Whether you're an experienced recruiter or just starting, you have a method for filling client work orders. To make sure you find the best candidates, you need to understand the recruitment process.
Steps in the attraction and selection process
The recruitment process begins with the attraction of candidates and ends with the selection of a candidate for hire, as expected by name. Being meticulous and following each step can lead to better hires and retention rates. You can start by considering this sample seven-step recruiting and selection process.
Look at the steps of recruitment and selection:
1. Receive a work order
2. Search for candidates
3. Screen candidates
4. Shortlist the candidates
5. Interview the candidates
6. Perform tests
7. Expand the job offer
Follow each step of the attraction and selection process to learn as much as you can about each candidate. To prevent your recruiting process from stagnating, find what works and change what doesn't.
1. Receive a work order
When you receive a work order from your client, you can kick-start the hiring process. A job order should include information about the position you are filling and a well-written job description.
The job description should tell prospective candidates everything they need to know about the position, including:
· Position Title
· Detailed job description
· Required and preferred qualifications
· Location
· Salary range
If the job description doesn't provide enough information, or if it isn't written in a way that can attract top talent, consider rewriting it.
To find the right candidates, you need to understand the brief for the position. Ask your customer questions about the work order if you need further clarification.
2. Search for candidates
Once you have a good understanding of the open position, the next step in the recruitment and selection process is to search for candidates.
There are many ways to search for passive and active candidates. Active candidates are those who are actively looking for work, while passive ones are not. Successful recruiters can look for both types of candidates.
You can search for candidates using the following recruiting tools and sources:
· Social networks
· Online job boards
· Your recruitment database
· References
Social networks are a great tool to find both active and passive candidates. You can post job descriptions on your social platforms.
Online job boards attract active candidates. Plus, some job boards work with your recruiting software, so you can add candidate information directly to your database.
Your recruitment database is a great resource for finding candidates. If you use recruiting software with an applicant tracking system, you have candidate information stored. You can contact the candidates to inform them about the vacant position.
Lots of people can refer you to top talent. Talk to the candidates you have successfully placed. And you can work with other recruiters on split placements by sharing job orders and candidates.
3. Screen candidates
Candidate screening is a vital step in the recruitment and selection process. This is where you can learn more about each candidate, helping you narrow down your talent bank.
You can conduct a telephone screening and include a series of pre-screening interview questions. During selection tests, ask behavioral questions that will give you a better understanding of the candidate's personality and how they would function in the open position.
Ask candidates about themselves, including their work history and career goals. Check that they understand the job description and that they are qualified.
Telephone interviews should last about 30 minutes. Although they won't be a full interview, you can learn enough to help you narrow down the candidates. Create a scorecard of candidates to rank them and track their responses. Take notes so you can compare candidates after you've talked to all of them.
4. Shortlist candidates
Shortlisting is the process of selecting a few candidates from your talent pool. Your list of shortlisted candidates should be about three people.
These are the candidates you want to invite for a face-to-face interview with your client. Your client doesn't have time for hour-long interviews with more than 20 people.
Narrowing down the candidate pool can be challenging because you don't want to get ahead of the wrong candidates. Take the time to learn about each candidate's experience, qualifications, and personality so you can be sure you're shortlisting the right people.
5. Interview candidates
Once you have selected the candidates, you will need to pass on their information to your client. Your client will then interview the candidates. Normally, you should be present during interviews to take notes, ask questions, and give feedback afterward.
The face-to-face interview helps you and your client get to know the candidates. You can study their body language and ask more behavioral questions in the interview. The interview process helps you and your client learn about the candidate's work ethic.
Once again, use an interview scorecard to rank candidates for later comparison. Rank candidates based on things like experience, education, and skills.
6. Test
To further verify the candidate's qualifications, you and your client may consider taking job-fitness tests. A job fit assessment test helps you and your client determine how the candidate would fit in with the company.
A job suitability test can last between 30 minutes and an hour. It asks a series of questions that candidates must answer honestly.
You should also check the background of each candidate. And you should check references to verify the information and better understand your character and work ethic.
7. Extend a job offer
The last stage of the selection process is the selection of a candidate. Extend the job offer to the candidate your client wants to hire.
The candidate may try to negotiate the salary that his client offers him. Talk to your client to see if the requested salary is possible.
If the candidate rejects the job offer, you'll either search for the other top candidates again or restart the recruitment and selection process.
