To build an organisation and run it on path of growth its very much important to onboard good talent. A thought to start something is excellent but when it comes to implementation the most important or we can say it as pillar of your organisation “YOUR TEAM”, which will help your organisation to achieve expected goals. Recruiting a candidate is ease but onboarding a exact requirement might be a challenge.
RECRUITMENT PROCESS COMPRISES OF SEVERAL STAGES
- Your first responsibility is to attract candidates as many as possible according to your niche. Your aim should be to attract more applicant than the number to hire. It also includes uninterested, unqualified or both type of candidates. It helps you to reach more population.
- Decide whether to hire less skilled candidate and invest on training and education programs or to hire a skilled professionals. Organization which hire skilled professionals perhaps have to pay more for these talents.
- Searching is the process where the sources are sourced depending upon the requirement of the job.
Source activation- Once the manager verifies and permits the existence of the vacancy, the search for candidates starts.
Selling– Here the organisation selects the media through which communication of vacancies reaches to the prospective candidates.
Searching process might get much easier by impanelling a recruitment agency.
The benefits of doing so:-
- You get more hands working for you and your HR is free to manage for other doings and work goes smoothly.
- The time needed to fill vacancies will shorten.
- Improve the quality of candidates in recruitment process because they have a large talent pool.
- By contracting with recruitment agencies will allow you to tap into a specialist knowledge your in house recruiters might not posses. An in house recruiter usually has cover a wide range of different roles a company needs.
Screening – Screening is an integral part of recruitment process that helps in removing unqualified or irrelevant candidates
The process consist of following:-
Reviewing of resumes and cover letters:- In this process the resumes of the candidates are reviewed and checked for the candidates, Education, work experience and overall background matching the requirement of the job.
Conducting telephonic of video interview :- In this process after the resumes are screened the candidates are contacted through phone or video.
- It helps in verifying the candidates, whether they are active and available.
- It also helps in giving a quick insight about the candidate’s attitude, ability to answer interview questions, and communication skills.
Identifying the top candidates is the final step of screening the resumes.. In this process, the top layer of resumes are shortlisted, which makes it easy for the hiring manager to take a decision. This process has the following three outcomes −
- Short listing 5 to 10 resumes for review by the hiring managers
- Providing insights and recommendations to the hiring manager
- Helps the hiring managers to take a decision in hiring the right candidate
Evaluation and control
Evaluation and control is the last stage in the process of recruitment. In this process, the effectiveness and the validity of the process and methods are assessed. Recruitment is a costly process, hence it is important that the performance of the recruitment process is thoroughly evaluated.
The costs incurred in the recruitment process are to be evaluated and controlled effectively. These include the following −
- Salaries to the Recruiters
- Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.
- Administrative expenses and Recruitment overheads
- Overtime and Outstanding costs, while the vacancies remain unfilled
- Cost incurred in recruiting suitable candidates for the final selection process
- Time spent by the Management and the Professionals in preparing job description, job specifications, and conducting interviews.
