Recruitment Process

For the same to accomplish, an employer has to figure out the gaps in the current team, and also figure out the outputs received based on the input provided on the behalf of his team. Workload issues need to be addressed. This comes via a regular analysis of team performance. Employers should also attempt to retain their existing employees as and when possible.

It is then equally important to act on hiring requirements well in time. Don’t wait till the last moment, but be prepared in advance.

2. Creating the job description

At this stage, the employer is sure about what he seeks in terms of experience, skills, and knowledge. It is time to create a job description now. This will include the responsibilities and duties for the job for which you are giving out a vacancy.

The best practice in this regard is to always ensure that you create a comprehensive job description. This way, a prospective employee will know if he has the mentioned qualities or not, before applying. They’d have a checklist in place, where they can tick the boxes before applying. So, in your inbox, only the resumes of the right sort of candidates will appear.

A few of the essentials to list in your ideal job description include:

Title

Duties & Responsibilities

Qualification & Skills

Location

3. Talent Search

If we consider the most important elements associated with the ideal recruitment process, then, beyond identifying the right sort of talent, they are attracting and motivating the talent. If the job listings are internally advertised, you will get some referrals as well.

Beyond this measure, an employer has to leverage social media networks and job recruitment boards to his full advantage. The more people see your job ads, the more of them will apply. This brings ease to hiring the best-suited talent for your job profiles.

When the time comes to look for new talent at your organization, an employer may also choose to promote existing employee(s) to a new role. This will be a motivating experience for an employee. But, an employer has to screen the candidates deemed appropriate for the job. This way, the attrition rates will also reduce within the organization.

4. Shortlisting and screening

The present-day market is talent-driven. Still, 46% of employers face difficulties in attracting top talent. In a majority of cases, identifying the best-suited candidates is the most difficult part associated with recruitment processes.

So, in any organization, screening and shortlisting of candidates should be accurate and efficient. One of the best ways to go about it is to first screen the candidates based on minimum qualifications. Then, one should further shortlist the candidates based on their certifications, technical competencies, domain expertise, and relevant experience.

In the third step, one may shortlist candidates who have both, minimum qualifications and preferred experience. The final step is to flag all concerns and queries that one may have in the resumes, such that they can be clarified while the interview takes place.

An organization may also choose to use an applicant tracking system which brings ease to shortlisting resumes.

5. Interviewing

The candidates who have been shortlisted can now move on to the interviewing phase. After the interviews are through, the candidates may either receive an offer letter or a rejection note. An organization may also choose to schedule multiple interviews for shortlisted candidates. This depends on their unique hiring requirements and their hiring team.

An interview will typically involve a round of telephonic or video interviews, psychometric testing, and face-to-face interview, which is characteristically the final round of interviews.

Telephonic screening is among the most convenient and easy ways to screen candidates and get an overview of their capabilities. One leaves a lasting impression on the employers in this phase.

Psychometric testing is then an equally important phase because an employer comes to know if his employees are going to stay productive over the long run in this phase. The unbiased screening delivers the best fits for any job.

6. Evaluation and employment offer

In the recruitment process, this is the final stage. However, on the employer’s part, it is never easy to be sure that a candidate is going to accept the job offer. Still, if your candidate has taken the time to complete the paperwork and has been waiting through the selection process, he should be taking your offer.

It is a fine idea to check the references before writing down an offer letter. On the offer letter, one should mention the conditions of employment alongside the joining date. All details, including compensation, should be clearly specified.

Onboarding is another process that a recruitment process should involve. The new joinee hence finds it easier to settle down and does not feel awkward. One of the best ways towards onboarding is a general interaction with colleagues, not related to work. Showing around the office and ensuring that essential supplies are handy is also a good idea.

7. Introduction and induction of the new employees

Upon accepting a job offer, an applicant will officially become a part of an organization. Herein, the joining date and time will be shared with the employee.

The next step in line is pre-employment screening, which includes reference and background checks. After the verification completes, the introduction of the employees to the organization can take place. Now, the induction process of the employees can initiate. Herein, employees receive a welcome kit in more cases than not, and the employment contract is also signed.