The recruitment process is critical to every organization, regardless of its size or industry. The main goal of recruitment is to find qualified and talented individuals that can contribute to the development and growth of the organization.
When it’s done well, you can see visible results in your company. But when it’s done poorly, you end up draining efforts, time, and costs. The good news is that you can make the end to end recruitment process effective by breaking it down into steps and understanding the factors that influence it.
What is the recruitment process?
The recruitment and selection process in an organization is about finding and hiring the right talent to fill up vacant positions in an organization. The process focuses on sourcing candidates that have the attitude and ability required for achieving the objectives set by the organization.
For companies to be able to hire the right talent, they need a seamless and effective recruitment and selection process which can help them identify and hire the right candidates seamlessly.
The key steps in a streamlined recruitment process
A streamlined recruitment process doesn’t just allow companies to keep things organized internally, but it also gives a great impression to the applicants who are thinking about joining the company.
The steps of an ideal and best recruitment process, include:
1- Identifying the hiring needs: This includes finding out the hard and soft skills that the ideal candidates should possess.
2- Creating a job description: Based on the skills required by the candidate, create a compelling job description.
3- Searching for candidates: Post the job description on all relevant platforms to get a maximum candidate response to the vacant job position.
4- Shortlisting viable candidates: Analyse the resumes of all candidates to shortlist the ones that are the most suitable for the job.
5- Interviewing candidates: Based on the location and number of applicants, you can organize telephonic and face to face interviews.
6- Offering employment: Negotiate the salary and other benefits with the final selected candidate and offer them the employment letter.
7- Hiring the candidate: Once the candidate has officially accepted the employment offer, you can go forward with joining formalities.
8- Onboarding: In the onboarding process, the candidate, now an employee of the organization can get well acquainted with the company, its culture, and his/her job responsibilities.
The expectations of candidates from the recruitment process
1. A streamlined recruitment process
The recruitment process of an organization can give candidates a deeper look into how the company handles its business processes. If a candidate has an unpleasant experience during the process, then might not choose to accept the offer.
That is why organizations need to make sure that the skillsets of the ideal candidate are clearly defined and they align with the organizational goals as well.
2. Constructive feedback
Recruiters should remember to treat all candidates in a positive way–not just the candidates they decide to hire. If a candidate has taken the time to go through the strenuous process of recruitment and has gone through several rounds of interviews, they at least expect a response from the HR team, explaining whether they were selected or not.
Providing constructive feedback to rejected candidates will leave a positive impression on them and encourage them to apply again for a position they might be more suitable for.
3. Compliance assurance
When it comes to hiring and human resource management, there are many rules and regulations that need to be followed including equal opportunity employment and non-discrimination.
Not adhering to required compliances can even put your company under scrutiny. That is why, in order to create an optimum employer value proposition and convince talent to join your company, it is important to make sure your HR department follows all the necessary regulations during the recruitment and selection process.
Best practices to improve the recruitment process
1. Constantly monitor job posting performance
Your job post will only be noticed by prospective candidates when its visible to them on the various job posting websites. That is why, it is crucial to optimize your job ad with the relevant keywords and tags to make sure candidates can easily find it.
You can also take advantage of an applicant tracking system (ATS) to monitor the total number of views of the job ad. If the views are lower than usual, then you can change the job description and add more relevant details to it.
2. Make application as simple as possible
The biggest undetected leak in the recruitment automation funnel is application abandonment. In some cases, the abandonment rate is as high as 95 percent. And yet, most companies don’t pay much attention to it.
To prevent application drop-offs, companies need to make the entire application submission process as seamless as possible. You can also use application tracking systems to identify the places where the maximum drop-offs are occurring and fix the issue to provide a better experience to applicants.
3. Pay more attention to interviews
Job seekers aren’t the only ones that are vetted during the hiring process. Candidates also use this opportunity to ask questions about the company in order to determine whether its the place they would want to work. For hiring managers, that means, they need to create positive experiences for the candidates.
Factors that impact the recruitment rate
Numerous factors impact the recruitment rate of an organization, including:
1. Size of the organization
A big enterprise has a bigger structure and more manpower requirements. This, in turn, leads to a higher demand for new employees. On the other hand, a smaller company usually requires lean staff and they have lesser recruitment needs.
Similarly, a large enterprise will have a longer and more exhaustive HR recruitment process as compared to a smaller company which might have a simpler and more straightforward approach to recruitment.
2. Current economic and employment conditions
Employment opportunities can also vary in a company according to the current state of the industry or the country’s economy. The company might not be making enough profit to hire new candidates or they may not be able to find the right candidate with the required skills. In that case, the organization would have to devise and implement a recruitment and selection process that can help address the issues.
3. Salary structure
Salary is one of the first factors employees consider while switching jobs or applying for an interview in a new company.
If a company is known for offering higher salaries and better benefits to its employees, then chances are, there will be candidates lining up to apply for a job in that company every time there is an opening. On the contrary, a company that is known for being stingy with employee salary, may find it difficult to hire top talent.
4. Working conditions within the organization
Employees now care about the work culture in companies, just as much as their salary, if not less. Maintaining a work-life balance has now become a priority of employees. If you don’t provide an ideal work environment for the employees, then you might not be able to retain talent no matter how much time and money you put into hiring them.
A streamlined recruitment process is only possible when the HR team and all the other relevant departments are able to collaborate and work together seamlessly.
Kissflow’s HR Cloud is unified platform that can manage all the key HR processes. It streamlines the entire recruitment process and helps you find better talent by creating an internal talent pool, posting jobs on relevant platforms in a single click, and managing all the applicants through one single interface.
Sign up for a free trial of Kissflow HR Cloud to know how it can help make your recruitment process more effective.
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