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What is recruitment and selection?

Recruitment is the process where potential applicants are searched for with all possible and legitimate means, and then encouraged to apply for an existing or anticipated job opening whereas Selection is the process of actually  hiring employees among the shortlisted candidates and subsequently providing them a job that fills the vacancy in the company.

What does Recruitment entail?

Recruitment process requires the recruiter to actively search for, find and hire candidates for a specific position or job.

So when defining recruitment, it includes the entire hiring process, from start to the point the the selected employees among the shortlisted is integrated into the company.

What is the role of recruitment?

Recruitment requires attracting qualified candidates for a job role followed byand identifying and selecting the right candidate for that job.

Typically,the process of recruitment and selection involves multiple stakeholders including senior level employees in your company and can cost a lot in terms of time and money but still end in utter failure.

What are the types of recruitment?

There are internal and external recruitment.

The company must carefully evaluate, analyze and audit  the vacant positions and then use the method which best fulfills the requirement.

Methods of external sources of recruitment:

Media advertisement,

Casual Vacancy Enquiries by call,


Online recruitment,

Campus placement,

Gate-Pasted notice recruitment,

Employment exchange

Management Consultants

Methods of internal sources of recruitment.



Recruiting Former Employees,

Internal Advertisements (Job Posting),

Employee Referrals,

Previous Applicants.

What is the difference between internal and external recruiting?

Internal recruitment is a process in which employers look to fill the position from within its human resource within the company whereas External recruitment is what is being  practiced when employers look to fill the vacancy from any suitable applicant outside the company.

Both options are available to an employer and in both, there are roles that a recruitment agency can undertake  for the company to save time, money and improve the quality of the re recruitment outcome.

What is the best practice for internal recruitment?

The process should be subjected to same quality as external by ensuring that same criteria and grading system is adopted for selecting among both internal and external candidates.

How can recruitment and selection process fail.

Recruitment and selection takes a lot of; materially and time-consuming process, so it’s important to get it right from the onset.

The objective is clear ; recruit someone who’s the best person qualified for the job and who fits into your organization, so that you’re not facing continuous disruption from employees turnover.

To deliver on your recruitment objective, here are things to avoid.

Channelling your resources to this process instead of hiring and retaining a recruitment/HR agency.

Hiring a Recruitment agency because it has a big name and it is omnibus.

Rushing to hire and not creating an accurate job description in terms of tasks and measurables for appropriate evaluation and audit before starting the process of recruitment and selection.

Failing to use the resources of recruitment agencies to hold both internal and external candidates to the same criteria .

Depending too much on performances of candidates at few minutes/hours of interview.

Allowing and promoting their personal biases above merit.

Lowering standards or discarding previously effective standard of recruitment to hire employees of lower qualities because of low response to the advertised vacancy.

Rejecting the application of a candidate because he or she has qualifications that are above that advertised for the job opening.

Prolonging the recruitment and selection process because you are yet to find 100% compatibility between the job and candidates’ experience and skill

Relying too much on educational grades and references even when some essential qualities in the candidate are inadequate.

Demanding and expecting too much, too soon from a newly hired employees by setting high targets instead of scaling up gradually.

What are the 10 stages of recruitment?

The steps of a recruitment process

1) Pre-ecruitment preparation

2) Announce vacancy and Receive applications.

3) Selection stage phase1: Weed out unqualified applicants

.4) Selection stage 2: Rating and ranking candidates.

5) Selection stage 3: Interviews.

6) Selection stage 4: Simulated/Trial work exercise.

7) Digital,Psycho-Emotional and Medical Fitness Evaluation

8.  Background Check

9. Offer of employment/Contract of employment (probational period first before full confirmation)

10. Integration

What are the categories of employees to be recruited?

Categories of workers is broadly divided into skilled and unskilled work categories. But in organisations structure, you have the top level directors, middle level supervisors and low level workers

The process of recruitment and selection of right candidates into each categories can be overwhelming for the company and may still not turn fetch them the right candidates except they outsource such process out or work along with a recruitment agency.

What is a headhunter and a recruiter?

While headhunters are primarily responsible for finding qualified candidates and persuading them to take the actual or anticipated job opening, recruiters are responsible for filling positions. 

