The Quick Guide to an Effective Recruitment Process
Organizations can locate suitable candidates fast and efficiently with a strong and structured recruitment procedure. It is critical to hire the right fit for an organization as it not only is value for money but also an organization is known for the people who work for it. Each employee represents the organization to clients and the outside world. Hence, the procedure necessitates deliberate preparation and recruitment to choose the right candidates. Talent acquisition and retention are important components of every successful organization. By implementing an effective recruitment process, businesses may reduce employee turnover and the expense of replacing employees. A survey revealed that the employee attrition rate is expected to rise to 49% in the year 2022 in the IT sector.
The steps involved in finding and identifying fresh talent to fill a position in a business are known as the recruitment process. Managers, recruiters, the HR department, or a combination of the three are normally in charge of this task. The process of hiring is made easy with new software which enables smooth movement in this complicated process.
The recruitment process entails locating the best candidate for the job in terms of abilities, experience, and personality. It entails gathering and reviewing resumes, setting up meetings or interviews, and lastly hiring and onboarding the new employee to begin working for/with the company.
This is how companies may carry out a smooth recruitment process step-by-step:
1. Identification of company’s needs and requirements
Once the hiring team is clear about the manpower budgeting, vacancies, CTC, etc., it becomes easy to look for people who are suitable for the job role and are willing to join the organization within the given time. When you're replacing someone who has recently gone, identifying the hiring need may appear simple, but it becomes more challenging when you're creating a new post or changing the requirements of an existing one.
2. Pen down the job description (JD)
A detailed job description is an important and key component of a successful recruitment strategy. Once there is a good understanding of the company's and department's demands, one should set down the role's duties and responsibilities. This is a crucial step as job descriptions help a potential applicant understand the position's needs and expectations, salary range, full-time/part-time, and date of commencement. To attract and meet applicants who can adequately satisfy the needs of the work, it's critical to be as clear and precise in the job description.
3. Creating a recruitment plan
Create a recruitment plan to save time and energy. Plan the most effective ways to spread the word about the position. Decide who will be responsible for examining applications, scheduling and conducting interviews, and selecting the best candidate. Also, the channels through which the candidates can be viewed and filtered can be considered like LinkedIn and various job portals, etc.
4. CV screening
This is a time-consuming process as the hiring team has to shortlist CVs in a limited time after having to go through them thoroughly. That is why one must use keywords that match those in the JD to reduce the search time in the course of this process. Academic excellence can be a good factor to consider the CV for further movement in the process. This also includes the judgment regarding the relevance of previous work experiences, i.e., if they add to the betterment of an organization. One can also look at the consistency of an individual if there has been job-hopping in a short time span as this points out that the individual is either hungry for growth or money. Right tools used for candidate search can help sift out unqualified applications.
5. Shortlisting
A quality candidate may not wait for long periods without hearing back from an organization as they may have better offers. So, it is imperative to keep in touch with them on a routine basis, or they'll move on to other opportunities. Being alert to the messages from potential candidates should be the priority of the hiring team and the hiring manager.
6. Online-interview
Once the team and the organization are satisfied after shortlisting the CV, them conducting an online interview through and across various platforms like call, zoom, skype, etc., is a must. It helps narrow down the search for the correct candidate and ensures that the company will want to spend the time interviewing them in person. It is advised to have a selection of the top questions to ask the candidate during this round.
7. Psychometric Analysis
A person who is being considered for an interview should go through an analysis to gauge whether he/she will be a good fit in the organization's culture and environment as it is a given that like-minded people work well together. Questions and tasks which can help map the brain of the candidate to analyze their risk-taking capacity can be beneficial for an organization. The presence of mind, quick actions, right kind of behaviour with the co-workers and seniors, temperament, and more can be made an idea about by various tests.
8. Face-to-face Interview
Such interviews are ideal not only for assessment of the right skills and abilities but also for judging other factors like confidence, arrogance, nervousness, and modesty which exude from the body language of an individual right from when enters the premises, during the interview to the moment he steps out of the office.
Interviews should take place as soon as possible after a phone screening, ideally within a week. If the procedure drags for far too long then the candidates might lose interest. Communicate with the person about where they are in the process and how long it will take for them to reach a decision. Even if one determines they're not a good fit, always follow up.
9. Extending an offer
Even though the organization offers a job to someone doesn't mean they'll take it. At this stage of the process, take great care to create a desirable offer that the prospect will not want to turn down. Many organizations offer to join bonuses and other incentives to attract eligible candidates for their vacant positions. Over 90% of people say that being approached by a manager makes them more likely to accept a job offer, so don't be scared to call out. The hiring manager should also keep another candidate as a standby if the approached candidate rejects the company’s offer. Consider the procedure to take some time, and be prepared to haggle about pay, perks, and terms of the agreement.
10. On-boarding and getting started
The hard work begins now that the company has decided which applicant will join its team. Implementing a new employee onboarding procedure to ensure that the applicant has a great experience can quickly transition them for the position they were hired for.
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