Developing a foolproof Recruitment Process

In this competitive economy, the recruiters without a proper recruitment process don’t land up with the best performers in the market and also waste a lot of their company resources. A bad hire or an ineffective recruitment plan costs a lot to the company and recruiters should keep themselves away from such slips. 

Here is a foolproof recruitment process for you: 

Workforce analysis 

First, you need to perform a workforce analysis and identify the open vacancies. You also need to look for skill gaps that need to be filled and if there is an extra workload that your existing team cannot handle. Also, check for any employees who will leave the company soon. After identifying vacancies, define the skills and job specifications needed for the roles. 

Making job descriptions 

Depending on the workforce analysis, design job description(s) for the open positions. You need to mention the job title, educational qualifications, work experience, benefits, pay, location, mode of work, and skill set. For more accurate hiring, create candidate personas that define what kind of candidate would be ideal for the job. This helps in targeting the ideal category of candidates, resulting in quality hiring.  

Designing a recruitment strategy 

Check whether you have the required candidates within the company or you need to do external hiring. Then you need to identify the geographical area from which you will be hiring. Additionally, identify the methods of recruitment. Then create job ads and decide which channels you will be using for posting the job ads. Also, you can plan on how you will go about creating your employer brand across different social media channels. 

Shortlist applicants 

You got several applications and now you are ready to shortlist candidates from them. You can use resume parsing tools to do the job in way less time. AI will match job descriptions to candidates' qualifications and skills and shortlist the most relevant candidates. The applicants with the relevant qualifications will be shortlisted. 

Take interviews 

Let your candidates book time slots according to their convenience through a portal of the recruiting platform you are using. It is easier to automate interview scheduling than to do it manually. You can have assessments and group discussions before the interview for testing the candidates. 

Analyze and make offers 

Evaluate the interviewed candidates and make offers to the most fitting candidates. Remember, your first choices may not always accept the offer, so be ready to make offers to the second and third preferences if needed. You may also check with the candidate’s references before making the offers. 

Onboarding

Now, you need to introduce the new hires to the company and job responsibilities. Make them understand their work and introduce them to the company culture and their colleagues. Go for advanced onboarding with HR tech tools.

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