For many established and well adapted businesses and organizations following right steps in recruitment and selection can prove to be a stressful and work oriented process.
Most of the recruitment agencies and the human resource departments of many companies have individuals who are well equipped and provide the much needed support and expert help of employment specialists who help the hiring managers and recruiters to assist them in finding the right kind of talent in the recruitment selection process.
They also help leaders to make reliable and wise decisions regarding the employment process for a more speedy growth of the company.
There are many processes that are involved in the recruitment and selection methods of talented, well deserved and eligible candidates suitable for the job position.
These include processes such as candidate sourcing, tracking and reviewing candidate applications, conducting and managing interviews and employee selection.
Stages of Recruitment and Selection Process:
As mentioned above, the process of recruitment and selection includes a wide variety of steps and process. These processes and steps in recruitment define the recruitment criteria and the basis of candidate selection.
Many companies use new technologies and strategies for proper recruitment of employees and selecting people who are talented and deserved for the job position.
Below is a list of methods and hiring and recruitment strategies that many companies use and also defines the recruitment and selection processes of a company.
1. Candidate sourcing:
The first and the most important step of candidate recruitment and selection. Candidate sourcing ensures that the organization is getting the right type of candidates for the job position.
Candidate sourcing is defined as the process in which the recruiter or the hiring manager uses a wide variety of recruitment methods to choose the right and the most suitable candidate for the job and its associated positions.
It can be both online and offline basis. Online methods include posting job advertisements in job posting websites like naukri , monster etc and through proper online advertising of the company and the job vacancies present.
Offline methods include providing a satisfactory performance in the professional networking associations such as trade organizations and also having active participation in talent communities.
Another popular method of hiring talented employees is to monitor and study about the various industry changes that occur within the company and recruit candidates who are well adapted and versatile to the incoming change.
This can prove to be beneficial and highly profitable to many companies as they do not have to spend extra capital on training the recruited employees when a major industrial change occurs.
Recruiting candidates from competitors and rival companies is also a great way to save capital and time as they would have proper knowledge about the company and the external environment in which the company operates.
2. Application tracking:
After sourcing and choosing the right group of candidates suited for the job, the next step that many companies follow is to track the application of the sourced and targeted candidates.
This step includes tracking the candidate application, and reviewing the resumes by mining the application tracking software used for candidate selection and recruitment in many companies.
The application tracking system or ATS as it is commonly called is a good help for many companies and employers to track the application of many employees and candidates. This system helps to manage the application process and store the candidate information for the present and future use of the company.
Many hiring agents use application tracking systems to track and review the applied job applications from many potential and talented candidates.
After proper tracking and reviewing of the candidate application through ATS systems, the employers can decide whether or not the candidate is suitable for the job and if he fits perfectly with working environment of the organization.
Candidates who seem to deserve for the job position is then invited to attend the job interview process headed by the recruiters and hiring managers of the company. Application tracking system also allows candidates to track their application status.
Another main advantage of using ATS is that these systems can be used for organizations of any size be it a large or a small corporation.
3. Phone interview:
This is one of the lesser used interview methods used by companies. Preliminary telephone interviews is an essential method for obtaining the necessary and the required info from the applicant including details like background, educational qualifications, work experience and employee history.
The main purpose of conducting a telephonic interview is to check whether or not the candidate has impressive linguistic skills and is able to communicate perfectly to the employer through the phone without any falter.
It also shows whether or not the candidate is able to handle sudden emergencies without any errors and is able to imply a perfect performance to the employer.
Many human resource companies use telephonic interview as an initial method to view and understand the speaking ability as well as the emotional and intelligence quotient of the candidate.
It also shows how well the candidate will perform under pressure when an emergency suddenly arises.
4. One to one interview and job selection process in recruitment:
This method is used in the later stages of the recruitment and selection process after the process of initial interviews and background checks of the candidate.
One to one interviews are highly feared and worrisome for many irrespective of the fact that whether they are rookie candidates or experienced candidates.
Usually these types of interviews are done by the head of the human resource department or the hiring manger after the employment specialist and the recruiters have done processing, studying and tracking the candidate application.
The invitation of the overview from the company to the selected candidate is done by the hiring manager. This is to ensure that all the candidates will receive the invitation on time and to the correct addressee.
After the hiring manager has done interviewing the candidate, they try to narrow down the list of selected candidates on the basis of their performance in the interview.
