Hiring or recruiting is a pivotal part of running a business. Renee West, the president and COO of Luxor Excalibur Hotels hits the nail on the head when she says “You can have the best strategy and the best building in the world, but if you don’t have the hearts and minds of the people who work with you, none of it comes to life.” So most of us would agree on this: to give life to our business goals, we need the right people. But to hire the right people we need the right process. What constitutes the best recruitment process? What are the things we need to include in the recruitment process checklist? Here are five of the most important ones:
1. Job description
When you need to fill a role, the first step is to draft or re-draft a job description that clearly and appealingly communicates the key requirements of the position – the qualifications, skills, traits, and experience that the job requires. The job description must also bring out the potential for change and growth that the role holds for a prospect. A well-crafted job description ensures that you don’t have to spend too much time in weeding out applications from unqualified persons
Once the job description is ready, the next step would be to get the word out to prospective applicants. You can do this in all or few of the following ways
- Job boards or newspapers
- The company website
- Social media platforms like Twitter, Facebook, Linkedin
- Employee referrals
- Existing candidate database containing candidates who were considered for previous vacancies
You can even work with creative ideas like making short and fun videos with testimonials from existing employees on why they like working for the company
3. Shortlisting and Interviewing
Next comes the most important part of the process, zeroing in on the right person from a list of prospects. This involves screening resumes and shortlisting a few who meet the criteria. You can do this manually or more conveniently through an applicant tracking system. The next step is to interview the short-listed candidates to assess their suitability for the role. While scheduling interviews you must make sure that you give convenient time and settings for passive candidates who are currently employed but would be great fits to the role. You can perhaps interview them through Skype/ Phone.
Once the right person is identified, the actual or core hiring process begins which entails the following:
- preparing the offer letter with the name of the candidate, job title, description, terms, and conditions, and compensation clearly spelled out
- sending the offer letter to the candidate
- documenting the candidate’s acceptance of the offer
The employee signs the dotted line. But wait before exulting, the process is not over yet. You must make the employee feel welcome on board. A smooth onboarding process must ensure that the paperwork doesn’t take too much time and the background and reference checks are done within the employee’s joining day. Once the employee joins, he or she can be assigned a mentor or colleague who can help them get acquainted with the role and the workplace culture. Following such a step-by-step process will shorten the time taken for hiring and make the process more efficient for the company, the candidate and the recruitment agency involved. Using a streamlined recruitment process is more likely to give you good hires than using sophisticated recruitment tools.
Rannsolve is a reputed recruitment agency with extensive experience in providing staffing and recruitment solutions to companies across industries. Its comprehensive understanding of the job markets, especially the US job market makes it a sought- after recruitment agency in the IT domain. Contact us today for a free consultation.