In the context of today's societal developments, businesses consistently face a substantial demand for human resources. However, without a well-structured selection method, the associated costs can be high, yielding minimal effectiveness. To assist businesses in overcoming these challenges, Faro will elucidate the intricacies of the human resources recruitment process in accordance with ISO 9001 standards. This process is currently being implemented by numerous large and small enterprises, offering opportunities to identify the most potential workforce for the unit. Explore the details in the following article.
1. Personnel recruitment process according to ISO 9001 standards
The executive recruiting agency is built and implemented scientifically to select employees who fully meet the ISO 9001 standards. This process will be implemented as follows:
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Clearly define the execution sequence and location of the work.
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Clearly define the methods and standards that will be used in the recruitment process.
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Ensure the completeness of information, resources and necessary documents, contributing to a smoother and more effectively controlled recruitment process.
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Monitor, evaluate and conduct analysis of the recruitment process.
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Implement specific actions to ensure the effectiveness of the human resources recruitment process as well as the most appropriate improvement methods.
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When ISO 9001:2015 standards are applied to the executive recruiting agency, it will help save time, cut costs, and build an appropriate standard so that businesses can implement and own quality human resources.
2. Five steps to hr partner human resources according to ISO 9001 standards
The process of implementing the personnel recruitment process will be conducted in 5 steps as follows:
Step 1: Prepare a recruitment plan with company recruitment partner
Enterprises will create a concise recruitment description that clearly shows the unit's requirements and attracts candidates to apply. One of the most important information to show is the job position, job requirements, recruitment partner salary, and benefits upon completion.
Step 2: Recruitment announcement
Currently, there are many ways to widely advertise recruitment. Businesses can post on websites, social networks or reputable recruitment sites to search for talented candidates.
Step 3: Receive and select documents
After receiving applications from candidates, the human resources department will review and select applications that fully meet the requirements of the business. When implementing, it is necessary to ensure fairness and transparency without being affected by external factors.
Step 4: Interview
Once the best quality documents have been selected, the business will arrange an interview. Through the interview process, employers can evaluate whether the candidate is the person they need or not through the questions and answers of both sides.
Step 5: Try the job and make a decision
The probationary period can last from 2 to 3 months, depending on the given business. During this time, candidates will demonstrate their abilities and be monitored and evaluated by the business to ensure transparency and smoothness. Then, based on the standards, the unit will decide whether the candidate becomes an official employee or not. If so, a labor contract will be signed. This contract will have legal effect and clearly state the responsibilities, rights and obligations of both parties.
3. Key considerations in the personnel recruitment process
3.1 Establish Stringent Requirements
Businesses should set high standards when recruiting. Specific requirements, including expertise and work experience, must be outlined for each position. This ensures the selection of individuals with the capacity, responsibility, and strength to deliver optimal results in their roles.
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3.2 You should study the candidate's profile before interviewing
Researching a candidate's profile before the interview will help employers grasp the strengths of skills and expertise. This will cause many impacts and can cause businesses to make many mistakes. Because, the CV that the candidate sends will mention a number of issues such as professional qualifications, work experience, positions held, companies they have worked for. This is one of the factors first so that employers can assess candidates' abilities most accurately.
3.3 Emphasize the advantages of the job
Businesses can offer direct benefits and rewards to employees when they meet the proposed tasks with high efficiency and meet evaluation standards, which is one of recruitment partner job description. However, executive recruiting consultants absolutely should not make empty promises to avoid future consequences
3.4 Create a Positive Candidate Experience
To capture candidates' attention, partner human resources should prioritize the reputation and professionalism of your business. Establish a comfortable environment that encourages candidates to showcase their abilities. Provide specific feedback, whether they are selected or not, and ensure that recruitment methods align with a professional and highly fair working process. This approach leaves a positive and lasting impression on potential hires.
The business partner human resources, aligned with ISO 9001 standards, empowers employers to select the most promising resources for their businesses in a highly effective and professional manner.
CONTACT FARO VIETNAM today for human resources recruitment services.
Faro Vietnam
Email: service.vn@farorecruitment.com
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