In many companies, there is also an additional interview, if there are a large number of selected candidates. Face to face interviews can either be done by a single person or can be done with an interview panel.
5. Handing over the employment offer:
After the tiring process of initial and primary interview sessions, (in some cases a secondary interview is also conducted), the hiring manager informs the candidate about the employment rules and regulations that the candidate has to follow once selected.
This includes pre employment rules and regulations and also includes different processes such as background checks, drug test, license information, criminal records and so on.
When the recruiters exchange the company employment and recruiting information to the candidate, a draft document containing the company rules along with the employment guidelines and instructions is handed over to the employee.
This is done after both parties reach an understanding and an agreement has been reached between the company and the now employed candidate.
It should be noted that the employment offer should always be in a printed format and there should not be any fine print present that might be confusing for the candidate.
Steps for Recruitment Process:
The task of interviewing and selecting candidates based on their level of educational, interpersonal and behavioral skills is a never ending task for many companies.
However, irrespective of the repetitive task of selecting the right candidate for the job position, the process of selecting the right candidate is very challenging even if the recruiters experience this in a daily basis.
Selecting the right type of candidate is a huge deal for the company as choosing the wrong candidate can prove to be risky and end up being costly for the company.
Choosing the wrong candidate can also incur losses for the company both in the form of capital and resources. To prevent this from happening, effective employee selection process of recruitment are undertaken by the companies for proper candidate selection.
These include methods such as advertising, notifying the candidates, testing, interviewing and even screening.
1. Notification:
The employee selecting process starts by the company notifying the candidates and job seekers about the presence of job openings within the company.
This recruitment and selection process of a company is done by the human resource department after being allowed to do so by the head of the department or the higher ups of the company. The department head has to decide on what all qualifications are necessary for the candidate to be selected as the employee of the company.
For example, factors such as the required qualifications and the amount of working experience are all decided by the department head. Once the required factors are decided, the HR department will place various ads regarding the job vacancy in various websites, job posting boards and even social media such as LinkedIn.
2. Reviewing the candidate resume:
The recruiters will try to review and check the backgrounds and the underlying factors of the candidate applications that have been submitted for the job position.
Many large companies receive a large number of applications for the job position and it is the duty of the recruiters and the employment assistants to check and review each candidate application so as to ensure that they are selecting the ideal person for the job.
Those who have fewer qualifications are immediately eliminated from further selection processes.
Reviewing also helps the recruiters to get an idea about how many candidates they can actually invite for the interview process. It is also an important process for sifting out the talented and highly pleasing applications from the lot that can be used for future purposes.
3. Screening:
Screening process is an optional method to check the qualifications and availability of the candidate.
Usually screening processes are done by the HR department in the form of telephonic interviews. This is beneficial for candidates who live out of town. This method also helps the recruiters to narrow down their hiring funnel by using interpersonal skills as a factor for hiring employers through telephonic conversations and interviews.
It also shows whether or not the candidate has the ability to participate in a face to face interview.
4. The interview process:
This is one of the most mandatory and important aspects of the employee recruitment process and it is beneficial for both the employer and the employee to get to know each other and understand the strengths, weaknesses and the aspirations and skills of the candidate.
The candidate will also get an idea about the work culture of the company through a one on one interview. Most companies have their own way of conducting a face to face interview.
5. Selection:
After the interviewing process, the hiring manager will ask the recruiters to give feedback about the interview performance of the candidates.
The recruiters and the employment assistants will collect and record notes about the performance of the candidate including the qualifications skills, behavioral and emotional and intelligence quotient of the candidate.
The department head will then select a candidate whom they think are comfortable and deserving to work in the organization. Work ethic of the candidate can also be an important factor for selecting during the process of recruitment.
6. Testing:
Before actually hiring the candidate, the process of testing is done to check the credentials of the candidate. This is usually the last step of the selection process in recruitment.
Some organizations do mandatory testing on the candidate which includes tests such as drug testing, back ground checks, and also in some cases psychological and behavioral tests depending on the type of job that the candidate has been selected to.
After the necessary tests are done and all the results are favorable to the candidate, the candidate is handed over the job letter by the company.
Conclusion:
Thus, to ensure that the company chooses the right candidate, a corporation has to follow these hiring process steps and procedures on a daily basis so as to ensure they get the most talented and well deserved candidates that are suited for the job and the company.
