7 steps to create an effective recruitment process

Recruitment is the most important of all HR processes. Recruitment process is a series of activities carried out throughout from identifying recruitment needs, searching for candidates, screening, selecting, interviewing, selecting, recruiting and introducing new employees to Find out who will stick with the company in the future.

Here are the steps to build a professional recruiting process:

Step 1: Identify recruitment needs

The recruitment process of enterprises needs to start from identifying needs. Managers need to observe the vacant positions, then analyze the characteristics of the job from the necessary knowledge, skills and experience:

• Check current workload in departments
• Determine the quality of work of the staff
• Make a list of skills and knowledge that are lacking in the team to supplement human resources
• Analyze job characteristics and job characteristics and make a recruitment plan

A good recruiting team must be able to:

• Clearly define the vacancy and identify the qualities of an ideal candidate.
• Write a clear job description to help the candidate understand the job and assess the candidate's suitability.
• Outline in detail the requirements of an ideal candidate, which will also help later in the candidate selection process.

Step 2: Prepare the job description

When the enterprise has accurately determined the requirements of the candidate's knowledge, skills, experience, tasks and responsibilities. The human resources department needs to develop a complete job description (JD) to determine how well the candidate meets the requirements for the job position.

Step 3: Find talent

Finding and attracting talent are the most important aspects of the recruitment process. First of all, the source of candidates should be found within the company to ensure the quality of candidates. Then businesses can create job postings on social networking sites or recruitment software
In addition, businesses can participate in job fairs, sign contracts with universities to select excellent candidates for their company.

Candidates for the previous batch
Take advantage of the candidates who have applied in the previous batch to select thousands of businesses that are still using. The goal of this is to take advantage of the content in the candidate's CV and save on advertising and candidate search costs on social media channels.

Recruitment software
The recruitment applications will be excellent selection of CV quality applicants. In addition, this is a method to help businesses optimize costs as well as easily manage candidate records, schedule interviews, exchange information, ...

Current employee
Having current employees recommend candidates with expertise is one of the best ways to find talent.

Step 4: Screening

• Prioritize candidate profiles through: certifications, work experience, specialized knowledge, technical competencies, and other specific skills required for the role.
• Select candidates with priority qualifications and basic criteria
• Filter the list of selected candidates with resumes and interview appointments.

Step 5: Interview

After the human resources department has screened a list of the most ideal candidates, the business will begin to move through the interview stage. Depending on the size and requirements of the job position, the HR department can choose the appropriate interview method.
Business interview tips to know and implement thoroughly:

• Video Interview

This is a quick, easy and convenient way to screen candidates and their qualifications. A phone or video interview is also your first chance to leave a first impression on your potential employees. So in this interview make sure that the questions around knowledge, skills and experience are mentioned in the job description. That can help businesses eliminate unsatisfactory resumes before the face-to-face interview begins.

• Polite and respectful to candidates

Interviewing is a two-way process. During this process, potential candidates will also assess whether your company is a good fit. So be polite, respect the candidate in his questions and attitude.

Carefully prepare a list of questions in the interview to avoid questions that are abstract, personal, etc.

The interview needs at least 2 positions: human resources department and qualification department

Step 6: Evaluation and recruitment

Tasks to do in the evaluation and recruitment phase:

• Re-verify with the candidate

Let's check again about how well the candidate meets the vacancy requirements. After recruiting the candidate, the human resources department needs to send an email to the candidate and verify the candidate's certainty of working at the applicant's company.

• Send job offers to candidates

The job offer letter should include all the necessary information so that the candidate is not surprised on the first day of work. The content of the job offer letter includes the starting date and conditions of employment, working hours and salary and bonus, remuneration regime, etc.

• Evaluate and optimize the Recruitment Process

Businesses need to evaluate the amount of time, effort, cost, recruitment methods and resources spent in the recruitment process. Thereby assessing the advantages and limitations in the recruitment round and drawing lessons for the next recruitment of the enterprise.

Step 7: Introduce new personnel

When candidates accept a job offer, they officially become an employee of the company. Once completed, pre-employment screening includes a background reference check. The human resources department will hand over the job and introduce the candidate to the staff in that department.

Source: linkpower