Sourcing to Onboarding and Everything in Between the End-to-End Recruitment Process

Recruitment Process

What Goes into a Perfect Recruitment Process?

An efficient recruitment process is an organization-specific sourcing model that aims to find the right fit for the right job at the right time. It is a step-by-step approach to bringing in talented people who can help the company grow. An all-inclusive recruitment process has 5 key phases but it may vary from company to company depending on the business vertical, organizational structure, size of the company, nature of operations, existing recruitment workflow and selection process.

 

Importance of a Strong Recruitment Process

Any foolproof recruitment process is typically targeted towards attracting qualified candidates and encouraging maximum possible job seekers to apply. This makes it possible to build a big pool of talented players in a tight job market and minimizes the time involved in finding candidates and filling roles for the present and future requirements of the company.

A well-planned and thoughtfully crafted recruitment process helps the hiring team filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions.

The recruitment process not only reflects the company’s professionalism but also helps attract the right kind of candidates while saving the time and money spent on identifying, attracting, engaging, recruiting and retaining talent.

6 Phases in a Recruitment Process

1. Identifying the Hiring Needs

Whether a job opening is newly formed or just vacated, you cannot find what you need if you don’t know what you need in the first place. So, your recruitment process should start with identifying the vacancies that exist followed by analyzing the job specifications including the knowledge, skills and experience needed for the role. Here’s how you can determine your hiring needs:

  • Figure out where the gaps are in your current team. Check if you have new needs in terms of ability, performance or personality. Ask yourself if you need someone to take care of something that is not being addressed currently. This will tell you that there is a hiring need.
  • Keep a track of input versus output when it comes to your team. See if there is an increase in workload that needs to be addressed by hiring.
  • Regularly analyse performance and make a list of missing qualities, qualifications, skills and proficiencies that you need to add to your team. This can also signal towards hiring needs.
  • Be mindful of existing employees leaving. This is definitely when you will have a hiring need.

Every time you recognize that there is indeed a hiring need, act before it becomes a pressing matter.

 

2. Preparing the Job Description

Once you know exactly what you need in terms of knowledge, skills and experience, it is time to determine the duties and responsibilities of the job. Preparing a comprehensive job description (JD) will help you know what your potential employees must have in order to meet the demands of the role. More importantly, it provides your prospects with a checklist or a list that they can compare themselves to before applying. It is a tool to ensure that you get applications from the right candidates (hopefully). A job description must include all of the following and can be as comprehensive as you want:

  • Title
  • Duties & Responsibilities
  • Qualification & Skills
  • Location
  • Compensation, Perks & Benefits

Use this checklist to see how comprehensive you can make the job descriptions that you post.

 

Checklist to Crafting the Perfect Job Description

  • Company Name & Description
  • Core Values
  • Benefits Offered
  • Location
  • Job Title
  • Department
  • Industry Pay
  • Description of Duties
  • Demands (specific skill set, knowledge, experience or training required for the job)
  • Qualities that are nice to have and would be an added advantage
  • A conversational CTA

PS: This is a comprehensive checklist that you can customize to suit the unique recruitment needs of your organization.

 

Do’s and Don’ts of Writing a Perfect Job Description

Do’s

Don’ts

  • Personalize
  • Be specific
  • Use the right keywords
  • Use bullets to break the monotony
  • Keep the tone conversational
  • Provide details when you can
  • Don’t use big chunks of text
  • Don’t use jargons or metaphors
  • Don’t sugarcoat the challenging aspects – great candidates want to make things happen

 

Knowing what goes into making an excellent job description is one thing and creating a great job description is another. So, check out this quick cheat sheet that contains 12 outstanding examples of job descriptions to draw inspiration from!

 

3. Talent Search

Identifying the right talent, attracting them and motivating them to apply are the most important aspects of the recruitment process. The job listing should be advertised internally to generate referrals as well as externally on popular social networking sites and preferred job boards. Recruiters can also conduct job fairs and promote openings in leading industry publications to cast a wider net.

