Planning Phase

In the planning phase, you define company needs and create job descriptions/specifications for open positions. Job descriptions detail expected duties, while specifications outline required qualifications. This is done through input and analysis to align with company goals. Decide on role type (permanent/temporary, full-/part-time), training, compensation, and evaluation process. Consider organisational hierarchy, potential advancement, and emphasize both technical and soft skills. These specifications guide candidate selection, interviews, and compensation packages. Also, determine if the job is on-site or virtual.

Search

Internal methods target current and former employees, encouraging them to apply for transfers, promotions, or new opportunities within the company. Recruiters may also explore other promising leads, such as employee referrals and past candidates.

External sources involve seeking candidates outside the organization. This can encompass methods like utilizing employment agencies, advertising, campus recruitment, direct outreach, and engaging with professional associations.

Screening Process

The screening process involves narrowing down the candidate pool and selecting individuals for interviews. This includes reviewing resumes and cover letters to distinguish those who meet your criteria. Assess their education, certifications, work history, and achievements in comparison to your requirements. Some hiring managers may request psychometric or skills tests to evaluate competencies, personality traits, and work styles.

The interview stage can be conducted in-person or virtually. Recruiters and managers use this phase to delve deeper into candidates' backgrounds, goals, and skills. They also assess cultural fit with the company through targeted questions. Depending on factors like candidate volume, organization size, and role complexity, multiple interviews may be conducted. In some cases, panel interviews with multiple interviewers and one candidate may be used, particularly in larger organizations like colleges or government agencies.

Interview questions cover a range of topics, including how candidates handle stress, apply their skills, function as team members, and their preferences in an employer. For specialized roles, there may be questions to assess industry knowledge. After interviews, recruiters and leaders deliberate to select the final candidate. Before extending an offer, employers conduct background checks, verify employment details, and contact references. This verification process ensures the selected candidate aligns with company policies and expectations.

Job Offer

The next step is extending an official offer to your preferred candidate. Provide an offer letter specifying the start date, compensation, working hours, and performance expectations. It's advisable to consult with an attorney to ensure the letter contains appropriate legal language and to establish a deadline for the candidate to sign.

If you're working with an employment agency or recruitment firm, coordinate with them as they present the job offer to the candidate.

Once the candidate accepts, initiate a comprehensive onboarding process to welcome them. This includes familiarizing them with the company culture and preparing them for their role. Additionally, outline performance expectations for the first few months to help the new employee focus and understand how their work will be evaluated.

Evaluation of the recruitment process

The last stage of the recruitment process involves evaluating the effectiveness of your methods. This includes assessing your satisfaction with the recruited candidates, the cost-efficiency of your recruitment strategies, and identifying areas for future improvement.

Statistical analysis can be employed to gauge costs, time investments, and meeting requirements to evaluate the effectiveness of your decisions. Additionally, qualitative measures like surveys can be utilized to gather feedback from recruiters and managers about their experiences throughout the process.