Effective Recruitment Process

Recruitment is the process of discovering the potential for actual or anticipated organizational vacancies (DeCenzo and Robbins,2008)

Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in organization. – (Edwin B Filippo, 1984)

 

                                                                            (Figure 1)

Why is recruitment important?

Employees are the lifeblood of companies, so finding and attracting the best candidates possible is of utmost importance. A poor recruitment effort can result in unfilled jobs and a loss of revenue, while successful recruitment will bring in the right candidates on a timely basis, ensuring a business is able to continue to move forward.
Also, in a competitive hiring market, employee retention can be tricky, but an effective recruitment strategy can minimize that risk by ensuring the right people are hired into the right roles.
When recruiting is done well, your workforce is engaged, employees are in the most suitable position for them to succeed, your organization thrives, you can attract better candidates, you have good ratings on sites such as Glassdoor, you can reduce turnover, you can build a talent pipeline and more.

How does recruitment work?

To ensure an organization's recruitment activities are well thought out, effective and efficient, an organization may develop a recruitment strategy. The recruitment strategy may cover items such as the size of the organization, the overall economy, the competition for similar candidates, the attractiveness of the organization, labor laws and other legal considerations.

Generally, the hiring process is similar across organizations; however, the number of steps in the process and its associated tasks may vary. For example, one organization may ask candidates to do a pre-hire assessment, whereas the next does not.

 The following are typical steps in a hiring process:

·         Conduct a job analysis to determine what is needed in the position.

·         Develop a job description, if one doesn't exist, based on the analysis, including the following in it:

o    necessary skills and competencies;

o    experience;

o    education; and

o    position-specific requirements, such as the ability to lift heavy objects on a regular basis.

·         Evaluate the job by comparing it to other positions in the organization to determine the overall value of the position. This can be done using a point system. The end goal is to ensure the compensation is equitable, based on comparable positions.

·         Get the job description approved.

·         Develop a job posting, which is similar to the job description but written with a marketing slant that takes advantage of the employer brand to help attract candidates.

·         Using your applicant tracking system (ATS), post the job posting. It is often posted internally on the company's Intranet or web portal to notify employees and on the organization's external career site, job boards and social media.

·         Educate everyone involved in the hiring process to ensure they are aware of the laws and company guidelines they need to follow. Examples may include not asking candidates their age, marital status or other personal information that is not directly related to the job they will perform.

·         Screen the resumes that have been submitted to your recruiting software.

·         Perform a first interview, possibly by phone to confirm basic information and gauge the interest of the candidate.

·         Develop and share interview guides to help hiring managers conduct good interviews.

·         Perform a second interview with the hiring manager or hiring team. In small organizations, interviewees may also meet with the CEO or executive director.

·         Send a pre-hire assessment to the candidate. This can be a personality type test, a coding test for software development roles and so on.

·         Perform reference checks with current and former employers and personal references.

·         Carry out background checks, such as validating the candidate's education, or do a criminal history check.

·         Have the candidate take a drug test, assuming it is legal in your jurisdiction and required for the position.

·         Negotiate the contract, including salary or hourly rate, number of vacation days, bonus eligibility, and potential other items offered by the company or requested by the candidate.

·         Send the offer to the candidate for review and sign-off.

·         Hire the candidate, and move them to the onboarding process. 

             (Figure- 2)

Conclusion

 

Recruiting is rather simple concept-it encompasses identifying the candidate and hiring them to fill open positions. However, effective recruitment required a proper process that will lead to reliable results and also required sophisticated think outside the box in order to find the ideal candidate  

 

References

DeCenzo and Robbins,2008

Edwin B Filippo, 1984

https://www.smartrecruiters.com/resources/glossary/recruitment/ (Online)

https://www.techtarget.com/searchhrsoftware/definition/recruiter (Online)

Recruitment Strategies – Human Resource Management". open.lib.umn.edu. 22 March 2016. Retrieved 2019-01-02.