When a company thrives it has people who work hard everyday to make it reach heights. With time the job descriptions and needs change which creates a vacancy and need for a new member to join the company. But how does one decide the parameter for hiring someone?
Let's take a glance at the quick guide to an effective recruitment process:
Hiring new employees is concerned with whether there is a need to hire one or not. And after identifying a vacancy the next step is to find out and define the role. This process includes collaboration between different domains and departments to come to a conclusion of the needs that can be filled.
After identifying the role and needs for a vacancy the next step involves outlying a proper job description to attract potential talent. Writing an engaging job description and making sure it reaches the masses so that the perfect candidates are able to apply to the job. Job descriptions can be precise and detailed focusing on the key needs.
Posting the job on different platforms makes it easier to get highlighted. When potential candidates have filled out or reached out the hiring teams show the effectiveness of the platform. Use of multiple channels such as job boards, social media, employee referrals and professional networks for finding out the best candidates reduces the uncertainty of not getting a great candidate. Considering internal employees who can do the job is another option.
After conducting a tiring job of job posting the next step involves “Resume Screening”. This process can involve use of technology or even manual shortlistings. Technologies like Applicant Tracking System(ATS) help in making this process even more efficient. Such technologies are useful when the applications are in bulk. In resume screening the main motive is to identify potential candidates and the right fit for the company by cross checking all the details mentioned in the resume.
Skill assessment is one of the most crucial steps as this step eliminates and distinguishes between worthy and not so worthy candidates. Depending on the job description and the role, a test can be designed using job specific demands. For example, coding tests for tech roles, simulatory tests for customer services positions help in finding out the best fits for the roles.
After thoroughly conducting resume screening and skill assessment the candidates are now evaluated on the basis of their performance so far. Evaluation at this point involves scores from the above reports and in case there was an interview conducted that has to be taken in consideration too.
Keeping a record of all the past experiences and references mentioned is yet another thing to keep in mind as it helps in identifying roles played by the candidate previously in another organisation. Background check involves a cross check on all the details mentioned in the resume.
After successfully clearing out and forming a pool of highly skilled candidates on the basis of all the assessments so far, now is the time to conduct a PI that is a personal interview. Interviews are the best way to introspect on the behaviour of the candidate and whether or not their goals and values align with that of the company. Judging on the basis of language, communication style and body language a lot can be told about a person.
After the interviews we now have a list of all the people who are going to join the company. After all the processes are done the selected candidates are offered an offer letter and after acceptance of the offer letter the hiring team creates a structured onboarding plan that includes orientation, introduction to the team and training.
All of the above mentioned points are part of a smooth hiring process. Clear and precise timelines help in creating less hassle and more output.
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