Optimize Your Recruitment Process in 8 Steps

While each company is different, the recruitment process is generally similar. As a HR professional, you can follow 8 steps to successfully recruit the best candidates for vacant positions:

1) Identifying a need to hire. This could be caused either by  a talented employee quitted, or expansion of the company, which in turn results in needing to hire more personnel.

2) Planning. It is important to plan out one's recruitment process, and have the team that is handling the process know its details. Hiring a candidate is not cheap, and one misstep can result in consequences.

3) Searching. Companies should be "hunters" and not "gatherers". It means the company is actively looking for the best candidates out there, instead of interviewing a large number of candidates that may be average.

4) Identifying viable candidates. This is when the company goes and searches for the best candidate.

5) Recruiting Top talents. Hiring a top talent is not enough. He or she must be committed to the employer's project. Candidates often look at both the job and employer, and if one of the two does not fit their criteria, they will gladly look for another job.

6) Interviews. If your companies are likely to have vacancies in the coming future, interviews should be conducted to get a well-rounded profile of the candidate. This could be done through telephone, and/or face-to-face. Communication is important during this step, as a candidate who has not heard back from a company may assume that they have lost interest in him or her, and will move on.

7) Making job offers. The company should be offering the candidate something that both parties would be satisfied with. This step is most delicate as there is a fine line that both the company and the candidate want to land on.

8) On boarding of the candidate. Once the candidate has been recruited, an onboarding program should be implemented to make the candidate feel that the company wants and values him or her in the company. Without this step, the candidate may feel that he or she is simply another tool of the company, and may start looking for jobs in other companies.

Finally, some studies show that 65% of candidates are visual learners. Companies may want to use a flowchart to explain to candidates how their recruitment process works. This will only be beneficial to both parties and give equal starting ground to both employer and employee.

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