Broadly, there are two sources of recruitment that can be tapped for a talent search:

Internal Sources of Recruitment

When recruiters use internal sources for recruitment, it works to motivate the existing employees to be more productive and maximizes their job satisfaction and sense of security. Recruiting through internal sources also reduces the attrition rate along with cost and effort.

  • Transfer 
    The recruiter can fill a vacancy in a different location without any changes in the job role, status, or salary of the employee by transferring a suitable candidate from within the organization.
  • Promotion
    A vacancy can also be filled by offering a high performing employee to take over a senior position within the organization for handling additional responsibilities along with a raise. Promotions motivate employees to perform better and also reduce the attrition rate.
  • Demotion
    Depending on the performance of the employees, sometimes the management has to take the decision of lowering the position of underperformers. These employees then become a source for filling the lower positions.
  • Employees
    The employees of your organization can spread the word and create a buzz on their social media accounts to help you fill your vacancies. Have an employee referral program where employees are incentivized for bringing in suitable candidates can also help accelerate the recruitment process.
  • Retired Employees
    In case of an emergency or a mission-critical project, retired employees can also be called in to fill a position for a short period till an appropriate candidate is found.

External Sources of Recruitment

Recruiting through external sources offers a much wider scope for selection from a big number of qualified candidates. The process moves much faster even for bulk requirements while eliminating the chances of partiality or biases.

  • Advertisements
    Advertisements help recruiters build a solid brand identity that attracts efficient manpower. You can go with the traditional approach by using print media or use digital media for better results at a reduced cost.
  • Job Portals
    With the growing use of the internet, job portals have come to play a crucial role in connecting companies with candidates. These portals are a preferred platform for jobseekers looking for better career prospects so they make an excellent source for recruiters to tap the top industry talent.
  • Company’s Careers Site
    A mobile-friendly, branded careers site that conveys your work culture and integrates with the company’s social profiles not only makes it easier for your potential employees to apply but also attracts top industry talent with a professional theme, attractive headers, compelling content and engaging employee videos. An ATS-integrated careers site also eliminates the hassles of manual job postings while improving the candidate experience dramatically with a customizable application process.

  • Social Networking Platforms
    Social networking sites are the place to find the most qualified, potential recruits and as a recruiter you would not want to miss out on this massive pool of talent. With a combined user base of 535 million, LinkedIn, Facebook and Twitter offer you a perfect opportunity to end up with highly skilled and efficient candidates for your company.
  • Placement Agencies
    Placement agencies are a perfect solution for those hard-to-fill vacancies that often demand a lot of time, effort and resources. These agencies employ various tools and techniques to find top talent for your company faster, at a reduced cost.
  • Job Fairs
    Job fairs are a one-stop public event offering easy access to a large pool of talent for bulk requirements. They bring you an opportunity to create brand awareness without having to advertise and you also get to network with other similar corporations while saving a lot of time and money.
  • Campus Placements
    Campus placements are a quick and inexpensive way to find suitable candidates, who are competent, energetic, enthusiastic and most importantly interested in working for you.

 

4. Screening and Shortlisting

A survey of recruiters revealed that while 46% struggle to attract top talent in the current candidate-driven market, 52% confirmed that the most challenging part of hiring was identifying the right candidates from a large pool of applicants.

 

In order to move forward with the recruitment process, you need to screen and shortlist applicants efficiently and accurately. This is where the recruitment process gets difficult and challenging. You can resolve this recruitment bottleneck by following these four steps:

4 Steps to Effectively Screen or Shortlist Candidates

  1. Screen applications on the basis of minimum qualifications.
  2. Next, sort resumes that have the preferred credentials by looking at their certifications, relevant experience, domain expertise, technical competencies and other specific skills that are required for the role.
  3. Then, shortlist candidates who have both the preferred credentials and the minimum qualifications.
  4. Finally, flag any concerns or queries in the resume so they can be clarified during the interview.

No wonder, the most arduous task of the recruitment process is reviewing resumes. Fortunately, you can make this complicated, time-consuming task a total breeze with an applicant tracking system that is designed to screen resumes in a jiffy. Using an ATS will ensure that you have an unbiased, objective filter that will smartly wade through the sea of resumes to narrow down your talent pool in no time!

