What is a Recruitment Process?
Every business needs to recruit at some point, and every recruit will come through your business’s recruitment process. A recruitment process is essentially the method your business uses to recruit its employees.
Some businesses have a long process that involves multiple interviews, written tasks, portfolio assessments and other tests. In contrast, other businesses have a much simpler process that involves a form and an interview. The type of process you choose depends on the standard you’re looking for to join your team.
For the most part, though, recruitment processes involve the following steps:
- Identifying the role that needs to be filled
- Creating a clear and concise job description
- Assessing each CV you receive
- Creating a shortlist of the best candidates
- Interviewing those selected
- Offering the role to the best candidate
The Benefits of a Good Recruitment Process
A good recruitment process can often mean that businesses can ensure a low turnover of staff; which is one of the things you should be trying to avoid as much as possible. An effective process can mean employees take on their new responsibilities easily, helping them to feel secure and confident with your processes, resulting in a low staff turnover.
Furthermore, hiring the right candidates for your business can save your business money. Recruitment costs can often add up as time goes by, as can your desperation for a new staff member. A solid recruitment process will mean your business will be more likely to find the right candidates quicker, as the process itself will do the job of finding someone suited for the role.
If your recruitment process is less effective, then you run the risk of hiring employees who are more likely to leave in the long run, so getting it right the first time means your business will spend less money and endure less stress.
What Makes a Good Recruitment Process?
Most businesses already have a recruitment process in place, but that doesn’t mean their processes for recruitment are as good as they could be.
The key to a successful recruitment process is making the role attractive to the right people. You don’t want to attract candidates who won’t fit in with your office culture, as doing so runs the risk of them leaving your company. If, for example, your office has a community feel to it and you take time out of the working day to enjoy fun activities, you’ll want to attract an individual who will also enjoy that kind of work environment.
Finding the right candidate means ensuring your recruitment process is geared towards doing so at every step of the process. The job you advertise needs to have a progression plan (so applicants know you’re looking for a keeper), the description needs to get across your office culture and environment, and your interview process needs to be an extensive assessment of both skills and personality. Doing this will ensure that you have a good selection of candidates in the final stages, and will end up with the best choice for the job.
Something key to remember when you’re deciding on the role to advertise is that you need to make sure that there’s a solid progression plan in place for whoever takes the role. Career progression is important for any prospective employee, and applicants will likely ask how your business intends to help them in their professional development.
If you stick to these tips, your business will be well-placed to attract the best possible people for your business.
If you follow the steps above, and make sure you’re able to offer the kind of thing that candidates will be looking for, your business will be able to attract the best talent to your future roles.
