Recruiting process and method evolve. Nowadays Hiring is very different from the traditional hiring process and, in a pandemic situation, hiring is totally changed, hiring in June 2020 is already different from hiring in January 2020. But one thing that doesn’t change is the definition of successful hiring. finding the best match for a given position. Therefore, it is up to the recruiter to implement best practices throughout the recruiting cycle. Constantly improving the quality of recruitment means challenging your habits.
What is a recruitment process?
A recruitment process is a step-by-step method used to find, recruit and ultimately hire new employees. A good hiring process will help you attract and retain high-quality employees who match your brand. The specific elements of a hiring process are unique to each company, but there are some general steps every business can follow to attract and hire qualified candidates.
Steps involved in the Recruitment process
There are 10 general steps that recruitment processes include:
- Write a job description that accurately reflects the hiring need.
- Advertise and recruit for the open position.
- Analyze and review candidate resumes, cover letters, and applications.
- Conduct a phone interview for initial screening.
- Conduct in-person interviews (or video conferencing interviews if recruiting remotely).
- Have the job applicant perform applicable assessments.
- Run a background check and check references.
- Make a hiring decision.
- Extend a job offer.
- Hire and onboard the new employee
Steps to improve the recruitment process
- Analyze your recruitment process
Start by asking the right questions: What steps of the process can be improved? How to improve the quality of applications we receive? Or that of candidates we hire? What sourcing method and channel work best? Which ones attract the best candidates? What skills are you looking for in your candidates and which are more important, and should you focus on them? Do all stakeholders agree and share your vision? Are you using the most efficient tools to optimize your process?
The answers to these questions will form your road map to more qualitative recruiting.
- Build a strong employer brand.
According to some surveys that 69% of respondents are likely to apply for a job if the employer actively manages its brand by responding to reviews, updating the company’s profile, and sharing updates on the company’s culture and work environment. When you focus on building a well-known employer brand, you won’t have to do as much active recruiting. You’ll be a highly sought-after organization, flooding with applicants
- Move as quickly and efficiently as possible.
It’s important to act quickly, especially when you know you’re interested in a specific applicant. Even if you haven’t made a decision yet, you should follow up with the candidate often, discussing further details of the position to ensure you’re on their radar. Also, respond to any questions or concerns right away to keep them updated throughout the process.
- Write better job descriptions.
Focus on what your company can do for potential employees, and you’ll attract candidates who better fit your needs. Writing a job offer is a first and crucial step to hire top talent. So much is communicated through job descriptions. For example, ask yourself if your requirements realistic? If you are looking to hire graduates with the corresponding compensation, should you ask for over 2 years of experience? Are the benefits you put forward adapted to the type of person that will apply to your ad? Should candidates already know how to perfectly use all the tools you list? Can’t they quickly learn once hired?
A chatbot on your career site is an excellent way to guide them, to find out more about your company and the offers, and even to integrate them directly into the pre-selection process.
- Embrace digital trends and social media.
Most people want to work for companies that keep up with the latest tech trends. Part of embracing the digital age means using public social media profiles for candidate research. Like most employers, you’ll probably conduct a standard background investigation on applicants, but the candidate’s social media profiles can offer more details about the individual as a person and an employee, for better or for worse.
- Pre-select candidates on video
Saving time, energy, and money, the video interview is a great and easy way to quickly identify a candidate’s soft skills and know more about them through their personality and not just their CVs. This pre-selection method speeds up shortlisting and allows to see more candidates in less time. It also allows involving all stakeholders in the recruiting process, including the hiring manager who not always a part of the process and facilitates communication.
- Ask the right questions
Personalizing the interview means asking relevant questions that lead to interesting answers. Right questions are clear, and straightforward and let you assess skills and essential criteria required for a position. Recruiters often ask the same questions out of habit. However, each job its own set of questions. Including “trick” questions for instance can be useful to evaluate situational intelligence or behavior for a consultant for example, but not for another job. Take time to ask yourself if all the questions you ask are objectively useful.
- Hire and onboard!
As you know, the recruitment process doesn’t stop once the new hire signed the contract. Successful recruitment is measured over time. After you can rightfully congratulate yourself for hiring new talent, starts the retention phase where you make her want to stay for as long as possible. Show her how happy you are to see her join the company, take care of her integration into the team, take the time to welcome her, and give her time to settle in. It is up to you to make the most of this experience in order to improve the quality of your recruitments.