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This question should be company / industry specific. There are those two types of recruitment depending which company you're talking about. In general mostly done in a genuine way to find the right candidate.
Undertaking recruitment is an important step when starting or growing your business. When you decide to employ someone, you need to determine what you want the employee to do and what skills you require from them. Also consider:
Before you decide to advertise the job, prepare a job description that defines the responsibilities and functions of the job. This will help you identify the knowledge, experience and skills required for the job as well as the interview questions you might ask.
Advertise the jobBefore you advertise a job remember that, by law, you must not use discriminatory language in the description that may exclude potential employees on the basis of race, colour, sex, sexual preference, age, physical or mental disability, marital status, family or carer's responsibility, pregnancy, religion, political opinion, national extraction or social origin.
Visit our page on equal employment opportunity and anti-discrimination in the workplace to learn more about your responsibilities as an employer.
You can advertise the job in a variety of ways. These may include:
You may also choose to use a recruitment agency to assist you in the process. If you decide to use a recruitment agency, talk to your business colleagues or partners to find out whether there is one they recommend.
Also consider using the Australian JobSearch 
website when advertising your position.
By registering for JobSearch, you'll have access to features designed to help you advertise your job, including:
Before conducting an interview, you'll need to shortlist applicants based on their application. You will also need to decide if you will have anyone helping you in the interview process.
When interviewing for the position, ensure that the questions you ask are related to the position advertised. You will want to ask questions that help you understand the skills, qualifications and experience of potential applicants as well as their fit within the team. Just as when you advertised the job, you must not use discriminatory language or questions within the interview.
When conducting the interview, use a standard set of questions for each applicant. This will help you and your interview panel members when comparing and selecting the right applicant for your business. Having a scribe or person recording the responses during this interview may help you when reviewing later.
Select the right applicantFollowing the interview, consider contacting the applicant's referees to check any claims made during the interview. This may help in gaining you get a better understanding on the person's abilities and past experience within the workplace.
The referees may have been supplied by the applicant at interview, but it's always a good idea to contact the applicant to confirm that you wish to contact their referees and that you have the correct contact details.
Once you have decided on the right applicant, you will need to contact them directly to offer them the position. If not previously discussed, you may discuss the salary, conditions and workplace benefits and entitlements as part of employment. If the employee accepts your offer for the position, you can then go ahead with preparing the formal documentation and offer of employment.
Recruitment is the process of having the right person, in the right place, at the right time. It is crucial to organizational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process. All those involved in recruitment activities should be equipped with the appropriate knowledge and skills.
The importance of diversity should be taken into account at each stage of the recruitment process. Processes and systems should be regularly reviewed to ensure hidden bias is removed and to make certain talent is not being blocked from entering an organization. Everyone taking part in activities such as short-listing and interviewing should be aware of relevant legislation, therefore recruitment must be carried out genuinely to achieve goal and objective of the company.Reference checking allows us to obtain independent information about our candidates’ previous historyand information HR manager gathers during a reference check is directly related to the key selection criteria of the role they have applied for and allows us to validate the information providedbythecandidate at the interview, its conformation about candidate background .
agree with mr.nuridin it is dependent on co. type and normally should be choose the perfect and right candidate for this opportunity
It’s pretty obvious that reference checking allows us to obtain independent information about our candidates’ previous on the job performance. The information HR manager gathers during a reference check is directly related to the key selection criteria of the role they have applied for and allows us to validate the information provided by the candidate at the interview. Referencing also allows us to identify ‘grey areas’ from the candidate’s CV or from their interview such as the reasons they may have left a past position. It’s frightening to think of the number of recruiters who will actually rely on the feedback gained from a2-minute phone conversation; or who might make a placement without even carrying out any reference checks at all.
They’re usually pretty badly burnt within the guarantee period since it doesn’t take long for the client to realize the candidate isn’t quite as experienced as they had first assumed.
There are candidates out there who look great on paper but who perform poorly during interview. But there are also candidates who perform very well during interview but once they are on the job it’s a different story altogether. CVs can be embellished, and it’s even possible to become a ‘master interviewee’ with a bit of coaching or plenty of practice. The good news is that there is a way for you to ensure that the person you initially discovered on paper and the candidate you then thought performed strongly at interview is actually who they say they are. Before HRM makes an offer to a candidate, you should really carry out two verbal reference checks. It’s the perfect way for you to understand how your candidate really performs on the job (the good and maybe even the not so good) before your client finds out … perhaps the hard way. But don’t conduct the references too early in the recruitment process.
As a recruiter if you’ve met a rockstar candidate, you used to conduct the1st reference as ap so you could include the feedback from the referee when you was selling the candidate to your client.
you’ve then conduct the2nd reference when you knew your client was serious about making an offer. It’s always a relief when you hear positive feedback about the candidate you are so desperate to place. But it’s still important to take notes during your calls with past employers and provide a detailed summary to your client. If one of the two reference checks is glowing and the other is mediocre or even negative, you should try to conduct a third check just to ensure you iron out any disparity.
