Recruitment process for the Modern Age

Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization (Biswas2012). Stonner, Freeman and Gilbert (2000) stated that the purpose of recruitment is to provide a group of candidates that is large enough to let managers select the employees they need. Recruitment according to Nzuve (1997) refers to the discovery and development of the sources of required personnel so that sufficient number of candidates will always be available for employment in the organization (Mohammad, 2020). 

It's really important for organizations to have a well-defined plan to find and recruit the right people for their jobs. It provides structured framework for recruitment managers and HR professionals to use, so that the recruitment process is fair and consistent for everyone. 

A well-defined recruitment process helps bring in top candidates by showing the company as professional and well-organized. It helps businesses to effectively communicate to potential candidates about employer brand image, values and job requirements. This makes it more likely that the company will find the right people to hire. 

Having a clear way of recruiting new employees helps to save time and cost related to hiring. Simple and clear guidelines and standardized process streamline the entire recruitment cycle from writing job descriptions and posting job openings to interviewing and recruiting candidates. This means that people can be hired quicker and without as many errors, which saves money. 

A standardized recruitment process makes sure everyone has a fair chance to get the job. It makes sure that every person applying is judged by the same rules and methods, so that unfair treatment or preferences are avoided. Being consistent in how we choose people helps us to protect the organization from potential legal issues related to discrimination and promotes a diverse and inclusive workforce. 

A good recruitment process makes candidates feel impressed about the organization, even if they don't end up getting the job. By giving clear information, keeping candidates informed, and making the application process smooth, companies can become known as a great place to work. A good experience for job candidates can make the company look good, get more people telling others about it, and have more people to choose from when they need to hire (Robinson, 2016).

7 steps recruitment process to find the right candidate

1. Identify the hiring needs

This step is about figuring out how many people the organization needs to hire. For instance, a small technology company might need to hire a person to organize their projects, a person to develop software and a person to help advertise their products as their business grows. 

2.     Prepare Job description

A detailed job description helps you understand what skills and qualities to find in people who want the job. It also helps candidates decide if they are a good fit for the job before they apply. This brings in candidates who are better suited for the role. For example, a project manager's job might involve checking project deadlines, organizing resources, and making sure team members communicate well (Budiani, 2023). 

A job description should include certain elements such as: duties, responsibilities, qualifications, and job location. 

3. Recruitment strategy

This is where you decide how to attract and hold the ideal candidates. Here you ought to consider whether you'll be able find a conceivable candidate from inside the company itself or whether you would like to enlist from exterior. 

4      Screen & Shortlist candidates

Screen & shortlist need to be done after this successful recruitment strategy. 

5.     Interview Process 

There are different types of interviews, like talking on the phone, doing a video chat, or meeting in person. During the interviews, the organization checks how talented, how well they get along with others, and if they are a good match for the company. Interviewers may ask questions about how you act in certain situations to see how you would handle similar situations in the future.

6.      Making the offer

This is the time to check with the candidate’s references and evaluate each candidate’s performance and selects the most suitable candidate for the position. This step involves assessing factors like qualifications, experience, interview performance, and alignment with the company culture. Once the decision is made, the organization extends a job offer to the selected candidate(s), including details such as salary, benefits, and start date.

However, there’s a chance that the first promising candidate you have selected might not accept it. In which case, organization need to be prepared to extend the offer to the second best or third best candidate.

7.     Employee Onboarding

Next is the process of welcoming and training new employees. This is where the organization help the new employee get comfortable. This also means guiding the new person through the office and introducing them to everyone. 

This step includes getting all the paperwork ready, introducing the new employee to the team, 

explaining the company rules and procedures, and organizing any necessary training or orientation. For instance, the new worker might get help from a mentor or given a handbook to help them fit in at the company. (Collins, n.d.).

References

Budiani, M. S., 2023. Contribution of Understanding Job Descripti on and Workload with Readine, s.l.: s.n.

Collins, J., n.d. onboarding best practices, s.l.: s.n.

Mohammad, A., 2020. A Review of recruitment and selection process. June.p. 22.

Robinson, A., 2016. THE IMPORTANCE OF A WELL-DEFINED HIRING PROCESS. [Online] Available at: https://www.franchise.org/franchise-information/the-importance-of-a-well-defined-hiring-process [Accessed 31 March 2024].