A recruitment process includes many steps and each step has its own role. Therefore, employers cannot skip any steps to complete the recruitment process in the best way. However, among the recruitment steps will be the one that plays the most critical role. What is the most important step in the recruitment process?
In this article, let's find out what is the most important step in the recruitment process!
The most important step in the recruitment process
Depending on the background of the recruitment process of each business, there is a difference of choosing a crucial step. This depends on the intuition, culture and perception of each employee.
Perhaps for someone, the screening of resumes and face-to-face interviews are the most important steps, for some businesses on the other hand, the beginning always has a significant role. According to recruitment companies, the step "drafting and posting recruitment information" is the most important step.
The importance of drafting and posting job advertisements
According to Farovietnam, the content of the job posting proves the importance of the first step. A job posting that summarizes fully and concisely the job duties that the new employee will undertake is the clearest guideline for the recruitment decision of the enterprise.
In employers' point of view, simple recruitment content can get more candidates but it can create a domino effect and even cause consequences for other steps in the recruitment process.
The influence of the content of job postings on the recruitment process
The unstrict job posting can lead to the following effects:
Receiving applications and screening suitable candidates:
The great number of applications can satisfy businesses, but not at all owing to the expectation of recruiters is potential and qualified candidates who meet requirements of businesses. Therefore, recruiters can sink in the ocean of CV to select the list of suitable candidates.
Besides, traditional screening methods also cause trouble and waste time for the human resources department and businesses should follow the current trend in advanced recruitment technology. These softwares can minimize the screening time based on the criteria developed by the recruitment department and that criterion is not generic, which can make dozens of similar candidate lists. Therefore, at the very beginning, the content of recruitment information needs to be carefully invested.
This is an opportunity for the information exploitation of the recruitment department to assess the experience, skills and suitability of each candidate. The direct interviewer can be the chief of the specialized department or the chief of the human resources department, who take responsibility for the recruitment process, rely on the approved plan and monitor the progress on the recruitment software to arrange the work. In which, the job posting will be the content posted in the first step, as well as the reference content for the next interview step.
If the recruitment content is sketchy, the staves in charge of the interview must exploit it professionally and they can have trouble with an incomplete assessment of the candidate.
Recruiting successful candidates:
Even if the business agrees to recruit and the candidate accepts the position, it does not mean a sign of a long-term commitment. The incomplete assessment leads to hiring the wrong employee, for the wrong position and employees are not satisfied because of their actual workload compared to the recruitment information.
In addition to benefits, salary and benefits packages that do not meet the acceptance between employees and enterprises also lead to layoffs due to poor performance. Therefore, businesses need to draft well-organized job postings.
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