Employees are the critical element of every company as they keep the business running with their efforts, ideas, and contributions. But if they feel like a misfit and like they don't belong in the company, that could affect their performance. Employers who want efficient and productive employees should choose them carefully and ensure that they understand the scope and meaning of their work.
Recruiters have the principal role in selecting compatible workers who feel comfortable in their job roles and actively contribute to their professional development and business growth. Otherwise, recruitment could become a pursuit of numbers and metrics measurement. To avoid that from happening, recruiters should be deliberate and careful about each step of the hiring process. HR professionals should avoid overlooking critical elements that help to identify a quality candidate.
Here is how they can develop a top-notch recruitment process by including the following elements.
5 Hiring Process Steps You Should Always Include
1. Recruitment Needs Assessment
The first step of every hiring process should be to run assessment analytics concerning the recruitment needs. That way, HR professionals ensure that each individual they hire is needed and has a defined role in the company. Recruiters should start by identifying skill gaps and what qualities their ideal candidate should have.
They should decide what abilities and qualifications someone could have to help a particular department and whether there is already an employee with similar characteristics inside the company. Recruiters should also think about whether they should aim for internal hiring or transfers. In a nutshell, a hiring needs assessment should make it clear whether there’s a need for new employees or not.
2. Hiring Plan Development
After deciding what the missing skills and ideal candidate persona are, it’s time to move on to hiring plan development. This guides all the steps recruiters should complete to identify and attract the most compatible job applicants. With this, they can establish a structured, concise, and meaningful recruitment process flow. Recruiters can use this guide to remember the needs of their organization and gear the hiring process in the right direction.
At this stage, they should also determine the recruitment metrics that will allow them to measure the success of their initiatives. For instance, recruiters should consider elements such as time-to-hire, source of hire, and quality of hire. A recruitment plan should also help HR professionals consider all the steps they need to cover to ensure a stellar candidate experience.
3. Advertising and Marketing Decisions
Most recruiters target active job seekers, but 75 percent are indeed passive. That means that they need an additional push to consider a company as a potential employer. Overall, recruiters need to sell the job opening, then persuade and motivate people to apply for an available vacancy. Because of that, a concise advertising and marketing plan is a must.
Companies with a recruitment marketing platform are two times likelier to provide a positive candidate experience. It’s why recruiters should decide what tools and platforms they’ll use to promote the job opening, how much they can invest, and where their target candidates spend the most of their time.
4. Candidate Experience Management
HR professionals should dedicate extra time to establishing a streamlined, straightforward, and accessible job application process. But they should also think carefully about smooth communication with the job applicants, job descriptions, interviews, and selection. These fall into the candidate experience management phase, which is critical for a successful hiring process.
Because of that, recruiters should create a standardized and unbiased process that allows a smooth evaluation and treats all candidates equally. They should also ensure that job applicants know what to expect and know who to turn to if they have doubts.
5. Onboarding Plan
Onboarding starts from the moment the most compatible candidate accepts a company's job offer. It's a critical phase because it shapes how well new employees will integrate into the workplace, among their coworkers, and in their job roles.
Thus, if recruiters overlook a significant step or make the onboarding process too short and not informative enough, that could affect employee motivation and their perception of the employer. Hence, HR professionals should plan out this stage timely, ensuring that the worker gets the necessary information, training, and welcome introduction.
It’s recommended to provide new employees with a lengthier onboarding as that gives them enough time to gain confidence, get to know their teammates, and start generating ideas. Ultimately, onboarding is the last step of a candidate experience and the first one of employee experience.
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Recruiters can never spend too much time developing a thorough and efficient hiring process, but it’s easy to overlook critical details. Because of that, they should create a guide that allows them to have all the steps in one place and follow them until they hire their ideal candidate.
Author bio: Paramdeep Singh works with CandidateZip, a leading HR workflow automation provider. It is an AI-powered innovative tool that brings accuracy & automation to skilled hiring. It connects with 300+ ATS/CRM and 400+ sources. It is useful for startups, small businesses, and medium-sized companies to automate their recruitment workflows. It is available in affordable plans with a free trial with a few credits every month.
