The process of finding the right candidate is more complex than most people think. In order to find the right candidate, it is first necessary to determine what the target market is. Then, to find out what type of job is best suited for the candidate. There are generally 5 steps to recruiting someone. Let’s have a look at each one.
Are you ready to take your business to the next level?
Then you need to see Robin Waite's case studies!
It is important to have a goal in mind before beginning the recruitment process. This could be anything from finding out more information about the position to advertising the position.
But the first step of recruitment is to find out what you are looking for in candidates in terms of skills, experience, and knowledge. After all, you can’t find something when you don’t know what you are looking for.
Once you have identified the job's roles and needs, you can move on to preparing a job description. Not only will this help guide you as a recruiter, but it will also help candidates tally their own skill set with that required in the job description. This really is the next sensible step. Here are some important things to mention in a job description;
After listing down the job's roles, responsibilities, daily tasks, and overall objective, the next step is to attract potential job candidates by advertising the vacant post. Identifying the right needs for a job and then attracting and motivating the applicants is a crucial part of the recruitment process.
There are two ways you can promote a job listing; internally and externally. With internal recruitment, you spread the word in the organisation you work in; this can help attract candidates through referrals or promotions. With external recruitment, the job listing is advertised outside the organisation. For example, social media, pamphlets, newspapers, etc.
You must properly and efficiently screen and shortlist candidates in order to continue the hiring process.
Next, sort resumes that have the desired qualifications by looking at their certificates, professional experience, industry knowledge, technical competence, and any particular skills that are necessary for the position. Then, develop a shortlist of applicants who meet both the requirements and the chosen credentials.
It is also wise to note down any concerns or questions regarding a candidate's resume, which can be discussed during the interview. If you happen to be a small business or too large an organisation to handle the recruitment process, then worry not because solutionsdriven.com is a professional recruitment agency that can fill in this role for any organisation like yours. So make sure to check them out.
The shortlisted candidates will now be interviewed by the recruitment team and will either get an offer letter or a rejection letter, depending on their responses in the interview. A quick and easy way to complete this step is through video calls which can save a lot of time and money.
There are a few things to keep in mind for an effective interview. Make sure you prepare questions based on the candidate's professional and educational background to see if they were honest in their resume.
In addition, an interview is a chance for the candidate to decide if the organisation is the right fit for them, sort of like vice versa for the recruiter as well. Hence, it is important to be courteous and respectful and highlight the company's strengths and benefits.
In summary, a recruitment process begins with identifying the roles and responsibilities of a job position and then preparing a well-defined job description accordingly.
After that, the job listing is advertised to attract applicants and those applicants are then screened in order to find the best fit.
Lastly, an interview is conducted to better assess the applicant to decide if they get an offer letter or a rejection.
People who read this article, also enjoyed reading: