What is recruitment?
Now to start off with, a recruitment process can be defined as the steps taken to draw in and select a new employee to fill an opening in an organization. This job is usually done by the Human Resource Management (HRM), recruiters, or a combination of both. Human resource managers typically lead this process, collaborating with relevant departments and team members to streamline recruitment. The recruitment process involves finding the candidate with the best skills, experience, and personality to fit the job.
The following are the steps in a typical recruitment process:
- Identify Your Needs:
The first step would be to create a list of needs before you create a job posting. It may seem easy to identify the hiring need when you’re replacing an employee who just left, but the task gets more difficult if you’re creating a new position or changing the responsibilities of a role. So this should be planned and decided with utmost precision.
- Prepare the Job Description:
Once you understand your business and department’s needs, you should determine the duties and responsibilities of the role and write them out. Job descriptions help communicate the organization’s needs and expectations to a potential candidate. It’s essential to be as specific as possible in the job description to attract and meet candidates who can sufficiently meet the demands of the role.
- Create a Recruitment Plan:
Save time and energy by creating a recruitment plan. Strategize the best ways to get the word out about the job. It will be best to split up the screening process with different person so as to ensure a fair recruitment selection like: Split the works: who will be reviewing resumes, scheduling interviews, and deciding on the right candidate.
- Start Searching:
The next step would to start searching effectively. Use keyword recruitment tools to cut down on your search time during the recruitment process. This can be the most time-consuming part of recruiting, and keyword tools can weed out unqualified applicants.
- Recruit Top-Tier Candidates:
The best candidates likely have many options, and you’ll need to maintain timely communication or they’ll quickly move on to other opportunities. Use a mobile hiring app to review top candidates quickly, right on your smartphone, whether you’re in the office or on the go.
- Conduct a Phone Screening:
Once you have your eye on certain applicants, conduct an initial round of phone screening to narrow down the selection process and make sure you want to take the time to interview the candidate in person. Make a list of the best interview questions to ask before you get started.
- Interview in Person:
Interviews should be conducted soon after a phone screening-ideally within a week. The process shouldn’t stretch on too long, or candidates may lose interest. Communicate with the interviewee about where you are in the process and how long it will take to get back to them with your decision. And then be sure to follow up, even if you decide they’re not a good fit. Be sure to allot enough time so you can focus and give candidates your undivided attention.
- Offering the Job:
Just because you offer an employee a job doesn’t mean they’re going to accept. Take great care in this step of the process to present a desirable offer the candidate won’t want to pass up. Over 90 percent of people report being contacted by a manager can make them accept a job offer faster, so don’t be afraid to reach out. But expect the process to take time, and be ready to negotiate salary and benefits.
- Background verification:
Perhaps one of the most important steps in the recruitment process. Don’t be afraid to do a little BG verification by looking into their LinkedIn/other social media profiles. Also a verification with their previous company in case of experienced candidates or do check with their college in case they are freshers.
- Onboarding a new employee:
Now that you’ve determined which candidate will be joining your team, the real work begins. Implement a new hire onboarding process so the candidate has a positive experience and can easily dive into the job you’ve hired them for.
Once onboarding is done, the training and debriefing of the candidate begins.
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