Recruitment Process

Recruitment Process

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What is the recruitment process

The recruitment process is usually managed by Human Resources, and is a model of sourcing candidates with the main goal of hiring new people. It provides a pool of qualified candidates from which recruiters can choose.
Not always are great talents looking for a job, so that’s why the recruitment procedure should not just be about applications that come in, but also about people already employed in other companies. Recruiters must have a proper frame of mind, and a basic recruitment flow sheet can be useful to be organized.

Recruitment process steps: are they always the same?

The recruitment process is made of some important steps, so there you go a list of them:

Number 1: Identifying the hiring needs

You have to know what you need, before you start to look. How can you find the best candidate, if you do not know how this candidate should be? You must know all the skills, qualities and characteristics this person should have, and have a complete job description in your hand.

Number 2: Planning

You now know what you need, so you need to plan how you can act. Plan everything you need to do in advance, and be careful of being well organized.

Number 3: Search

This is why it is called “head hunting”. You need to hunt people, watch outside your company, find innovative solutions. You do not find candidates hiding behind trees, you need to make an effort and search them actively. You shall not collect people and keep what is in your net, but look for something more special.

Number 4: Identify

You do not need to find candidates, but to find qualified candidates. Candidates are everywhere, and many people will always apply, that is inevitable. But top-qualified candidates and great talents are not coming in the same range, and need to be screened.So searching for them, finding them, and identifying them will be more difficult if the first three steps in the process have not been undertaken.

Number 5: Act on recruiting

Now let’s say you found the right candidates. You need to recruit them. You must sell to the candidates what you do, your culture, and their job. You need to be a company ambassador,

Some organizations miss this important distinction. Top candidates are not just interested in a great new job. They’re interested in a great new job with a great new employer. If they like the job, but they don’t also like the employer, then they’re not going to take the job. As mentioned above, recruiting is a major facet of the recruitment process.

Number 6: Call

So you have a list of qualified candidates on your table, and they are also interested in your position. The first screening moment is the one of the call. You need to telephone interview them, and this is useful to shrink the list a little bit down, so you can call the most interesting candidates and see with your own eyes if they are a good match.

Number 7: Interview

The interview is the moment when you finally meet the candidate, and you can have a real taste of how this person is, the feeling he/she gives you, his/her passion, etc.. It does not have to be a long interview, but it is a great moment to ask all the things you need to know to a candidate. Recruiters should also tell candidates what should they expect and how the process will be continuing.

Number 8: Offer

The moment of “the offer” is a crucial one: either you will get a new employee, either you will lose a new talent for your organization. It is delicate, and you should never give for granted a candidate will accept your offer. You need to be ready and to hand a “complete” offer, with no detail missing.

Number 9: Hiring

Offer and Hiring are not on the same step of the recruitment process. Not every offer gets accepted, and these 2 should not be considered as one. After the candidate accepts the offer, then the hiring happens.

Number 10: Onboarding

You hired your best-fit candidate, which is already a win. The following step, is to create a rewarding onboarding process and introduce them in the new team properly and gently. The candidate needs to feel welcome, wanted, and appreciated since the first moment.

Recruitment process outsourcing

The Recruitment Process Outsourcing (RPO) is a form of Business Process Outsourcing (BPO), where an employer relocate all the hiring process to an external service provider. The recruitment process outsourcing can use its recruiting process or adopt the techniques of the clients. RPO is only 10 years old, when it has evolved into much much more than outsourcing recruiting to an outside provider, although that’s two-thirds of the name. RPO represents an association between a company that is hiring (RPO buyer) and a company with recruiting services (RPO provider) in which the buyer is promoted, and not the provider’s.




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