Recruiting new employees is one of the most important processes to find talent for enterprises. Therefore, the construction of a qualified and professional recruitment process will really bring effective in the recruitment process. In the following article, let's find out with Vindoo the role as well as the important steps in the recruitment process.
Why is it important to develop a recruitment process?
One recruitment process being organized and professional will help enterprises attract many potential candidates. This also helps enterprises optimize the cost of training new employees in the most effective way. So the detail of What is the importance of recruitment process? Find out below.
- Save time
Building recruitment process scientifically will help enterprises find and select elite candidates quickly. In addition, enterprises will also attract qualified candidates. This not also helps the company save time and effort in the construction recruitment process but also increases professionalism in the eyes of candidates.
- Engage employee
The recruitment process will help enterprises choose employees that are in line with the vision and mission of the business. For that, work performance will always improve. Employees will become more connected, giving each other motivation in the working process.
- Be more active in recruitment
A well-prepared recruitment plan in a specific way will help enterprises be active in strategies for the HR department and for the management. In situations that need to change, enterprises can still adjust their strategies to be able to develop their capabilities and improve their reputation.
- Increase work efficiency
If recruitment process achieves a certain effect will help enterprises know the capacity and qualifications of each candidate. Employers should take advantage of the interview time to ask questions that help candidates understand their strengths and weaknesses. It is one of the recruitment steps to help employers determine the candidate's job performance in the near future.
Building a recruitment process can help enterprises find potential candidates
Simple and effective recruitment process diagram
Recruitment is the process of finding potential employees to fill vacant positions in an enterprise. In order to recruit process effectively, avoiding risks during the recruitment process, employers need to build recruitment process:
Identifying recruitment needs
Enterprises must determine what positions are missing to start setting up human recruitment process. Accordingly, enterprises need to analyze the characteristics of the position that are lacking, including skills, knowledge, work experience, etc. More specifically, enterprises need:
- Identify the missing positions in the enterprise at that time, identify the remaining unresolved problems, the competencies and characteristics of the employees.
- Monitor whether the workload has increased during the new hire process.
- Analyze performance continuously, and identify the required skills and human resources that the enterprises are lacking.
Identify recruitment needs in the vacant position
Job analysis
In this step, employers should clearly analyze what knowledge, experience, and skills a potential candidate needs to have. From here, build up a plan to communicate and post the most appropriate job posting. The main steps of the recruitment step include:
- Gather from that lacking team the required information.
- Record job information.
- Create job descriptions based on the information that has been collected.
- Know the methods and necessary skills that a candidate needs.
- Specify the detailed content of the job description.
Building job descriptions
After knowing the skills and experience that the candidate needs to have, the employer needs to prepare the most specific and complete job description. The job description needs to clarify requirements for the position to be filled so that potential candidates can consider and decide whether to apply or not. JD also helps enterprises receive applications from potential candidates.
The job description should include the following:
- General company’s name and information
- Job description, position and authority
- Tasks and work efficiency
- Work knowledge and techniques
- Working time
- Workplace
- Working conditions
- Location
- Employee salary and benefits
- Invitation to apply
Readers can read the article What is JD job? What is the meaning of JD in recruitment? for more details on how to build an effective and engaging JD.
Searching for candidates
Attracting talented candidates and getting them to apply is the most important part of the hiring process. Enterprises can search for candidates through internal announcements and then post them on social networking sites, job search sites and recruitment applications. In general, there will be two recruitment sources to find talented candidates:
Internal recruitment
For enterprises, using internal resources to find potential candidates will help motivate employees to work more efficiently and increase their job satisfaction. In addition, internal recruitment also brings many benefits to enterprises such as cost savings and low risk because they understood the personnel in the company.
External recruitment sources
For recruitment through external sources will attract a large space with many choices along with qualified candidates. The process will come significantly faster even with large-scale recruitment needs.
- Advertisement:
Advertising will help recruiters create a strong brand foundation that can attract talent. Enterprises can follow this method by using printing technology or electronic devices to get better results at low cost.
