7 Crucial Stages In A Recruitment Process
Many people see the recruitment process as finding a new potential employee who best meets every company’s needs. However, it is not as simple as it sounds. Choosing the right candidate is not a cakewalk that anyone can execute elegantly. It involves very rigorous steps, which most of the time are boring and tiring in nature.
This article will discuss the recruitment process and the 7 crucial stages in a recruitment process.
But before we dive into the discussion of those crucial 7 points. Let’s try to understand what the recruitment process is-
An easy answer is ‘that the recruitment process is model-oriented. It leaves no stone unturned in ensuring that the company is getting the best candidate.’ For a remarkable period, the HR department used to hold the responsibility for locating and onboarding new employees. Still, nowadays, the picture is changing as organisations seek the help of third-party recruitment agencies for a better and more effective recruitment process.
Recruitment processes focus largely on recognizing, attracting, onboarding, and retaining the best potential candidates. They are available in the market space.
Now let’s discuss the 7 important stages of a better recruitment process.
1.I don’t know what my needs are?
If you are not aware of your needs, the probability of finding them is almost nil. Answering these few questions will help you understand your needs better.
- Are you looking forward to filling a vacant post? Or looking for a post that will be vacant soon?
- Are you looking for a post that does not have a desk in the office but needs to be there in the coming days?
- If looking for an already vacant post or a yet-to-created post. Did you consider filling that space through the internal recruitment process?
- Did you check your needs regarding competence, personality, or performance?
What duration are you looking for? A short term or a long term?
2.Failing to Plan is planning to fail-
Yes. It’s right that the one who fails to plan is nothing but one who plans to fail. Proper planning is inevitable in ensuring the smoothness of the process. Now that you have got the exact idea of your needs and requirements. After realising the needs of your organisation, the next obvious step is to have a well-organised plan. While planning that you are taking care of the expectations of everybody involved in the hiring process, doing so will save a lot of time and energy. Proper planning is inevitable in ensuring a smooth process.
3.Hello! We are hiring-
Now that you are done with the hiring needs and planning. Now it’s the time to reach out to potential candidates. Write a detailed job description, and mention all your needs, the role and responsibilities of the employee for the post, and the expectations that you have from the candidate. You can consult any third-party agency that works as an external recruitment provider to help you reach the candidates.
It is important to note that top-level candidates don’t always look for a job. However, they need to be hired most of the time.
4.Good in, rest out-
Pre-screening the candidates, which can be done through a small telephonic interview or a thorough study of the candidate’s resume, helps you declutter the applications received. But most of the time, if not always, recruiters run low on time. To keep yourself aloof from this issue you can consider taking the help of a good recruitment agency. They will help you tackle this issue by forwarding only the relevant applications to you.
5.Introduce yourself, please!
The next step, which is probably the most crucial part of this recruitment process, is calling the shortlisted candidates for a face-to-face interview.
The interview panel must include 3 or 4 key people of the organisation.
Doing so will ensure that the candidate is not a victim of any personal bias. It also helps ensure that the applicant is getting a well-rounded evaluation.
6.Show me your report card-
Even in a face-to-face interview, the chances are likely that the candidate could deliberately conceal some information that might not fit the role and position which he got interviewed for. Perhaps he could have been involved in some criminal activities or might be in some credit forgery or any other complexities. Going for a background screening becomes a must to ensure that the organisation’s overall safety will remain intact even after hiring the candidate. So, before you hire an applicant, make sure that you double-check his educational qualifications, criminal records, and involvement in financial disputes.
7.Welcome to the team-
This last step is always overlooked by many as they think onboarding is not just a formality. A good recruiter should not overlook this last step because it would give the candidate a sense of belonging. Now that your new hire is ready to join you as a team. To make your new hire feel at home. Go ahead and greet him with a cheerful welcome, take him on an office tour, introduce him to the team members, and let him settle in with the new environment.
In the above article, we studied almost all the crucial stages involved in a recruitment process. We learned that a recruitment process starts from feeling the need of an employee and ends at onboarding. Everything that we discussed was solely to recruit the best candidate, and recruitment doesn’t just end at onboarding but rather at retention. So in a way, retention is the essence of the whole recruitment process.
To ensure the retention of your newly hired employee is long. Please make sure that you are not leaving any stone unturned to make him feel at ease with the new setup.