Lateral Recruitment
Organizations today constantly seek ways to remain innovative and competitive. A strategic approach to it is achievement via lateral Recruitment. The content here would delve into what it is, the process that’s involved in it, the significance it holds in the corporate world, and more.
What is Lateral Recruitment?
Lateral Recruitment/lateral hiring is the process to hire professionals from outside organizations. These professionals are those who possess either similar or at least equivalent experience/skills for the specific position. Unlike the traditional modes of hiring, that is focused on experienced individuals or entry-level positions who bring to the organization some immediate value. The method is, in particular, quite advantageous to fill the mid-senior position, wherein industry knowledge as well as expertise are crucial.
Process of Lateral Recruitment
Lateral Recruitment includes different critical steps for ensuring the right candidates remain,
- Identified
- Evaluated
- Integrated into the organization seamlessly.
A detailed look at the process has been provided below.
Identify Need
It is the 1st step in lateral Recruitment. In here is recognized external expertise need. It can arise because of business expansion, a desire for a fresh perspective, or even a need for specialized skills. Existing workforce thorough assessment and the future business goals assessment, it helps to define the role’s specific requirements.
Job Description & Specification
After the identification of the need, draft one detailed description and the specification for the job. Outline the required skills, responsibilities, experience, and qualifications. The document will serve as a recruitment process’s blueprint. It will ensure clarity for the potential candidates as well as the employers.
Source the Candidates
It includes leveraging varied channels for attracting the best and the right talent. Some common methods to do so are,
- Use professional networks like LinkedIn.
- Recruitment agencies who have the pre-screened candidates.
- Industry events networking for identification of the potential candidates.
- Employee referrals to have some qualified ones.
Screening & Shortlisting
Screen and then shortlist the candidates as per the resumes & initial interactions. It will help to evaluate their experience, qualifications, and the cultural fit. The initial screenings might include video interviews or telephonic ones.
Interview & Evaluation
Once shortlisted, the candidates undergo an interview series. It includes technical assessments, panel interviews, and behavioral interviews for gauging their competence as well as alignment with the organizational values. Case studies or practical tests will further help with the evaluation.
Offer & Negotiation
After the ideal candidate identification, extend the offer. Once done, negotiate the terms of the employment, like benefits and salary. Clear communication is important to ensure mutual satisfaction.
Onboarding & Integration
This is the final step. Having a comprehensive onboarding program will help the new employee with acclimation to organizational culture. It will also help to understand the role of employees as well as establish the relationships with the colleagues. The offered support continuously initially ensures a smooth transition as well as long-term success.
Final Words
Lateral Recruitment is one strategic approach that enables the organization to tap into the pool of skilled and experienced professionals. By ensuring to follow the structured process, the companies can, in an effective way, identify, attract as well as integrate the talent which drives the growth and needed innovation. With businesses continuing to navigate the increasingly competitive landscape, this type of recruitment will be one valuable tool for building a proficient and dynamic workforce.
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