- Recruitment website
Company's recruitment website not only conveys the company's work culture but also has potential profiles. This makes candidates easier in applying but also attracts talents in many fields.
- Social networking platform
Nowadays, social networking sites are the platforms that provide potential and free candidate sources that enterprises should not ignore. Typically as LinkedIn, Facebook or Twitter will bring enterprises with highly qualified candidates to fill vacancies.
- Information site, job search application
These applications will be the perfect solution for finding quality CVs. In addition, this is a way for enterprises to save costs as well as time to store personnel records and arrange interview schedules, etc.
Enterprises can post job vacancies on their internal pages to take advantage of the company's human resources. Besides, nowadays, recruitment websites are becoming popular, so enterprises can post to attract potential candidates from outside.
Screening profiles
In human recruitment process flowchart in enterprises, employers often have difficulty in finding and selecting candidates from the list of applicants. However, employers can still solve this problem as follows:
- Based on the minimum requirements in the job description select suitable resumes.
- Consider whether the certifications, experience and professional knowledge, other skills meet the needs of the position to be classified into the priority group.
- Select candidates who meet the above two criteria.
- Make statistics and type in the items that candidates need to specify more clearly during the interview process.
Select the right profile
Conducting interviews
The next step in recruitment process is to schedule an interview with the candidates that the employer has selected. Based on the size and needs of the enterprise, consider choosing the forms, interview process or:
- Telephone interview
This form is quite quick and easy to find potential candidates for direct interviews. A brief conversation will help the employer assess the candidate's skills, qualifications and experience. Through that, employers can also make a good impression on the enterprise.
- Psychological test of candidates
Enterprises can create psychological tests. You can rely on these tests to assess personality, behavior, aptitude, communication ability, and many other skills needed for the job.
- Interview
The face-to-face interview is the last step before the enterprise offers a job offer to the candidate. Interviews can be conducted by senior management and are open to some elite candidates. Enterprises should have a consensus at this step and have a list of backup candidates.
The actual interview is a two-way process, through which every candidate wants to know if they are a good fit for the business. Enterprises need to have a polite and respectful attitude when sharing with them the benefits of working here. Building an interview plan, training skills for human resources is really important and necessary that can affect the success of recruitment process.
Evaluate candidates and select suitable candidates
After conducting recruitment, based on the answers and information presented by the candidate, the enterprise will determine whether the candidate has achieved the above-mentioned criteria or not. After recruitment, the enterprise will contact the previous companies to review the entire resume of the candidate to verify more information.
Searching for suitable candidates after the interview
Result announcement
The recruitment department will make a decision to select suitable candidates based on the evaluation of the recruitment board. Next, the recruitment staff will notify the successful candidates via email, phone, and internal enterprise. In addition, recruitment staff will notify relevant responsible departments to conduct written procedures and welcome new employees.
Probation
New employees after receiving the job will have integration training according to the company's training process to better understand the organizational structure and corporate culture. Issues related to the probationary period, personnel policies, and probationary contracts will be supported by the human resources department and responsible for implementation.
Official recruitment decision
The last step in human recruitment process flowchart is the official recruitment decision after the candidate has successfully completed the probationary period. The person in charge of directly will be responsible for assessing and guiding the personnel to self-assess their probationary period. High-level positions will need more opinions of the CEO, and Deputy General Director.
>>>> Learn More: 3 models evaluation of probationary staff effective for employers
Welcome new employees
When both parties agree on the salary, policy, remuneration, and job of that position, HR will send to the candidate a notification of the admission. The date and time of joining will be attached and the new candidate will confirm the time to receive the new job.
The introduction process will start with departments introducing company groups so that everyone can understand the information about new employees. In onboarding training process, the document will be delivered to the new employee and the labor contract will be signed afterward.
Above are the steps in recruitment process personnel that Viindoo just introduced to readers. If enterprises have recruitment needs, they should be able to adjust according to the recruitment scale. Hopefully, the above article will help enterprises find potential candidates, suitable for vacant positions.
