The primary difference between recommended recruitment and regular recruitment lies in the approach and focus. Recommended recruitment is a strategic process that involves identifying and targeting specific candidates who meet predefined criteria, often through targeted outreach and networking. In contrast, regular recruitment is a more traditional approach that relies on broad job postings and applications from a diverse pool of candidates.

Recommended recruitment is driven by a strategic hiring plan that aligns with the organization's goals and needs. This method often yields higher-quality candidates as it is more selective and tailored to the specific requirements of the position. According to a study by the Society for Human Resource Management (SHRM), companies that use targeted recruitment methods experience a 20% lower employee turnover rate compared to those that rely on traditional methods.

The rationale behind recommended recruitment's effectiveness is rooted in the precision of candidate selection. By focusing on candidates with specific skills, experiences, and cultural fit, organizations can reduce the time and resources spent on training and onboarding new hires. For instance, a report by LinkedIn found that 46% of recruiters believe that personalized outreach is the most effective way to attract top talent. This targeted approach not only enhances the quality of the candidate pool but also increases the likelihood of hiring individuals who are more likely to succeed in the role.

On the other hand, regular recruitment is a more traditional and less strategic process. It involves posting job advertisements on various platforms and waiting for candidates to apply. This method can be less efficient and more time-consuming, as it often results in a high volume of unqualified applicants. According to a survey by Glassdoor, 60% of job seekers believe that the application process is too long and complicated, which can deter qualified candidates from applying.

The main drawback of regular recruitment is the potential for a mismatch between the candidate's skills and the job requirements. This can lead to higher turnover rates and increased costs associated with training and replacing employees. Additionally, the lack of a targeted approach can result in a less diverse workforce, as the candidate pool may not reflect the organization's desired demographic or cultural composition.

In conclusion, recommended recruitment and regular recruitment differ in their strategic focus and approach. Recommended recruitment is a more targeted and selective process that aligns with the organization's strategic hiring plan, leading to higher-quality candidates and lower turnover rates. Regular recruitment, while more traditional, can be less efficient and may result in a less diverse workforce. Organizations should consider their specific needs and goals when choosing a recruitment strategy to ensure the best outcomes for their hiring process.