Recruitment is the process incorporated to get a suitable individual for your organization in a particular job role.
The recruitment process involves job posting, attracting candidates, short-listing candidates based on your requirements, and finally finding the right candidate for your job.
There are different ways to recruit candidates, but the two types of recruitment done to which we use different types of strategies are:
Internal recruitment is when open positions come up in your company and are looking to be filled by employees within the company. This is done in different ways,
When an employee is transferred to another role or team from their existing position. It involves the employee applying for the internal job posting, talking to the current manager and HR Partner and making sure the transfer will not affect the existing team.
Sometimes, the job opening is filled by promoting a candidate from his/her existing position. Performance checks and valuations are done to deem the candidate fit for the new position.
Another way to source candidates for Internal job postings is to hire ex-employees familiar with the role and company. Companies put a lesser effort in this as they are familiar with the employee and their capabilities.
External Recruitment is your standard process of posting a job in different places, using recruiting software and processes to source candidates, interview and finally hiring a candidate. External recruitment happens in the following ways.
When you are looking for a fresher or college graduate, one of the foremost and intelligent ways to get the right candidate is by offering an internship. During the internship period, you get to test the student extensively with real-time experience and interaction post which you can hire them as an employee.
Another way to source candidates is Employee Referral programs. Not only does this make the process simpler with fewer steps, the chances of finding the right candidate manifolds since the employees would know the culture of the company, a bit about the job requirements and can refer you with the right person for the job and the company. Do not forget to smartly give some incentives to the employee who gave you a good hire.
Another easy and simpler way to go about with external recruitment is to hunt talents from among college graduates. Real-time comparison and instant results regarding hiring are some benefits of college recruitment. It would require a considerable amount of money to conduct successful college recruitment programs. Make sure you gain ROI on choosing this way.
There are dedicated third-party vendors and recruiters or head-hunters who can help companies to find the right candidates for their open positions. When you have a lean talent acquisition team, it would make sense to go with third-party recruiting.
A dedicated career site listing all your job openings and ranking in search engines can help you get candidates who might land on your page while they search for jobs. Also, when your company is a place talents are looking for, your career site would become an excellent source of connection between them and your company.
Posting about your jobs on all social media, especially LinkedIn can help you a lot in the external recruiting process. Social networking also includes word of mouth among employers and peers to talents, looking for job opportunities about your company. Social Media has become one platform for everything in this age and recruiting is no different.
The recruitment process and selection process are both parts of the overall process of Recruiting. They are two different stages of the recruitment process that lead to a successful and fulfilling hiring process. So, what is the difference between the recruitment process and the selection process, let’s see.
The recruitment process is the part of the hiring process in which the right candidates are searched, curated and convinced or shortlisted to be brought into the selection process of the Recruitment.
The selection process is the part of the hiring process in which the major focus is to select the right candidate for the job.
This selection is done through different steps, major tests, and interviews.
The recruitment process includes the posting and distribution of job openings across channels. It then moves to get all potential candidates to apply through communication, curating all the right candidates for the job opening, and getting as many applications as possible.
Some common steps are written test, technical tests, group discussions, face-to-face interviews, culture fit tests, etc.,
It is a positive process where getting applicants is the major goal.
It is a negative process where eliminating the applicants and finding the right candidate is the major goal.
The recruitment process is inexpensive and quick.
The selection process is time and cost consuming.
Now that we know a fair bit about Recruitment, the types and the two major processes in it, let us see the step-by-step process involved in recruiting. This will help you and become your go-to guide for all your recruitment process going forward.
Do not step into the recruiting process without knowing full well on what you are trying to achieve. Know your problem, the solution expected and then begin the hunt.
The major steps in this hunt are:
- Find what is the vacancy
- Find what roles and responsibilities does this job entail
- The kind of candidate that the team or manager is looking for
- Goals and achievements the candidate is expected to fulfill and
- Changes the candidate is expected to bring
Once you know the answer to all these you would get a fair idea of the candidate persona that would be right for the job. With this in mind and the challenges you want to be solved, create your job in your recruitment software with details and descriptions.
Create a job with a brief description of it, roles and responsibilities that come with the job, the requirements or expectations you have in your ideal candidate. Add any other information you want to provide to your candidate regarding the job.
A good job description or posting would look like this. Use this as a reference or template to writing your own for any role.
