An effective recruitment process requires many criteria, but basically, the following 10 steps will be followed in turn.
Here is the must-have step in an effective recruitment process that all businesses should pay attention to.
Planning for recruitment
Many businesses believe that sequence is not too crucial, but in fact, it shows advantages for contrast aspects. Recruitment is a complicated process and it requires a lot of time, effort and cost, so planning an effective recruitment process has caused difficulties for businesses for a long time.
The contents requires the recruitment plan to have following information:
-
The job description
-
Human resources for recruitment
Composing job postings
With the detailed information in the recruitment plan, the next step is to clearly describe requirements of the job to compose a job posting. Doing this step well can select the number of unsuitable candidates as well as save the business time.
When composing a job posting, there are a few things to keep in mind:
-
First and most importantly, business should avoid diffuse and no main focus.
-
Besides, the introduction about the business should be taken care of so that the candidates have the first impression on.
Posting
Depending on the vacancy and recruitment level for approaching suitable sources of candidates, when posting a recruitment newsletter, it is necessary to plan expected candidates so that business can focus on attracting a large number of quality candidates. Moreover, not posting rambling information also saves recruitment costs for businesses.
Selecting rationally CV
Enterprises receive resumes through the online system at recruitment sites or the recruitment section on the enterprise's website, which accurately build the database of candidates according to each requirement and criteria. To ensure the quality, it is necessary to have a software system that immediately records candidate information as soon as it is received.
Fairly selecting
Through the smart software system for recruiting management, recruiters can screen CVs quickly. However, the screening step requires transparency, accuration and fairness so as not to miss good candidates.
Interviewing potential candidates
At the interviewing round of a potential candidate, headhunters need to create a list of questions to explore the candidate's ability. For instance:
- Questions are compatible for each job position with consults from the head of the department.
- Setting the score and criteria of evaluation for each question
- Setting standards for gestures, body language, attitudes, etc.
Accurating candidate assessment
Each candidate should have the same evaluation content framework so that businesses can make a fair comparison. Nowadays, many businesses have professional advanced software for human resource management, so it is easy to take a comparison table of all competitors after finishing the interview.
Hiring decisions
Evaluation and decision for potential interviewees often take 3-5 days. If it lasts for a long time, there is a high risk of losing candidates to other companies or even giving talents to competitors.
Implementing the probationary
The probationary is a stage for the enterprise to assess suitability and ability of connection of candidates in a long time. Therefore, at the beginning, businesses should show seriousness and the long-term interests of both parties.
Signing the official contract
After the probationary, the businesses have enough information to assess the suitability of the candidate. With excellent candidates who assess jobs and offer benefits, businesses should sign a formal contract.
Here are 10 steps to have effective recruitment. Hopefully, this article is helpful for businesses in the recruitment process.
