Recruiting Process Steps
1. Determine the necessity for recruiting
Identifying your organization’s needs is the first step in the hiring process. This need could be anything from expanding the scope of organizational activities to better managing the workload of a team or filling an open job. In other words, positions are either newly created or recently vacated.
2. Create a recruitment strategy
An organization should start recruiting as soon as a hiring need is identified. Organizations should show how newly created positions fit their objectives and business strategy. At each stage of the hiring process, organizations should inform the pertinent internal teams and staff of the new role. Everyone involved in the hiring process must accept the steps in the hiring process and the appropriate routes for communication. The recruitment process also entails planning how to advertise the new post internally and externally, the standards for initial candidate screening, the format of the interview process, and who will conduct the interviews.
3. Write a position description.
The hiring team should create a job description containing a prioritized list of the position’s prerequisites, unique requirements, desired traits, and required experience. Salary and benefit details should be included in the job description as well.
4. Promote the Position
The process of finding possible highly qualified people starts inside. Therefore, the first step should be to inform the present staff of the opening. If you’ve decided to fill the position internally, you might decide to stop advertising the job after that. However, when you tell internally, you should mention this information if you are interested in external prospects. The company’s website and social media platforms, job posting websites like LinkedIn, job fairs, industry journals and events, local newspaper adverts, and word-of-mouth recruiting will likely be used for external publicity. The company’s website, social media platforms, and job-posting websites like LinkedIn, trade journals, and local newspaper adverts will probably all be used for publicity.
5. Fill the Position
The hiring team should directly contact suitable prospects via LinkedIn, social media, and job fairs in addition to posting jobs. Active recruitment will assist in generating applications from possible applicants who may be ideal for the open position but are not actively looking for new employment.
6. Examine Programs
It’s likely that your company already has a system in place for accepting applications, such as an applicant tracking system (ATS) or email. Human resource professionals frequently analyze the applications to start the review process and weed out any applicants who don’t fit the bill for the job or the organization as a whole. Sometimes, the hiring group or manager may favor reviewing each applicant. After assembling a batch of qualified applications, the hiring team should analyze the remaining applicants and choose those they want to interview.