Do not forget to promote the job on social media, job boards, and other networking methods apart from your career site. Use all the methods mentioned in External Recruitment on this page to know more about distributing your job openings.
Once your job posting has gained popularity, it will bring in applications from different candidates. Use a good recruiting tool to bundle and organize your applications and also automate processes like rejecting candidates with less than 5 years experience or not familiar with a language required, etc., Get all the candidates you would be interested in to a pool and get started on the selection process.
Based on the role, choose how you want to conduct the tests, do you want them to be online or in-office, use different test tools to send tests to your candidates and evaluate easily by integrating with your recruitment tool. Once the preliminary round of tests is completed, you can move to interviews through web tools or in-office. Schedule interviews and shortlist your qualified candidates further.
When you have a few last candidates standing and you have to pick one, evaluate once again, re-evaluate the past rounds, consult with your panelists and recruiters and arrive at a decision. Give valuable feedback and reasons you decided on going forward with this candidate and for rejecting the other candidates.
After finding your dream candidate, roll out the offer and get them on board. You can send an offer letter, get it e-signed and begin proactive onboarding processes with the right onboarding tool in place.
So you followed all the steps and carried a good recruitment process and found your perfect candidate as well. Does that count as a successful recruiting process or method? Not really. Success is measurable and so is the success of good recruitment. There are few metrics based on which the whole process is measured and correctly measuring these can give you the results your effort bore.
This metric measures the time that was taken to fill an open position by the recruiter or the recruitment team. It will give you an understanding of the efficiency of the recruitment processes, try and help improve or change it.
The amount of money spent by the organization to hire the candidate for that job role can be figured by measuring this metric.
The quality of hire metric gives the number of hires is actually of good quality and can add worth to the organization. It will help you find if the recruiters are spending time and money on good hires or just hiring.
A metric to understand which sources bring you the most candidates converted to qualified hires. Also, the overall performance of all sources used in the recruiting process.
The number of candidates who got an offer and the number of candidates who accepted the offer and converted to employees.
The employee turnover rate or the attrition rate gives the measure on the number of hires who actually made even the cost spent on hiring them by staying the company long enough to make profits if the hires stayed for more than a year at least.
Are you hiring top candidates from a diverse pool of categories and backgrounds? Measure this metric to make sure your recruiting team is bringing in diversity in the hiring process. These are some of the most important metrics that one needs to measure to find if the recruiting process adapted for the company is making a difference or not.
There are other factors that can be measured apart from this, read this blog to know more about them.
We have all the information we need to know about recruitment. Now all we need to remind ourselves is why practicing the recruitment process is important and how all the above sections will be helpful. There are many ways in which recruiting improves your organization, we will now see how it does it and understand its importance.
With a proper recruitment process in place, the whole task of recruiting becomes transparent and clear to everyone in the organization leaving no room for doubt. Managers, employees, and everyone in the recruitment process know why a candidate was selected or rejected, making the ordeal a no confusion deal.
Given the whole process is transparent, it removes room for partial hiring or favoritism. People can no longer bring in candidates who are not worthy of the job just because they are in the good books of someone in the recruiting team.
Recruitment takes place in a uniform structure and manner. It makes it easy for anyone in the talent acquisition team or HR department to follow the same ways and get the ideal candidate for a job role. You can avoid confusion and different methods of recruitment that might lead to doubtfulness with a recruitment process in place.
With the right recruiting in place, you can easily find an accurate candidate for your job. The processes are clear, the tests and interviews are straightforward and transparent. Requirements, roles, and responsibilities are listed accurately, getting only the right candidates who fit to fill the position.
A good recruitment process means faster filling of vacancies means no dependencies or lack of work being picked up means more work done and goals achieved which means an overall growth for the organization.
Once you crack the magic recruitment process, you can figure out the fastest way to get the right candidates for all job postings and fill job postings easily. With the time to fill rate reduced, productivity increases.
The recruitment process not only helps to find the right candidate for the job but also for your organization. You can test the candidate for culture fit or culture boost in the organization and make sure you get the right candidate.
The recruitment process also ensures that you don’t keep hiring candidates with the same background and culture. It makes the organization more inclusive and diverse. Regarding gender, race, color, etc., encouraging diversity is very important in today’s age and it is well done through recruitment.
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