The recruitment process is the steps to drawing in and selecting a new employee to fill an opening in an organization. The recruitment teams can be large or small depending on the size of an organization. However, in smaller organizations, recruitment is typically the responsibility of a recruiting manager. Faster recruitment drives a snowball effect of benefits to company’s performance. It reduces costs, improves candidate experience, and supports employer brand. Here are eight critical steps to help you recruit more effectively.
Identifying the hiring need and Choosing the right tools
Figure out where the gaps are in your current team. This need could vary from filling a vacated position, better managing a team’s workload, or expanding the reach of organizational tasks. Create a list of needs before you create a job posting. After having properly written the job description, post it on the right platforms where your target candidates mostly on. Active networking and social media means information is more readily available – and it affects both the way you recruit, and the way you should promote your workplace.
Employer branding is the process of positioning your company as the employer of choice to a target group of potential candidates. Think about the mission and values of the company. Applying marketing principles to the recruitment process Find and attract better candidates by generating awareness of your brand with your industry and promoting your job ads effectively via channels you know will be most likely to reach potential candidates.
To identifying candidates who have the required professional experience, your analysis will allow you to identify the next generation of workers by giving those who have acquired their knowledge through school a chance as well.
Take the time to read every CV and keep the interesting applications at your fingertips. You may find a certain CV to be better suited for a future job posting.
Interviews should be conducted soon after a phone screening—ideally within a week. Make it easy to schedule a screening call; consider giving several time-slot options for the candidate and allowing them to choose. Interviews include, early interviews are typically one-on-one, in-person interviews between the applicants and the hiring manager. Additional interviews with management, staff, executives, and other members of the organization can be either one-on-one or group interview with the hirign committe. Final interviews often include conversations with the company’s senior leadership or a more in-depth discussion with an interviewer from an earlier stage in the hiring process.
Reference checks should verify any pertinent information shared by the candidate about previous employment--job performance, experience, responsibilities, workplace conduct, etc.
Once a top candidate is identified, the organization should extend an initial offer. The offer letter should include the position’s salary, benefits, paid time off, start date, potential severance pay, working remotely policy, included company equipment and other terms and conditions of employment. Negotiations are likely to follow.
Onboading and Training
Onboarding your new worker in a welcoming and professional way will help integrate them in a manner that lays the groundwork for a long-term productive relationship between them and your company. You can always train someone to do a specific task; it is much harder to train soft skills, including dependability and flexibility.