lateral Recruitment?

Lateral recruitment is the process of hiring an employee who is already working in a similar role in another company. This is different from a traditional recruitment process, which involves advertising a position and interviewing candidates who are not currently working. Lateral recruitment is often used to fill positions that are difficult to fill, because the candidate must already have the skills and experience required for the job.

There are several benefits to using lateral recruitment. First, it can save time and money, because the candidate is already familiar with the job and the company. Second, it can reduce the risk of hiring the wrong person, because the candidate has already been screened and is known to be qualified for the job. Finally, it can help to build a talent pool of qualified candidates, which can be used for future hiring decisions.

There are several steps involved in the process of lateral recruitment. The first step is to identify the need for a new employee. This can be done by assessing the skills and experience required for the job, and identifying any gaps that need to be filled. The next step is to identify potential candidates. This can be done by researching the job market, and by networking with other professionals. The third step is to screen the candidates. This can be done by reviewing their resumes and conducting interviews. The final step is to make a decision and offer the job to the candidate.

What do you need to do a Lateral Recruitment?

When conducting a lateral recruitment, it is important to identify the specific skills and experience that the new employee will need to be successful in the role. You will also need to create a job description that accurately reflects the position’s requirements. Once you have identified the perfect candidate, you will need to reach out to them and make an offer. If the candidate accepts, you will need to help them transition into their new role.

How do you carry out a Lateral Recruitment?

There are a few steps involved in carrying out a lateral recruitment:

1) Define the role and requirements – This is the first and most important step, as it will help to ensure that you are targeting the right candidates. Make sure to define the role clearly, and list the specific skills and experience that are required.

2) Publish the job ad – Once you have defined the role, you can publish a job ad. Be sure to list the specific requirements, and make it clear that only candidates with the required skills and experience will be considered.

3) Screen resumes and applications – Once you have received resumes and applications, you will need to screen them to ensure that only the best candidates are shortlisted. This can be done by reviewing the resumes and cover letters, and conducting interviews.

4) Make a decision – Once you have screened all the resumes, you will need to decide which candidates to interview. This can be done by ranking the candidates based on their qualifications and experience.

5) Conduct interviews – Once you have selected the candidates to interview, you will need to conduct interviews. This will help you to assess the candidates’ skills and experience, and determine if they are a good fit for the role.

6) Make a decision – After the interviews have been conducted, you will need to decide which candidate to hire. This can be done by ranking the candidates based on their qualifications and experience.

7) Offer the job – Once you have selected the candidate, you will need to offer them the job. Be sure to outline the terms and conditions of the job offer, and ensure that the candidate is happy with the offer.