The process of hiring potential candidates is not always the same and each company in charge of recruitment will likely have its own schedule for how the hiring process should be done. But it’s good to know that there are some essential steps recruiters generally follow before making a final decision on whether or not to hire an applicant.
1. Step #1: Identify the need for a new employee
The human resource department of any company is responsible for identifying the need for a new employee. The process of recruiting a new employee starts with the identification of a vacant position in the organization. There are various ways to identify a vacant position, which include:
- Observing current employees and understanding which positions are most often left unfilled or where there is a high turnover rate.
- Conducting a skills and knowledge audit to determine which positions would benefit from additional staff.
- Analyzing the company’s budget to see where cutbacks have been made and which areas may be understaffed.
Once the need for a new employee has been identified, the next step is to determine what type of person would be best suited for the position. The human resource department will then create a job posting that includes all of this information.
2. Step #2: Planning
The recruitment process can be a daunting task, but with careful planning, it can be a breeze. Here are a few tips to help you plan your recruitment process:
- Define your needs. Before you start the recruitment process, take some time to think about what you need. What skills and experience are you looking for? What kind of person would fit well into your company culture? Once you have a clear idea of what you’re looking for, you can start to narrow down your candidate pool.
- Set a budget. Recruitment can be costly, so it’s important to set a budget before you start. Think about how much you can afford to spend on advertising, pre-employment testing, and other recruitment-related expenses.
3. Step #3: Writing the job title and description
As a recruiter, when it comes to writing the job title and description, be sure to be clear and concise so you can attract the best candidates for the position. You want to make sure that potential candidates understand exactly what the position is, and what will be expected of them. Try to avoid industry jargon, and focus on writing something that can be easily understood by everyone. Before starting the recruitment process, it is important to have a clear understanding of the role you are looking to fill. This will help you determine the necessary skills and qualifications needed for the position.
4. Step #4: Promoting the job opening
Once the job title and description have been created, promoting the job opening is the next step. This can be done through various channels such as online job boards, social media, or even word-of-mouth. Be sure to share it on social media, and send it out in any newsletters or email blasts that you may have. You never know who might be interested in the position, so it’s important to get the word out there as much as possible. After the job posting has been created, the human resources team will begin to receive applications from candidates interested in the position. The goal is to attract a large pool of qualified candidates so that the company can choose the best person for the job.
5. Step #5: Screening candidates
After receiving enough applications for the job vacancy, it is time to begin selecting the best candidates. Once you have received applications or resumes from interested candidates, it is important to screen them carefully. This includes reviewing their qualifications and conducting interviews (if applicable). When you’re screening candidates, you’re essentially looking for red flags that would make someone unsuitable for the role. This could include anything from spotty employment history to unrelated skills. To save time, many recruiters use candidate screening software such as:
- Fresh Works
- Xor
- Recruitment Screening Software
6. Step #6: Conducting interviews
When conducting interviews, it is important to ensure that all questions are relevant to the job and not discriminatory. It is also important to ensure that the interviewer asks questions of all candidates in order to maintain a fair process. Finally, the interviewer should make sure to take notes during the interview so that they can make an informed decision afterward. For more info, you can refer to my article on how to shortlist candidates for a job interview.
7. Step #7: Skill assessment test
As part of the recruitment process, many companies require job applicants to take a skill assessment test. This test is designed to evaluate a candidate’s skills and abilities in order to determine whether they are a good fit for the job.
An applicant’s score on a skill assessment test can be a deciding factor in whether or not they are offered a job.
8. Recruitment process step #8: Background & Reference checks
As a hiring manager, one of the most important stages of the recruitment process is conducting background and reference checks. This helps to ensure that the candidate you’re considering is qualified and suitable for the position.
There are a few different ways to go about conducting background and reference checks. One option is to use an online service like Checkr. This service offers an automated way to run background checks and can be used for both individual candidates and large groups.
Another option is to conduct the checks yourself. This can be done by contacting the candidate’s references and asking them questions about the candidate’s work history, skills, and character. Additionally, you can run a criminal background check through a government website or private company.
Whichever method you choose, it’s important to make sure that you’re thorough in your checks. This will help you to weed out any candidates who might not be a good fit for your company.
9. Recruitment process step #9: Decision Making
One common method of decision-making is to consider all of the potential candidates and then choose the one that seems the best fit. This can be a good option if you have a clear idea of what you’re looking for in a candidate. However, it can also be difficult to compare candidates fairly if you don’t have set criteria to go by.
Another option is to use a weighted scoring system. With this method, you assign different weights to different criteria (such as experience, qualifications, and personality) and then add up the scores for each candidate. This can help you compare candidates more objectively. However, it can be time-consuming to set up the weights and calculate the scores.
Finally, you could also try a group decision-making process. With this approach, you involve others in the decision-making process, either by asking for their input or by having them vote on the final candidate. This can help ensure that the final decision is made democratically and that everyone is happy with the outcome.
10. Recruitment process step #10: Making a job offer
The final stage of the recruitment process is making a job offer to your successful candidate. This can be done verbally or in writing and should include all the details of the role including salary, benefits, start date, and any other key information. However, the first selected candidate might reject the job offer. In this case, you need to extend the job offer to the second or third best candidate. Once the offer has been accepted, you can then start planning for your new employee’s first day!
11. Recruitment process step #11: Onboarding
Onboarding is the process of orienting and acclimating new employees to their roles within an organization. The goal of onboarding is to help new hires feel comfortable and confident in their ability to do their jobs and to let them know what is expected of them from the start.
The onboarding process can vary from company to company. But there are some common elements that are often included. For example, many organizations will provide new hires with an orientation packet that includes information about the company’s history, culture, and values. To drive employee satisfaction, some companies might also give new employees a tour of the office, so they can get a feel for the physical space they’ll be working in.
In addition, onboarding is also an opportunity to start building relationships with co-workers. Many companies will host a welcome lunch or happy hour for new hires, so they can meet their colleagues and start to feel like part of the team.
Onboarding can be an overwhelming experience for new employees, but it’s important to remember that everyone goes through it at some point. The key is to take things one step at a time and to reach out for help if you’re feeling lost or confused. With a little time and patience, you’ll be Settling into your new role in no time.
Conclusion
It is important to remember that the recruitment process is not just about filling a position; it is also about finding the right person for the company. A bad hire can cost a company time and money, up to $300,000, according to Revolution Recruitment. So it is important to take the necessary steps to find the best possible candidates.
There are several ways to find candidates, and the best method will vary depending on the company’s needs. However, some common methods of recruiting include job postings, online job boards, employee referrals, and campus recruiting.
Once candidates have been identified, it is important to screen them carefully. The screening process should include an interview, as well as reference and background checks. After the screening process has been completed, it is time to make a decision and extend an offer to the candidate.
The recruitment process can be time-consuming and costly, but it is an important part of any business. By taking the time to find the right candidates, companies can ensure that they are making a wise investment in their future.