Creating A Definite Recruitment Process

Depending on how the company is set up, how they choose employees, what they do, etc., the hiring process can differ from one company to the next. But a well-thought-out strategy for hiring should help the hiring team find the right person.

Step 1: Figure Out What You Need to Hire

What do you need to hire right now? Maybe someone just quit, or perhaps a new job just opened up. Once you know what jobs are open, you can list the qualifications, such as skills, knowledge, experience, etc.

You can figure out who you need to hire by

Any performance, skill, or knowledge gaps you need to fill
A sudden rise in work that your team can't seem to keep up with
Any workers who are about to leave the company

Step 2: Prepare Job Descriptions

Once you know what skills, knowledge, and experience gaps you need to fill, you can define the job role, responsibilities, and duties.

A thorough job description tells you what to look for in candidates. It also gives candidates a list of things to do before they decide they are suitable for the job, which means they are more likely to apply.

The parts of a job description that should be there are

Title
Responsibilities
The qualifications and skills that are needed
Pay, benefits, and other perks
Location

The job candidate persona is like the buyer persona in that it is a semi-fictional representation of an ideal candidate for the job you are hiring for.

By making a candidate persona, you can figure out what your candidate is looking for, how to find them, and where they are. It also gives you the chance to:

Write relevant job descriptions, application forms, emails, training material, etc.)
Figure out the best ways to find new employees.
Make personalized, high-quality content to attract suitable candidates.
Find out what your stakeholders want in a candidate.
Change it and use it again in the future

Step 3: Devise Your Recruitment Strategy

This is where you decide how to get the best candidates and keep them. Here, you should think about whether you can find a suitable candidate within the company or if you need to look elsewhere.

In your plan, you need to think about

The area you will be trying to reach
The way they hire people (employee referrals, social media, video interviews, etc.)
Making relevant job ads
Channels for posting job ads (social media networks, job boards, company websites, etc.)

And we know it would have been helpful to have made a flowchart of the whole hiring process.

This helped us stay on track, make sure everyone on the hiring team was on the same page, and make sure we didn't miss any critical steps.

Step 4: Check Out Candidates and Make a Shortlist

Your plan to find new employees was a huge success, and you now have a sky-high stack of applications.

Here are the steps we take when this exact problem comes up.

First, we look through the applications to see which meet the minimum requirements.
Then, we separate the resumes based on the best qualifications. Here, we look at the applicant's experience, certifications, skills, domain, and technical competencies.
Only the candidates who meet the minimum requirements and have the proper credentials will be chosen.
If there are any questions about their application, we would write them down so we could ask them about them at the interview.

Step 5: Conducting an Interview

This is the first time a possible candidate will talk to you directly after the application form or the job ad. So, as a potential employer, it's time to make a good impression on them. And this is where you should care the most about how much experience a candidate has.

Step 6: Make A Bid

Check with the candidate's references at this point. You can make the offer if everything checks out. But it's possible that the first suitable candidate you've chosen won't take the job. If that happens, you should be ready to give the job to the second or third-best person.

Step 7: Getting the Employee Launched

Then comes getting new employees started. This is where you help the new worker feel at home. This doesn't just mean showing them around the office and connecting with other people. This also means ensuring they know their responsibilities and giving them the tools and training they need to learn. These two sources go into more depth about this topic.