There is no sure shot formula for recruitment. But if you are someone who is new to this industry or want a general guide to know how an ideal recruitment process looks like then we have it covered for you under these following points.
Now to begin, let’s keep in mind what recruitment really means, Recruitment is an exercise where a company representative scans-screens-meets through a pool of most relevant candidates that would fit into the role’s requirement at best.
1. Set up
To have an effective recruitment process in place, you must gather a strong recruitment team.
Next, the recruitment team looks after the job description and candidate identification. Writing a clear job description, understanding of what is required of them. An outline of what the job is to aid the selection.
Assessment of past strategies and improvement with time if or whenever necessary. This way, the recruitment process is improving, and no change is needed every time there is a job vacancy.
2. Job Description
You’ll attract better candidates if you post a perfect job description. An ideal description should include the following details:
– Brief about the company
– Job title
– Who the candidate reports to
– Responsibilities and expectations
– Goals and objectives
– Career projection and promotion graph
– Required qualifications, education and training
– Soft skills and desirable traits
– Location and travel requirements
– Salary and benefits
– Company culture and identity
Remember that a good job description should work two ways. It should make candidates feel confident while applying for a job at your company, and it should clearly reflect who would fit perfectly into the role.
3. Job Ads
Take time over your job advertisement. Describe the role in detail. Give a ballpark salary figure. Try to give a sense of your company culture and its brand. A strong advertisement will filter your candidates before their CVs reach your desk and would save everyone some time in the process.
To maximize your chances of finding the best person for the role, here are a few key places to post your job ad:
– Your company website.
– Social media
– Dedicated job websites.
– Classified ad boards.
Try to reply or contact all those relevant applicants immediately after they apply, it can be a simple acknowledgment of their application or just a courteous thank you. This can be automated. You might also want to add when they can expect to hear from you with more details, etc. This would elevate their confidence in you and your company automatically.
4. Company Branding
While branding your company, be sure to always ask yourself why someone would want to work for you or your company. Settle for all the right reason that would build the candidate’s confidence in the opportunity you are offering. Try to find different ways to communicate about your unique culture and work environment. Just remember that you are competing with the big guys when it comes to attracting talent, so be sure to say the right things to the right ones.
The source can be either internal or external. Internal recruitment is when a company hires an employee for the job from within the business staff. This method helps to save company time and money, and employees take less time to socialize. Some sources of external recruitment are employment agencies or walk-ins.
Of course, the source of your candidate pool is up to your recruitment team and how you promote the job. Will you use SEO or social media?
Sources like LinkedIn, Naukri and Monster where you will get a pool of candidates for your ideal job match.
Using LinkedIn as a Recruitment Tool – The most obvious ways to use LinkedIn are to post jobs you have available and search for candidates. Start by building connections with people you already know. Former co-workers, current clients, local entrepreneurs and even friends and family. Because you never know who someone else may be connected too that could make for a top-notch candidate. Join relevant groups and interact with active members asking and answering questions. Use your network activity box (also known as a status box) to broadcast that you are hiring. “Looking for an IT consultant. If you know someone, even you. Contact me.” Check their profile to know about them before contacting them for an interview.
Using Facebook as a Recruitment Tool – Facebook provides easy and affordable ways to increase your applicant pool. Use the Facebook Directory to search for users, pages, groups, and applications. You can post a job for free on the Facebook Marketplace. The ad requires basic information such as location, job category, subcategory, title, etc,. Facebook pages are free sources that enable you to share your business and products with the users. Facebook Ad is another option in which you can choose the exact audience that you are looking to target. The options are endless to how narrow a field you can define. Be careful to not make the criteria too specific or you may not get the applicants you want.
Just finding the right resume is not enough. After you’ve had the chance to review the profile thoroughly, you must screen the candidate to be sure those skills are not just for the resume. We suggest that you scan the received pile of applications. Good candidates should highlight how aligned their experience caters to the available role. Revisit your job description and ideal job candidate outline for what you want.
7. CV Feedback
People appreciate a quick response to their CV. This means keeping track of everywhere you’ve placed your job advertisement – job boards, social media, your own company website. For the sake of your employer brand, it’s worth trying to reply to everyone but make your top applicants a priority.
8. Schedule Interviews
This is the most crucial part because this is the moment when you get to interact with the candidate to see if he/she is a fit for the company. You should also take this chance to find out more about his/her background, skills, and even personality to see if they are a fit for your company culture.
The best candidates are in demand and hence have crazy busy schedules. They might not be able to take time off to attend an interview slot of your choosing. Try to be flexible with your availability and give them the options to attend the interview. That way you can guarantee an interview with the people that you’re most interested in. Interviews are a two-way street, and they also are taking this chance to find out more about the company. As a recruiter, you should always be well prepared and courteous to all candidates.
Once you have shortlisted, you should check their references. Many employers miss this recruitment step, but it is a must to double-check the information candidates provide. Be sure to inform the candidates and have them agree to these reference checks. Hiring the wrong person can be costly; so, you should always be as precise as possible in your recruitment process.
Once all details have been confirmed, you can offer the job to the chosen candidate and draw up a contract of employment. There should be a template to follow the contract where details such as salary, holidays, and working hours which can be further discussed.
Every stage of the recruitment process requires good communication with your candidates. You need to keep them informed of any developments. When it comes to sending out an offer letter, this is crucial. You’ve already put a heap of time and effort into finding the right candidate. People tend to get nervous if there is a delay and more likely to look elsewhere. As soon as you have made a decision, get the paperwork to make sure you don’t lose the candidate you’ve worked so hard to find.
Every stage of the recruitment process requires communication with your candidates. You need to keep them informed of any developments. When it comes to sending out an offer letter, this is crucial. You’ve already put a heap amount of time and effort into finding the correct candidate. To avoid people getting impatient, don’t delay. As soon as you have made a decision, get the paperwork ready to ensure that you don’t lose the candidate you worked so hard for.
This step is not always done by the HR department, but it should at least be arranged by them because it will be the first point of contact for the new employee. The onboarding process should include a welcoming session, shadowing for a period of time, and a follow-up. This helps the new employee ease well into the company.
Take a look at each critical step to see where you can make improvements. Analyse your current recruitment process and check to see if it is aligned with the goals you have set. Is everyone doing his or her job to ensure the recruitment process goes smoothly?
This process has many interlocking parts. So, the consequence of poor quality is a low return on investment and budget. Recruiters who are more effective know the critical factors that affect the recruitment process.
And help in improving them.
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