Staff Recruitment
What Goes into a Perfect Staff Recruitment Process?
​An efficient Staff recruitment process is an organization-specific sourcing model that aims to find the right fit for the right job at the right time. It is a step-by-step approach to bringing in talented people who can help the company grow. An all-inclusive recruitment process has 5 key phases but it may vary from company to company depending on the business vertical, organizational structure, size of the company, nature of operations, existing recruitment workflow and selection process.
Importance of a Strong Staff Recruitment Process?
Any foolproof Staff recruitment process is typically targeted toward attracting qualified candidates and encouraging the maximum possible job seekers to apply. This makes it possible to build a big pool of talented players in a tight job market and minimizes the time involved in finding candidates and filling roles for the present and future requirements of the company. A well-planned and thoughtfully crafted recruitment process helps the hiring team filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions. The recruitment process not only reflects the company’s professionalism but also helps attract the right kind of candidates while saving time and money spent on identifying, attracting, engaging, recruiting, and retaining talent.
Phases in a Staff Recruitment Process?
​The recruitment lifecycle consists of four interrelated steps which are as follows:
Internal Sources of Staff Recruitment
When recruiters use internal sources for Staff recruitment, it works to motivate the existing employees to be more productive and maximizes their job satisfaction and sense of security. Recruiting through internal sources also reduces the attrition rate along with cost and effort.
1. Identifying the Hiring Needs
Whether a job opening is newly formed or just vacated, you cannot find what you need if you don’t know what you need in the first place. So, your recruitment process should start with identifying the vacancies that exist followed by analyzing the job specifications including the knowledge, skills and experience needed for the role. Here’s how you can determine your hiring needs:
External Sources of Staff Recruitment
Staff recruiting through external sources offers a much wider scope for selection from a big number of qualified candidates. The process moves much faster even for bulk requirements while eliminating the chances of partiality or biases.
2. Preparing the Job Description
Once you know exactly what you need in terms of knowledge, skills and experience, it is time to determine the duties and responsibilities of the job. Preparing a comprehensive job description (JD) will help you know what your potential employees must have in order to meet the demands of the role. More importantly, it provides your prospects with a checklist or a list that they can compare themselves to before applying. It is a tool to ensure that you get applications from the right candidates (hopefully).
A job description must include all of the following and can be as comprehensive as you want:
1 Transfer
The recruiter can fill a vacancy in a different location without any changes in the job role, status, or salary of the employee by transferring a suitable candidate from within the organization.
2 Promotion
​A vacancy can also be filled by offering a high performing employee to take over a senior position within the organization for handling additional responsibilities along with a raise.
3 Demotion
Depending on the performance of the employees, sometimes the management has to take the decision of lowering the position of underperformers.
4 Existing Employees
The employees of your organization can spread the word and create a buzz on their social media accounts to help you fill your vacancies.
5 Retired Employees
In case of an emergency or a mission-critical project, retired employees can also be called in to fill a position for a short period till an appropriate candidate is foun
6 Previous Applicants
Keeping applicants on file who have previously applied and didn’t make the cut the first time around makes for a resourceful database. They can be reached out to when matching positions open up.
7 Screening and Shortlisting
A survey of recruiters revealed that while 46% struggle to attract top talent in the current candidate-driven market, 52% confirmed that the most challenging part of hiring was identifying the right candidates from a large pool of applicant