 

5. Interviewing

The shortlisted applications will now move through the interview process prior to receiving an offer letter or a rejection note. Depending on the size of the hiring team and their unique recruitment needs, several interviews may be scheduled for every candidate.

Telephonic Screening/Video Interviewing

This is a quick, easy and convenient way to screen candidates and their capabilities. The telephonic or video interview is also your first opportunity to leave a lasting first impression on your potential employees. So, while you need to keep your very first interview short, make sure you also take the time to screen them against the knowledge, skills and experience mentioned in your job description, so you can  eliminate the irrelevant profiles first.

 

Jobsoid’s video interviews allow recruiters to streamline the initial screening process by eliminating the need for phone calls and narrowing down the number of on-site interviews. Get started with a Free Trial today!

 

Psychometric Testing

This is a very crucial step of the selection process because the information revealed from this assessment will help you know if your potential employees will perform and stay productive in the long haul. This screening is absolutely unbiased yet an important eliminator that efficiently identifies the right fit for any job. Psychometric tests can be your reference model for any given position because these tests specify the complete personality profile, behavior, flexibility, aptitude, creativity, communication and problem-solving skills that are required to perform in a given position.

Face-to-Face Interviewing

Personal interviews can last longer because this is the last step before the recruiter does a final evaluation and makes the job offer. Final interviews may be conducted by the top management and are typically extended to a very small pool of standout candidates. The final choice should be agreed upon at this stage along with a backup candidate selection.

 

6. Evaluation and Offer of Employment

This is the final stage of the recruitment process. You should never take it for granted that the candidate will accept your offer. However, if your candidate has patiently completed all the paperwork and waited through the selection process, the odds of accepting the offer are high.

4 Things you Should do Once you Zero in on a Candidate

  • Checking the References
    Once the final selection for a position is done, it is time to check the candidate’s professional references and verify all the employment details. If you find that everything is in order, it is time to draft your employment contract and make the offer.  
  • Making the Job Offer
    The offer letter should include everything from the start date and the conditions of employment to the work hours and the compensation while ensuring that every detail is clear and unambiguous.  
  • Onboarding
    Every new hire feels awkward at first, but you can win some really good loyalty points here by putting in some extra effort and helping your new hire settle in. Instead of just showing them around the office and making sure all the essential supplies are handy, make them feel welcome by making special arrangements for lunch and getting colleagues to talk about non-work stuff.
  • Evaluation and Optimization of the Recruitment Process
    Given the considerable amount of time, effort, cost and resources involved in the recruitment process, evaluation becomes imperative. While it may not be humanely possible for you to stay on top of everything at every stage of the recruitment process, having an ATS with real-time dashboards and analytics reporting will keep you organized with all your mission-critical data. Recruiting metrics reveal valuable insights into how well your recruitment process is working and also help you identify areas of improvement.

The recruitment process is not easy, so if you have a structured format to follow, you wind up with more time to stay focused on finding the right fit for your business.

Benefits of a Good Recruiting Process for the Organization

An up-to-date recruitment strategy positively impacts the bottom line in multiple ways. Better quality hires, an improved retention rate, reduced cost and enhanced job satisfaction are some of the benefits of following the best practices in the selection process. All of these benefits when put together boost overall business success.

4 Benefits of an Effective and Comprehensive Recruitment Process:

  • Time-Saving
    Instead of putting candidates through a lengthy and complicated application process followed by every test practically possible, recruiters are now customizing the recruitment process for a personalized, positive candidate experience with an ATS. An applicant tracking system allows recruiters to accomplish their day-to-day recruitment tasks while staying focused on more important things. It also keeps you on top of bottlenecks that allow bad hires to get through the process so you can fix issues at the source and save tremendous time.
  • Engaged Employees
    Engaged employees are motivated, enthusiastic and committed to their work. A recruitment and selection process that aims to hire applicants with a work history that reflects commitment, consistency and career growth is an easy way to predict their level of dedication in the organization. An in-depth interview process is the best way to evaluate the enthusiasm and efficiency levels of potential candidates.
  • Proactive Recruiting
    A recruitment process that is designed to identify gaps ahead of time while ensuring that the talent recruitment team stays on the same page empowers the team to take a proactive approach. This allows the recruiter to review and refine the recruitment strategies in real-time for better quality hires. The key takeaway here is that while evaluating the recruitment and selection process, it is important to identify the factors that interest and influence new hires. This will reveal what’s hurting your recruitment process and which benefits can make you more attractive as an employer.
  • Improved Performance
    Any applicant proactively seeking a change in job is definitely not in jeopardy of losing his/her current job due to poor performance. An extensive selection process sheds light on the candidate’s competence and skills that determine job performance. Skilful recruiters use the interview process to elicit responses that reveal the candidate’s strengths, limitations as well as areas of improvement – which is the very first step in predicting that employee’s future productivity.

