A Guide To The Recruitment Process

Positive Employer Branding Regional Recruitment Services Recruitment Agency Leicester

Recruitment is vital for every business. It ensures that teams have the right skills to be successful, promotes business growth, develops workplace culture and increases long-term revenue. However, it is about recruiting the right people at the right time, not about immediately filling a role. To have a long-term, positive impact on the business recruitment needs to be effectively planned, implemented and reviewed.

In this blog, we will go through what an effective recruitment process can look like. With the important steps that you can take as an HR professional, business owner or hiring manager to ensure you make the right hire, the first time.

What You Need To Know About The Recruitment Process

First things first, an effective recruitment process that attracts the right talent to your business takes heavy investment. You can no longer rely on posting an advert onto one platform and then let the internet do its thing. It’s important to take the time and invest in the right elements so that:

  1. You improve the quality of applications you receive.
  2. Develop a large talent pool ready to fill future positions quickly.
  3. Candidate experience improves, which is important for long-term retention.
  4. You’ll save valuable time and most importantly, money!

To create a strong recruitment process, we recommend that you follow these steps:

The Recruitment Process Stages Of Recruiting Regional Recruitment Services. The Stages Are: Planning Strategy Resourcing Screening Onboarding Evaluation

It All Starts With Recruitment Planning

The key to finding the right person for your role or team is to figure out what you’re looking for. This is why you first need to plan. You need to develop a thorough understanding of the role that you’re recruiting for, which is achieved through recruitment analysis. With this, you’ll be able to create a job or candidate specification that will streamline the recruitment process, by making it faster and easier to identify the right talent.

At a minimum, a job or candidate specification should include:

  1. Job title
  2. Who the candidate will report to
  3. Duties and responsibilities
  4. Goals and expectations
  5. Progression opportunities
  6. Salary and benefits

The planning stage also plays an important factor in the successful onboarding of talent.

Recruiter Tip For Recruitment Planning

We have some top questions to ask yourself when you’re recruitment planning:

  1. Why is a new employee needed?
  2. What do they need to be successful in the role?
  3. How do they fit within the culture or business structure?

Next, You’ll Create A Recruitment Strategy To Follow

Now that you know what you’re looking for in a candidate, you can begin the strategy phase of the recruitment process. With this, you’ll prepare for hiring by identifying the resources required, the type of recruitment and the team that will be involved.

The top areas to consider when developing your recruitment strategy:

– What job boards are you going to be using (paid, unpaid, social media).

– If this hire needed on a long or short-term basis.

– Who will be screening and interviewing candidates.

– Will the new hire require additional training or equipment.

– Does the role require additional screening, such as tests or multiple interviews.

Start Resourcing

With your recruitment strategy in place, you’ll be able to actively start recruiting. Starting with the resourcing stage. Whatever your strategy, the keystone will be writing an optimised job advert and distributing it onto multiple channels. Such as:

The Recruitment Process Recruitment Channels That Employers Can Use Regional Recruitment Services Job Boards Internal Email Social Media Additional Support

The benefit of using a multi-channel recruiting strategy is that you maximise the reach of your advert. As each of these resourcing channels has its own network of available candidates.

There is one channel that is often neglected when employers start recruiting, and this is Internal Recruitment Sources. Your current team can be the key to finding the right talent, as they already understand the role, company and culture. Examples that you can implement: Employee Referrals, Internal Promotions or transfers.

Recruiter Tip For Resourcing

Using an Applicant Tracking System can help you to quickly post your advert onto multiple channels, whilst also keeping all of the inbound applications in one place.

How to Effectively Screen Talent

Once applications start coming in, you’ll then need to move onto the screening phase of the recruitment process. In this, you will review applications against the job specification to identify if they have the right skills and experience for the job. Screening can be broken down into two areas: CV and Interviews.

CV Screening

More often than not a good candidate will highlight their suitability on their CV early on. So scan-reading applications is ok, especially as you can be reading 100’s of CVs!

However, you will always receive wildcard CV’s and these shouldn’t be discredit. Occasionally having some flexibility can be beneficial to the recruitment process.

Interview Screening

After the initial review you can then begin interviewing candidates. This is an extremely important part of the recruitment process, as it is an opportunity to assess a candidate’s cultural fit for your organisation. As well as provides you with an opportunity to query elements of their CV.

Recruiter Tip for Interviewing

Preparation is key with interviewing, make sure that you have prepared questions beforehand and that you have a space available to conduct the interview.

Candidate Engagement Is Essential Throughout The Recruitment Processes

Candidate engagement is a must.

You need to treat every candidate with respect and professionalism, as every interaction is an opportunity to promote your company to potential talent! In a study done by CareerBuilder, 80% of candidates use the hiring process to determine how a company will treat its employees. Read our article on how Positive Employer Branding affects businesses recruitment strategy for more insight.

What To Do After Interviewing

Before submitting your formal job offer to the candidate, it is wise to undertake reference checks. References shouldn’t be a make-or-break situation regarding a candidates ability, however, they are an opportunity to verify that a candidate is everything they said they are.

Recruiter Tip For Reference Checking

When reference checking, keep an eye out for trends between what previous employers said. For example, if several refused to comment their ability to hit deadlines then a candidate might have trouble with time-management.

Once the reference checks are done, you can be confident to submit the formal job letter and write contracts. All there is left to do is wait for the candidate to accept.

Implement Strong Onboarding Processes

Implementing a strong onboarding process is criminally underused with many organisations not understanding the impact it has, the statistics prove that onboarding makes a powerful impact, in not only creating in a happy employee but also boosting performance.

Recruiter Tip For Successful Onboarding

This part of the recruitment process is more than filling in paperwork. It is about ensuring that the candidate feels comfortable whilst settling in and is integrating well with the team. As a result, many organisations choose to take new candidates out to lunch or plan a meeting during the first week to introduce them.

Take The Time to Evaluate The Recruitment Process

This should really be done throughout the recruitment process. However, taking the time to evaluate the success of a campaign is very important. It allows you to assess the potential weaknesses of the campaign and identify what worked well, enabling you to refine the recruitment process in the future

Recruiter Tip To Evaluating The Recruitment Process

We have some key metrics that you should track during the recruitment process, to help you evaluate the success:
– The number of applications views
– Number of applications
– Number of interviews
– Cost per applicant and hire
– Staff retention and Drop-Off rate.

In Conclusion

The recruitment process is difficult, especially when you have to do it alone. With a successful recruitment process taking serious investment with time and money. However, when you have a tried and tested process to follow recruitment becomes easier and more efficient. Enabling you to keep making the right hire, the first time.

We are experts in recruitment and have years of experience creating robust recruitment processes for employers, in a variety of sectors. If you want support with your recruitment, contact our team today.

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