The recruitment process is a series of actions performed to draw and select new employees to fill an opening in your organisation. Generally, managers and recruiters, Human Resource Management or a combination of all three carry out this job. Human resource managers typically manage this process with the help of team members and appropriate departments to sleek complete recruitment.
The recruitment process includes determining the candidate with the best skills, personality and experience to fit the job. It necessitates receiving and reviewing resumes, scheduling job interviews, and ultimately selecting and onboarding employees to begin to work your the organisation.
What Composes a Good Recruitment Process?
A reliable recruitment process empowers finding the best candidates speedily and effectively. The process requires outlining constant evaluation and planning. Sometimes recruit agency help companies to make the process more manageable.
The company should streamline the recruitment process so every staff member has the necessary resources and tools for their step in the process. For example, suppose a manager is task with conducting interviews. In that case, the recruiter or manager should execute the process more manageable by giving the manager a hard copy of the resume and check the background before the interview begins. The recruiter or manager should also notify a candidate about the complete interview schedule so they are not left querying about future moves in the process.
Steps involved in the recruitment process
Identify needs
The main aim of a Recruitment process is to identify and fill the requirements of the job vacancy. Jobseekers are always looking for jobs that can make them earn good money, and at the same time, they would be able to work in a reputed organisation. By identifying vacancy needs, one can address their needs. It is vital to identify needs because there may be different requirements associate with different vacancies. Some raise due to growth of business and others employees leaving the company. This step makes clear what these vacancies are.
Perform job analysis
Most organisations are now adopting job analysis for the recruitment process. They are looking for reliable and cost-effective tools to carry out a complete recruitment analysis for better results.
When a job vacancy becomes available in the company, it is vital to identify the tasks and skills required for the position. It is recognise as job analysis. The job analysis is crucial as it can identify whether a job vacancy needs to be fill or redistribute the duties and tasks to other staff. It is used to help write the job description and person requirement specification.
Prepare the Job Specification
Formulating a great job description is a vital part of crafting a powerful recruitment strategy. Once you understand your business and the needs of the department, you should discover the responsibilities and duties of the position and accumulate them out.
Job descriptions encourage better communication that the organisation wants and expectations to a potential candidate. It is essential to be precise in the job description to bring and reach candidates who can adequately match the demands of the role.
Conduct a Telephonic Screening And Interview in Person
Once you have your sight of the genuine candidate, conduct a telephonic screening to narrow down the channel of the selection process and make sure you take the time to interview the applicant in person at the time of telephonic screening. The process should not draw too long, and it may result in candidates losing interest. Communicate well with the candidate throughout where you are in the complete process and whereby it will take to get back to them from your decision.
Job offering and New Employee Onboarding
Just because you offer a candidate job does not mean they agree to accept it. Take great concern to present a pleasing offer the candidate won’t require to pass up. The onboarding process should not wholly concentrate on new hire paperwork—it should focus on operations and resources that will assist new hires in transition happily into the company. For example, distributing a mentor or a buddy and interaction with managers can facilitate new hire proficiency.
Conclusion
Recruitment of these qualified and talented people helps them in getting the job as soon as possible. But finding the most qualified and talented employees is not that easy as there are a lot of applicants who are competing to get a vacant position which might be allotted in the best possible position only. A recruitment process can help in getting a suitable applicant only who is eligible for the vacancy which is allot in the particular department alone. Thus the recruitment process is one of the most important things to consider before getting a new employee. It is a very effective way to get a qualified and talented individual who can add real value to the business.
