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:
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:
A good recruiting team must be able to:
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.
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.
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, ...
Having current employees recommend candidates with expertise is one of the best ways to find talent.
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:
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.
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
Tasks to do in the evaluation and recruitment phase:
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.
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.
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.
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.