Below we share a step-by-step guide to what the recruitment process looks like for an employer.

Although a thorough recruitment process does of course take time, a rushed hire can lead to increased staff turnover and missed opportunities. By investing in a thorough and detailed hiring process, you can ensure that you’re making the right decisions and recruiting talented professionals who will help your organisation to grow.

Below we share a step-by-step guide to what the recruitment process looks like for an employer.

Identify your needs

Sometimes job vacancies come up because an employee has left and other times, they’re newly formed opportunities. Either way, everyone who will be involved in the recruitment process should determine and agree on a prioritised list of job requirements including qualifications, characteristics and experience.

Plan the process

A good candidate experience is key to attracting and retaining the right talent. In order to provide this, successful recruiters will always plan their hiring process before it even begins.

Points to consider include:

  • Who will be involved in the hiring process?
  • Where will you be advertising the role?
  • What timelime are you working to?
  • How will you screen candidates initially?
  • What’s the interview process? How many will you hold? What types of interviews will you have? Who will sit in on the interviews?
  • What communication channels will be used?
  • Who will be liaising with candidates/the recruitment agency you’re using?

Write your job description

Never underestimate the importance of a good job description. This document typically outlines the skills, training and qualifications needed by a potential employee. It also highlights the duties and responsibilities of the role.

As well as telling potential new employees more about the job and your organisation, it can also serve a basis for interviewing candidates, orienting a new employee and even in evaluating job performance later down the line.

Advertise your role

There are a number of ways you can advertise your job vacancy.

Job sites offer a quick way to gain widespread visibility of your vacancy to thousands of registered job seekers. The drawback however is that you’re going to end up sifting through hundreds of CVs, many of which are not even remotely suited to the role.

You may decide to recruit internally. Doing so saves time and money on recruitment costs, it motivates employees because they know there are opportunities for promotion and an added bonus is that they’re already integrated into the culture of the business. For some roles however, bringing in a fresh perspective or new set of skills can help add depth to the capabilities in your team.

Social media is becoming an increasingly popular place to advertise job vacancies. As well as allowing you to reach out to large audiences, you can also specifically target your content to those who have the skills and expertise required for the role. If you’re promoting your jobs on the likes of LinkedIn however, it’s important that you have a strong social media presence because candidates will use these platforms to decipher if your organisation is a good place to work.

If you’re struggling to manage the recruitment process, you might want to consider outsourcing to an agency. A good recruitment agency can take care of everything while still allowing you to have control over the important decisions. The only drawback is that there is of course a cost involved. Bear in mind however that a good recruiter can speed up the process and increase the likelihood of successful hires which will save money in the long-run.

Interviews

Depending on the size of your organisation and the role you’re recruiting for, you’re probably going to want to hold a couple interviews.

First interviews are typically one-on-one and focus on the candidate’s experience, skills and work history. Second interviews can be with other management or staff and tend to be more in-depth. You may for example choose to focus on a specific subject or aspect of the job that the candidate will be doing.

If you’ve had lots of applicants, you may choose to hold screening interviews over the phone or ask candidates to complete psychometric assessments. These will help you to narrow the pool of candidates if lots of people have applied to the role.

Decision-making

Once the interviews have finished you can evaluate your candidates based on their skills, experience, how they performed in the interview and the results of the assessments if applicable.

It’s always a good idea to have a backup candidate in case your top choice declines your offer.

Offer

Once you’ve called your new employee with the good news, make sure you send them a formal offer of employment which should include their start date, salary and any terms of employment (such as reference checks.) The recipient should sign and return the document before they start.

Onboarding

Make sure your new employee feels welcome from their first day. Prepare their workspace, assign them a buddy, let them know what to expect from the coming weeks and provide them with a training schedule.

If you need help with any aspect of the recruitment process, please get in touch with Alpha.