Hiring staff is a cornerstone for
any business. Although recruiting is a common practice, dividing the process
into main steps will help enterprises
and recruiters make the best selection. Looking at the recruiting process
as a sequence of steps will help you consider strengthening each step.
What exactly is a recruiting
process?
An accurate and consistent
recruiting process is a process procedure for hiring a new employee. A company
determines its competency gaps, selects from its talent pool, and employs the
best applicants. Most businesses have their own recruiting procedures.
The below are the most common
steps in the recruiting process, irrespective of business or organization size.
Notwithstanding, each company has its own hiring process steps that may differ
according to the industry, the position, and the nature of the job.
Step#1 Identifying The Hiring Requirements
Before posting your job ad, you
must first determine the specific required qualifications and how much the
candidate is essential to the company. Interviewing staff or team heads may be
beneficial in determining how many employees you'll need and what their
responsibilities will be. By spending some time analyzing the position, you'll
understand the company's needs better and lessen the employees' turnover.
Step#2 Creating The Job Description
Creating
a job description in today's AI and automation world has become a talent,
not a task. It would help if you made
a
job description that ranks higher in search engines to receive a bulk of
qualified resumes. That will help you hire the best fit and create a strong
talent pool for further job openings.
Here're some vital steps to create
a good job description:
- Do job analysis
- Write a clear job title
- Describe responsibilities and duties
- Create urgency for the position
- Sell your job and company
- Make salary and benefits clear
Step#3 Attracting Talents
Recruiting top stars can be one of
the most challenging aspects of the recruiting process. You must have a strong
presence among your potential employees. Your company culture and work
environment must be appealing to them. Your job description must be catchy to
attract them to apply immediately.
Attracting
talents is challenging as the job market is fast-paced, and their interests
change quickly.
For almost all businesses, social
media and reliable job search websites are already excellent channels for
recruiting, which help the company maintain a solid online branding to attract
exceptional talents. Savvy businesses study market competitiveness to ensure
that compensation, incentives, and demands are competitive with local norms,
which helps to attract applicants. Applicant
tracking system (ATS) aid in the application process by streamlining it.
Step#4 Selecting Candidates
If you apply the first three steps
successfully, you'll indeed receive hundreds if not thousands of Resumes… It's
time to filter, sort, and shortlist. How will you do this in minutes?
ATS
software can help you sort the resume using keywords to pick the top
talents who meet your requirements, saving your time.
As recruiters review applications
after an ATS has filtered them, they will devote their resources to identifying
the best fit for the job among others who may also be qualified but not the
best. That ensures a high-quality recruiting process.
Step#5 Interviewing Candidates
Phone interviews are the first
choice for several companies, followed by in-person interviews. Interviewing
the candidates has also been influenced by AI and automation.
Businesses
now seek text messaging or phone to conduct interviews before moving on to
the next step: the virtual or in-person interview. That is especially important
for companies that employ online or remote workers.
Although phone and text messaging
interviews are the trend today, conducting face-to-face interviews is vital to
determine more about the candidate. His body language may reveal many aspects
of his personality that may not appear through a phone or a chatbox.
Step#6 Reference Checking
Who would provide contact details
for a person who will say bad things about him?
Try to find creative ways to know
more about the candidate away from calling his reference directly. Try to reach
some people who will be not biased and give correct information about the
candidate regarding his experience, conduct, job performance, etc.
Step#7 Background Checking
Before offering a job offer, many
employers need background checks. These checks will shield an organization if
an employee commits an unethical or criminal act after being hired. These
checks can include drug tests, personality assessments, and medical tests based
on the sector and job requirements.
Recruiters can automatically check
the candidate's background. That can be achieved by setting up name-matching
technologies, applicant research, scanning for warning signals, and removing
fake results that ramp up and enhance the validity of the background checks.
Step#8 Job Offer Managing
Making a written offer letter and
sending it to an employee who has been chosen for a position will help to
guarantee the clarity of the conditions of work and requirements. The offer
letter acts as evidence that can be referred to later if disputes occur. If
an
applicant refuses the offer letter's conditions, a company can submit
another modified one.
Step#9 Onboarding
After accepting the job, the
company has to start the onboarding process. Onboarding entails making the new
employee aware of the company's policies, culture, teams, and training through
a presentation and making his work space equipped with all he needs during his
job.
Onboarding can typically help the
employee be familiar with the company's environment and engage with his
coworkers.
AI onboarding via ATS software
will be more convenient and relaxed. Company-specific newsletters can also
assist new workers in socializing.
Step#10 Re-evaluating & Optimizing
Reevaluating and adapting will
assist recruiters in reviewing each stage of the recruitment process and
assessing the feasibility of current strategies. Recruiters will monitor
progress and evaluate how transitions impact applicant experience as
modifications are introduced. Companies may use these resources to constantly
develop recruiting practices and respond to changes as an integral part of
their recruiting policy.
Hiring is part and parcel of any business, so recruiters should clearly understand recruitment steps. That will help ensuring a high-quality hiring process, selecting and top candidates, and retaining exceptional talents.