Recruiting works best with your organization in mind. When you outline the steps of the recruitment process clearly, everyone stays on the same page.

What that means for you is that you’ll be in a better position to attract and retain the top talent.

For every organization, the recruitment process will be somewhat different to each other. The scale of the company, its goals, and the type of positions will all have an impact. That said, there are generally accepted factors you should consider to ensure all of your recruiting needs are being met.

Operating with a recruiting software is one hack to make the entire process simple. But, what’s important is standardizing the way you hire so that it becomes easier. From there, it leads to excellent and consistent results.

What is The Recruitment Process?

The recruitment process is how you find, onboard and hire the best candidates for an open job position in an organization. In companies where there are open job vacancies, it’s the HR department’s responsibility in finding and attracting the best candidates. They also need to be making sure that each applicant has been assessed and evaluated with the appropriate background information.

To operate with fluidity and with the most efficiency, HR professionals will make use of applicant tracking systems and recruiting software to enhance their workflow.

By using the same software as top recruiters, the stages in the recruitment process can be automated and streamlined without compromising quality.

5 Steps to Build a Recruitment Process  

1.    Understand What and Who You Need

Every HR professional involved in hiring will have some idea of the role, its requirements, and who they think would best meet both conditions. Often not, those ideas will differ, which can cause problems with recruiting, including slowing the whole process.

To select and hire the most ideal candidate, it’s critical to find common ground and clarity on a role and its requirements.

Anyone playing a part in hiring should consider the new role’s responsibilities and what a candidate should bring to fulfill those needs. If a must-have skill could make or break a candidate’s application, this would need to be described clearly.

You should also be able to explain precisely why particular qualifications and skills are vital to the company.

The first stage of the recruitment process will help you evaluate every candidate as they come in. This remains true whether you’re in the resume-gathering phase or further into the interviewing phase.

Typically, some skills and certifications are mandatory for hires while some are desirable but not required. Going through the details of these skills early hones the eventual job posting and provides a structure for interviewing. 

2.    Create an Effective Job Posting

With an excellent idea of what the job is and who is the right fit, the next step is creating a job posting.

A carefully crafted job description will do the following:

  • Attract potential candidates
  • Facilitate relationship between candidates and your company
  • Makes your company values and expectations clear

To put simply, the job description is the centerpiece of how effective your job posting works.

One key thing to remember when creating a job posting is not to recycle your previous postings. Even if you’re re-hiring for an existing role, it’s worth thinking about what the current requirements are. That includes skills, responsibilities, and other highlights of the job posting which may have changed since the last round of hiring.

As well as including any nice-to-have qualities, it’s essential your job posting includes a list of all the required skills and responsibilities.

The location, hours, and how the job fits into the overall company should also be mentioned.

Another important thing to highlight is why a candidate would have any interest in your company. This is your opportunity to sell your brand vision and values, its culture, benefits and salary. Any other compelling factor that could generate interest should be added too.

However, it’s a good idea to keep everything concise and straight to the point.

Focus on the aspects that will impact your hiring decision and what could sway a potential candidate to apply. 

3.    Develop a Recruiting Plan that Optimizes All Of Your Hiring Channels

The recruiting plan is an essential part to making sure your recruitment process stays effective and successful. After you’ve drafted a job posting, it’s now at the point where your organization needs to decide how and where you will recruit a candidate.

A common place to recruit includes your own careers page.

This is where important information about the organization is shown and it’s a chance to show off your corporate culture/environment.

Major job boards also attract candidates and are typically linked in with search engine result pages. Social media is an increasingly useful outlet for job postings, especially as recruiters aim for younger demographics.

Your recruiting plan might also include in-person outreach, like job fairs or networking with existing contacts.

For other roles, you may look at previous applicants from the past.

While they may not have been a good fit for the job they initially applied for, they could be excellent in another role. It’s up to you to determine that by using your recruitment options, sources, and knowing how to get the posting to each outlet to ensure you’re acquiring the top talent.

Another part of the recruitment process to be considered is the internal recruiting structure.

Internal recruitment starts from using your warm network because sometimes, the best candidates are found within. If that’s the case, this would make the entire recruitment process of finding the best candidates far more efficient.

Another good example of this is making use of employee referrals.

Before going wide with a job posting, it’s worth leveraging the people who know your company values the best. Those connections you have could unlock hidden candidates and lead from one thing to another. 

4.    The Interviewing Stage and Making an Offer

This is one of the most crucial stages of your recruiting process.

Those involved in hiring often skip to this step without paying close attention to the smallest details. Your hiring committee needs to review applicants, which is easier when they have already taken time to understand the role and its requirements.

Next, compare each candidate to the job requirements and posting to determine if they’re a good fit. Again, it’s easier and quicker to identify if you’re using the right recruiting software.

For some organizations, they may choose a short phone screening to weed out candidates whose availability or salary wants do not match the job.

After you’ve filtered those details, the actual interview can happen via video or face-to-face.

During the interview stage of the recruitment process, it may include a series of interviews or one interview with a panel. Whatever the style, hirers should have an intelligent system in place for each potential role, including standardized questions and relevant materials from the candidates.

Ideally when the interviewing is finished, you’ll find a clear front-runner among your list of applicants.

The next steps are to check references to understand strengths, weaknesses, and experience. Then it’s time to make an offer – your preferred timeline should also be made clear.

Otherwise, a slow onboarding system could result in losing qualified candidates.

5.    Prepare For Your Future Recruiting Needs

It’s always best to be prepared for the future rather than leaving everything to the last minute.

Building a strong talent pool and having a stream of top talent on standby keeps you ahead of the curve. When you’ve built up a list of potential candidates in advance for your future recruiting needs, you won’t have to worry about restarting the cycle over and over again because those vacancies would be filled much faster.

Conclusion:

Your recruitment process should change with every role. The steps outlined above form a strong framework for all of your hiring needs. With predictable, understandable systems put into action, your company will thrive.

To discover how StaffingSoft’s recruiting software can transform your entire recruitment process and meet all of your hiring needs, sign up for a free live demo below!

If you found this guide useful, be sure to share it for other modern recruiters and HR professionals to see. Anything else you want to know or any queries you have, please don’t hesitate to contact us!