Emily Clarke

Creating an Effective Recruitment Process

Regardless of the industry, the recruitment process is essentially the same across the board. In short, it's the process of identifying, screening, interviewing, hiring, and onboarding new employees. Some companies do all of this in-house, others outsource these tasks, and many use recruitment and applicant tracking software to streamline the process.

If you run a company, you may be wondering how you can create the most effective recruitment process possible. Before you make your decision, let's take a closer look at why it's important to have a strong recruitment process and what this should entail.

The importance of having a strong recruitment process

A thoughtfully-designed recruitment process helps the hiring team attract the right type of candidates, filter through candidates quickly, and minimize the overall time spent filling roles for the company. Ideally, it will save time and money while also maintaining a large pool of talented and qualified job seekers who are ready to step into positions and fill roles as needed within the company.

Key steps in an effective recruitment process

The way an effective recruitment process works will vary depending on the organization. However, all strong recruitment processes include the same key phases, which are listed below:

• Determine your company's needs: Determine where there are gaps, be mindful when employees leave, and set up a recruitment team.
• Write a strong job description for the listing: This should include the job title, duties and responsibilities, skills and qualifications, location, compensation, and benefits.
• Identifying qualified candidates: Generally, these candidates come from two types of sources: internal and external. Internal candidates are ones that are ready for promotion or who'd like to transfer from another department. However, internal sources may also include employees who are demoted to fill lower positions, retired employees who fill temporary roles, and previous applicants who didn't make the cut the first time around. External sources for qualified job candidates are generally gathered through online job portals, ads, company social networking pages, job fairs, agencies, and online professional databases.
• Screening applicants: Once you have a pool of applicants, you'll need to screen them based on their qualifications, skills, and relevant experience. You may also want to use an applicant tracking software to notate any questions or concerns to address during the interview.
• Telephone, video, and/or in-person interview: You might schedule several different interviews for every applicant, but by filtering out candidates via phone and video screens first, you can drastically reduce the number of on-site interviews you complete, saving both time and money on the recruitment process.
• Employment offer: This involves checking the candidates references, writing a job offer letter, and onboarding the person, which helps them assimilate into their new position.
• Induction: Introduce the new employee to the rest of the team and officially welcome them by having them sign a contract and giving them a welcome kit to get started in their new role.

These are the basic steps of an effective recruitment process. Although it can be tedious and time-consuming, you can streamline the process by using applicant tracking software, as many companies today do.

Author Resource:-

Emily Clarke writes about employee management, benefits and payroll service. You can find her thoughts at top HR software blog.