Steps to effective recruitment

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The ideal recruitment process is the one that attracts a number of qualified candidates who are qualified enough to fill the open vacancies and achieve the company’s goals without wasting any time or effort and for sure making the best use of the recruitment budget. Setting goals and requirements for the available jobs is vital for ensuring an effective hiring process and the most important thing to do is following the hiring process steps to identify the organization’s criteria for selection of candidates.

Steps to effective recruitment

Recruitment should follow the following steps:

  • Setting goals
  • Identify Competency Level
  • Preparing a job description and person profile
  • finding candidates
  • managing the application process
  • selecting candidates
  • making the appointment
  • Orientation
Setting goals

Setting goals and requirements for the available jobs and the most important thing to create is the job description to identify the organization’s criteria for selection

  • The required tasks
  • Working hours and days off
  • Goals and tasks to be achieved by the employee
  • The structure and hierarchy of the jobs in the organization
Identify competency level

Defining competency level assist in choosing the right candidate which can match the job requirements and have high performance to enable the candidate from achieving the organization’s goals

  • Required skills
  • Qualifications
  • Years of experience
  • Aptitude
  • Knowledge
  • Interpersonal skills
Job Requirements

Mention specific criteria and clear details for job vacancy

  • Job location
  • Salary range and job benefits
Job tenure

  • Full time
  • Part-time
  • Freelance
  • Contract
Another important point to be considered:

Clarity about how to apply for the job also is very important, Whether to apply via the company’s website or to send CV through email or describe the various ways used for applying to a specific job opportunity.  

Selecting candidates

Selecting candidates depends mainly on 2 processes to select the most qualified candidate who should be made a job offer:

Short listing

Candidates shortlisted depending on standards like the job description and candidate profile. 

Assessing applicants

Various methods can be used to assess candidates include:

  • General interview
  • Competency-based interview
  • Role play/demonstration
  • Technical interview questions
How to Find and attract best candidates

Internal methods:

  • Referrals
  • Succession planning
  • Talent Pool
External methods:

  • Online recruitment campaigns
  • Networking
  • Walk-In Interviews, job fairs, and events
Making the appointment

Employment offer is given to the selected candidate which is a written contract that indicates clear information and details concerning the job offer.

Orientation

Orientation is an important part of the recruitment process because both employee and employer need clarity for everything concerning the job and the company such as; a detailed description of the job requirements, along with more information about the company’s goals, values, and culture.

How you can evaluate Recruitment Process?

Any recruitment process should seek for searching, finding and attracting the most qualified candidates

When evaluating the recruitment process you should keep in mind the following:

  • Number of qualified candidates for selection
  • Employee’s retention rate
  • Performance of the selected candidates
  • The recruitment process overall cost
  • The duration of the recruitment process the time it took for the recruitment process to obtain the needed employees
  • Number of candidates recruited
  • Number of candidates turn over
  • Number of shortlisted candidates
Evaluation of the recruitment process indicates whether the recruitment methods and the process itself which been used are effective enough or needs to be modified.

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