An ideal recruitment strategy helps an organization in many ways. Besides saving valuable time for all stakeholders, it instills a higher degree of confidence in job seekers. A positive experience in the recruitment process helps you secure the perfect candidate for your vacancy. Whether you are an organization looking for new talent after the pandemic slowdown or a startup aiming at creating or expanding a team, here are the seven stages of recruitment to follow.
Watch: 7 Steps for Hiring
1. Identifying the Vacancy and Crafting the Job Description
The first step in recruitment is to identify the position you need to fill. You must decide what position the new hire will be taking on, and what responsibilities will be attached to him/her. Then you must fix a set of job responsibilities that are market-relevant. Try to have a concise and clear set of responsibilities. The pay grade, position, and location need to be explicitly mentioned.
Watch: How to write a Job Description in 5 Steps
2. Deciding On a Job Posting Platform
After identifying the position to fill, selecting a job posting platform or multiple platforms is crucial. You may also consider posting the job on your own website’s career section. However, it would require you to do local SEO to reach job seekers. To attract the next generation of employees, you may consider posting creative ads on social media platforms like Twitter, Instagram, Snapchat, etc. If your HR department has the right connections on LinkedIn, it may be prudent to utilize that source as well.
To attract the next generation of employees, recruiters may consider posting creative ads on social media platforms like Twitter, Instagram, Snapchat, etc.
3. Scanning Profiles
If posted on the correct platforms, you may receive a huge number of applications. You must go beyond scanning the curriculum vitae solely through the lens of years of work experience and educational qualification. The quality of work done by the applicant must be considered. You should have a human touch when sending rejection messages to all the not-shortlisted candidates. A large number of job applications helps you create an inventory of potential candidates for future job postings.
4. The First Impression- Telephonic Round
It is time to give a solid first impression to the potential candidate and gauge the first impression given by the candidate. Try asking questions related to their availability, desired salary, etc. This helps you to strategize the whole interview process more efficiently. Try to conduct the first round on telephonic mode and let the job seeker decide the time at his/her leisure.
5. Psychometric Analysis for Better Assessment
Once you have a handful of profiles after the first-screening process, try conducting a psychometric assessment of the candidates. It has become one of the most popular ways to judge a candidate’s suitability in an organization. It assesses the candidate’s personality, and you have to decide whether he/she can be adapted to the organizational values and mission. Finding a candidate with the right mindset or personality is at least as important as finding a candidate with the right skills.
Once recruiters have shortlisted a handful of profiles after the first-screening process, conducting a psychometric assessment of the candidates is a prudent way forward.
6. Final Interview
This should be the final and the most important stage of recruitment. This may involve a single interview or multiple interviews with important stakeholders. You need to make sure to include the reporting manager of the candidate in the interview process. Here is the step to check the candidate’s skills and depth of knowledge in the appropriate domain. You can also check if the candidate possesses leadership qualities.
Watch: Top Interview Tips
7. References Assessment and One Final Assessment
To Err is Human. You might have taken all the necessary steps to hire the right candidate. Hiring mistakes may significantly cost the organization. Once you are done with all the above steps, try checking the candidates’ references like previous jobs, academic training, certifications, etc. You may even check if the candidate has a criminal record.
“The seven stages of recruitment are not set in stone but serve as guidance for recruiters. The actual hiring process needs to be optimized specific to your organizational needs.”
Gurinderpal Singh, Founder, Talent 21
These are the seven stages of recruitment. However, you must remember that there is no rule of thumb with respect to hiring. According to the need of the organization and the kind of vacant position, you may add or omit any steps. At any stage, if you are eliminating a candidate, intimate this to them through proper channels and thank them for their time. Just remember that your organization is a collective force of all the employees. So, give your best to hiring the ideal candidate.
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