Updated: Aug 18
Do you want to ensure that the workers you recruit not only bring value to your company's culture but also to your team and their capacity to contribute to your company's success and profitability?
When trying to fill a position, there are a lot of different variables that need to be considered. But how exactly do you prioritise the many aspects of the recruiting procedure when there are so many moving parts and the process might take a significant amount of time?
If an employer follows these 10 steps, they will be able to reduce their recruiting cycle, discover exceptional personnel, and hire individuals in a manner that is both legal and ethical.
1. Determine the Reasons Behind the Need for the Position
The very first thing that has to be done in any recruiting procedure is to ascertain whether or not the position in question is actually required by the business. You may make your choice with the aid of a few different options. If you are applying for a position in sales, you should verify the average sales made by each employee.
You might also consider if the workload of the team warrants the addition of a new member. This choice will also be influenced by the goals you have set for your company.
Your top objective when recruiting an employee should be finding someone who will help the firm successfully carries out its business plan. It is essential that you keep your other employees informed or include them in the process of making personnel decisions at each stage of the way.
2. Organize Your Search for New Employees for the Job.
Planning the recruitment of your potential new employees is the second phase in the recruiting process. You may discover the job description or specification for the position through recruitment planning meetings or emails. This will let you know the abilities and experience you are looking for.
It also discusses how the post should be publicised, who will be responsible for reviewing applications, and who will take part in initial and follow-up interviews for the job.
You should also decide who will take part in picking the successful applicant and who will give comments before moving on with the process. This is an essential part of running an efficient hiring process.
Any person who is going to participate in the interview process has to be aware of whether they will be responsible for picking the employee or if they will simply be offering feedback to the workers who will be responsible for making the selection. You need to make sure that the recruiting manager and the staff of human resources are on the same page on how their feedback will be used.
3. Make people aware that you have a position that is currently open.
Notifying currently employed individuals about the position opening is an essential part of the process of posting jobs. You have the option of posting the vacancy outside as well as internally if you consider that there are no eligible internal candidates.
However, you could be surprised by the level of ability and abilities possessed by your internal applicants. Inform the staff members that you will be interviewing internal candidates first even if the position is ultimately filled from outside the company. You wish to prevent misunderstandings.
Whether you should look internally or elsewhere to replace the vacant position at your company depends on the role. The classified sections of local newspapers are used by certain employers to fill local positions, particularly entry-level positions. The vast majority of employment will require online applications, which may be submitted through social networking sites, job boards, and the company's own careers website.
Notifying your network on LinkedIn might help you find qualified applicants who are interested in your position. It is also beneficial to invite your present staff members to promote the opportunity on any social networks to which they belong.
4. Examining the Applications
If you have done a good job of advertising the post, you will have received applications from a significant number of potential candidates. It is possible for HR to assume the primary role in reviewing applicants' cover letters and resumes before passing on the suitable candidates to the hiring manager.
It's possible that some hiring managers may want to look at every application, particularly for employees in the technical, scientific, engineering, and development fields.
The applications are evaluated, and a phone interview is offered to the individuals who appear to have the most relevant experience. Candidates who do not meet the minimum qualifications will be eliminated throughout the screening process in order to save time and effort on the part of the staff.
During a telephone interview, the screener, the hiring manager, or the HR team are searching for candidates who are a good match not only for the position but also for the company's culture. They investigate any concerns that the evaluators may have regarding the experience or qualifications of the candidate.
5. Conduct Interviews with the Potential Employees Who Have the Highest Qualifications
You should be able to filter down the pool of candidates to only the most qualified by conducting reviews and phone interviews. Applicants should be scheduled for in-house interviews with the same set of personnel who will be conducting the interviews for all of the candidates. When it comes to selecting employees, you will be able to make comparisons using this information.
Make sure that a formal employment application that the applicant has filled out and signed is a part of the process of being interviewed by your company. This application should contain authorization for you to verify the candidate's references, background, and other relevant information.
Inform the candidates who will not be invited to an interview that they will not be considered for the position, and explain why. Prepare for and arrange follow-up interviews with those candidates who have shown themselves to be the most qualified after the initial round of screenings.
You could want to start checking the references and backgrounds of these applicants during and after the second interviews that you conduct with them.
6. Verify Previous Experience and Carry Out Background Checks.
During the second round of interviews, as well as afterwards, you should start checking the candidates' references and researching their past. Be sure to verify the candidate's assertions in every area, including their educational history, work experience, and criminal past. The applicant's previous managers are if at all feasible, the most reliable source of information.
Because of the risk of legal action, many employers will tell you little more about a person's employment than their job title, dates of employment, and, on rare occasions, their compensation. Because of this, managers are an important source of information about candidates for open positions.
You need to be sure you're employing the same individual you've spent time getting to know by looking at the candidate's public social media accounts and postings. Recommendations on LinkedIn could help you decide even more definitively.
7. Choose the Candidate Who Is the Best Fit for the Position You Have Available.
After doing the interviews and conducting the background checks, if you have come to the conclusion that you want to hire a certain prospect, the next step is to decide what kind of remuneration you will provide to that individual. Before you go on and make the real job offer, there are seven things of the utmost importance that you need to make sure you have thought about.
8. The Employment Offer in Addition to Notifications
You are now able to submit a written employment offer because you have successfully completed the first eight stages. You have the option of making the offer contingent on the completion of background and reference checks in the event that reference checks are incomplete.
You are also responsible for informing the other job applicants who were interviewed for the position. At every stage of the recruiting process, it is critical — and in the best interests of your public relations image and interests — to contact the applicants who have submitted their resumes. It is one of the things that go into determining whether or not an employer would choose to hire you.
9. Discuss the specifics of the salary, as well as the starting date
It is more probable that the applicant will negotiate money, paid time off, guaranteed severance pay if the relationship does not work out, corporate equipment, time working remotely, and other benefits the higher the level of the job is in your organisation. These workers have the most to lose if they are quitting their existing jobs to work with you but the employment arrangement does not work out well enough for them to stay with you.
Having said that, some newly hired workers who have recently graduated from college want a pay increase of $5,000 beyond what they were first promised. If it was within the compensation range for the job (think about how you pay your present employees who are in comparable jobs) and the applicant is chosen, you could choose to negotiate with the possible new employee about a higher salary.
The two demands that are going to come up the most frequently are going to be for higher beginning pay and for additional paid time off. There is a requirement for adaptability. If a person comes to work for you after leaving a position that provided them with three weeks of paid vacation for a job that provides only one week of paid vacation, they are not going to be thrilled.
Check to see whether you can fulfil any other requirements that your prospect may have. The type of accommodation that has been seen most frequently is a vacation that is planned to take place during the first few months after commencing. You should also be prepared for a number of starting dates to be pushed back in order to make room for scheduled surgeries or other prearranged events.
10. It's great to have you aboard, New Employee!
The manner in which you greet your new employee will help determine whether or not you will be able to keep that person on board in the future. Maintain communication with your new worker from the moment the job offer is accepted up until the beginning of the employee's first day on the job. Maintain the positive momentum in the connection.
Assign a mentor to the new employee, send out welcome letters to the employee's new coworkers, plan out the onboarding process for the new employee, and take steps to ensure that the individual will feel warmly welcomed throughout their first few days on the job. If you are successful in doing this, you will be rewarded with a zealous employee who is prepared to set the world on fire.