 

The best way to optimize the recruitment process is to monitor and measure how well it’s performing. But if you are struggling to meet your recruitment needs and always rushing to fill your vacancies, consider using an applicant tracking system like Jobsoid to simplify, streamline and speed-up your recruitment process.

Productivity Tools to Simplify and Streamline the Recruitment Process

All of Your Data, at Your Fingertips

  • Google Drive – With unlimited storage, anytime access, live video conferencing and secure data sharing, Google Drive is a perfect solution for your ever-increasing storage needs!
  • Evernote – A centralized platform where everything is stored in one place so you can find what you need, quick and easy. You can also search your handwritten notes in seconds!
  • Dropbox – This simple, functional and free tool allows recruiters to share important docs, videos and photos without having to sync anything.

 

Easy Automation for Busy Recruiters

  • IFTTT – Puts your non-stop, always-on recruitment process on auto pilot with actionable recipes and helps your favorite apps and devices work in-sync, increasing your efficiency.
  • Zapier – Links all your web apps and workflows with a few clicks so you can collaborate, communicate and complete more – together!
  • Calendly – A time-zone intelligent system that schedules meetings and interviews without needing you to go back-and-forth on email threads – Perfect for global sourcing.

 

Make Your To-Do List a Total Breeze

  • Trello – A user-friendly tool with ready-to-use workflows and sample boards that help you stay hyper-organized and on top of your game. Simply copy and customize!
  • Wunderlist – From managing recruitment tasks to automating reminders to sharing your recruitment process to-dos, Wunderlist is the best way of getting things done.
  • Boomerang for Gmail – Takes complete charge of candidate engagement across time zones by allowing you to schedule emails so you reach the right candidates at the right time.

 

A Better Way to Speed up Your Sourcing Efforts

  • Github – With more than 10 million developers onboard and 25 million repositories of source code, Github is the perfect platform for IT recruiters to source top technical talent.
  • SourceHub – A free sourcing tool that lets you find your potential employees on 15 different social sites, cutting down your sourcing time from hours to minutes!
  • Tweetdeck – Another free social media dashboard app that gets you straight to the right candidates without messing around.

 

Make Interviewing Easy and Inexpensive

  • SurveyMonkey – Tests your prospective candidates on specific subjects and skills, helping you filter the right candidates much faster while saving a ton of your time and effort.
  • Google+Hangouts – Let’s you screen several candidates simultaneously no matter where they are! You can schedule an interview at a set time to suit your candidate’s busy schedule.
  • MindTools – A busy recruiter’s go-to resource for assessing a candidate’s interest, personality and aptitude and then narrowing down the talent pool to the most suitable candidates.

 

Keep Candidates Engaged On-the-Go

  • Mixmax – Lets you to customize hundreds of emails instantly so you can reach more candidates and keep them engaged while staying focused on recruiting, and not emailing.
  • 360social – A brilliant talent aggregation tool that allows you to connect and communicate with top choice candidates from over 140 social networks!
  • Gorgias Templates – An easy-to-use chrome extension that enables you to create and share personalized email templates and snippets faster with keyboard shortcuts.

Looking for a one-stop system that does it all?

Jobsoid is a mobile-responsive applicant tracking software capable of automating all your recruitment process steps, including social media marketing, candidate relationship management, video interviewing, and reporting.

So why invest in multiple software solutions? Get started with Jobsoid with a FREE Trial today!