Companies that desire to reduce or eliminate the stress of resource and time- consuming recruitment process constantly distracting them from their core operations , increase their recruitment success ratio and end high employee turnover arising from mistakes done in recruitment and selection,hire Recruitment Agencies.

The recruitment agency hired by the company can help the company with the pre-recruitment preparation phase, advertise the vacant positions, and assist them through the whole process to the point hired employees are given orientation training before the eventual integration into the company.

What to look for in a recruitment agency.

There are so many recruitment agencies out there; big , medium and small recruitment agencies, so a company needs to know if they are with the right recruitment agencies.

These are the key things you must look out for;

1. Can the recruitment agency recruit, select and give orientation to the right candidate with skill and proven experience that matches the job at an affordable fee?

2. Does the recruitment agency have the competence and experience to recruit the right candidates for all categories of workers in the top management, middle level supervisors and low level workers?

3. Is the recruitment agency familiar and experience with hiring qualified employee locally and overseas to achieve a well diversified workforce and in some cases, enable the company match its quota allotted to local and expatriate employees?

4. Does the recruitment agency have the capability and experience to conduct a professional, discreet and credible   background check on shortlisted  candidates within record time?

5 Does the recruitment agency have the competence, resources and experience to conduct continuous training, HR audit and retreats if needed by the company at a latter date?

6. Is the recruitment agency nimble and efficient enough to quickly  and effectively attend to request from the company even at short notice?

7. Can the recruitment agency head hunt for the company when absolutely necessary?

What are disadvantages of Recruitment Agencies

Companies incur cost on using their services even though the company could have saved money by doing the recruitment itself despite the associated high chance of failure to recruit the best employees qualified for the job.

Another complaint against recruitment agency is that they tend to fit their clients need to traditional practices of the recruitment industry. For example, they bill you even for advertisement carrying their own brand instead of advertising your company brand.

Some of them do not fully disclose the relationship between their organisation and some of the employees eventually hired.

While in some cases, head hunting is better to fill open slots, they still adopt the mass media recruitment method which prolongs the process as much time is taken to weed off the unqualified prospective candidates.

What are the qualities of HR recruitment consultant?

Clearly, the job of a professional recruiter is not as straight and precise as you can have with other factors of production but  it is this inherent challenge and how it is effectively navigated sets some HR recruitment apart from others.

So when working with a HR recruitment consultant,look out for these qualities:

Professional competency

Knowledge of trends in recruitment,





Time management,

Goal and Result oriented,

Communication skill,

social skills and ability to make positive and memorable connection with people,

High intelligence and emotional intelligence quotients,

Familiar with local and expatriate recruitment processes.

Reasons why a company should use a Recruitment agency

The professional recruiters know the industry well and very familiar with identifying the tricks employed by some employees who present false claims wrong qualifications, phoney references and the red flags ‘fine lines’ in their CVs.

They understand your hiring needs so they save you a lot of time you would have spent on completing the whole recruitment and selection process. For example, they would have conducted provisional tests to eliminate those far from meeting the qualities you desire to meet your hiring needs.

Recruitment agencies conduct background checks on candidates, which when done professionally can save you and your organisation from a future embarrasment. For example, hiring a paedophile in a company working with minor can bring your company in serious breach of the law and trust the parents of the minors have in your brand.

Filling expert job positions.

Finding the right candidate that meets the recruitment for expert roles may be too narrow and difficult to find; this is where a recruiter’s industry expertise and market knowledge proves to be priceless; the recruitment agency would know all the relevant requirements and legalities applicable for filling such vacant posts in compliance with the laws.

Saves you money in the Short-run and Long-run.

Recruitment agencies already have allocations on the all the top job boards, so when they recruit for your company, your advertised open positions are placed where there is maximum impact instead of trial and error less effective job ads undertaken by you.Some of the recruitment agencies have additional services that deliver a one-stop shop HR services instead of doing all by yourself or out sourcing each segment in batches. For example, a recruitment agency maybe able to handle background check for you as well as recruit employees from you locally or overseas in case you need expatriates.

When you use a recruitment agency, you will reduce the time and in-house resources needed for recruitment and selection. This, in turn,leads to a quicker turnaround in filling vacancies and an increase in the efficiency of the organisation.

Examples of brands of Recruitment Agencies.

Anthrop Management


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