8 steps of an effective recruitment and selection process

Whenever your company or organization needs to acquire new talent, it’s crucial that as much time and effort goes into the recruitment and selection process as any other part of your business. When it’s done well, new hires can be efficiently onboard and quickly become an effective member of the team. When it’s done badly, however, there’s likely to be a whole host of problems further down the line. Including the realization that you have, in fact, hired the wrong person for the job.

An effective recruitment and selection process will not only ensure you are hiring the right person for the job advertised, but it will also allow you to find applicants who fit your company culture while increasing talent retention at the same time. We look at eight steps of an effective recruitment process and how you can streamline talent acquisition across the board.

  1. Advertise in the Right Places

Your job advertisement needs to be clear, precise, and highlight the skills and experience required for the position. Stay away from overloading your job advert with industry jargon and keep it simple. This will help you more easily identify the right candidate later in the recruitment process.

However, it is as important to identify the correct placements for your ads as it is to write an eye-catching job description. For specialist positions identifying publications and platforms that speak directly to the type of candidate you are looking for is a good place to start.

  1. Screen Resumes

Once you begin to receive resumes, it is important to identify those who are not a good match. Here, resume screening is a fast and efficient way to cut down your pool of candidates to a manageable size and select only the most fitting applications. Depending on the number of applications received, recruiters can do this manually or with the help of a resume screening tool.

  1. Phone Interview

Using a phone interview as a second screening tool is the next step in the process of recruitment. Phone interviews are your first opportunity to speak to the candidate and get a more well-rounded impression of how they might fit the position. Limit phone interviews to 10 to 15 minutes. Identify a set of core questions that you can ask each candidate. By doing this you can compare answers from candidates at the assessment stage.

  1. Face-to-Face Interview

Traditional face-to-face interviews are still the best way to engage with potential talent during the recruitment process. It’s important to stick to a set of predetermined questions that you can pose to each candidate. This allows you to easily measure each response and ensure answers can be related to the skills and experience required for the position. Face-to-face interviews should usually last around an hour and be conducted in a professional setting such as a conference room.

  1. Assess the Candidates

Assessing your candidates at this stage of the recruitment process should already give you a clear idea of the most promising applications. Again, assessments can either be done manually or predictive assessment tools can be used to speed up the task and identify objectively measured targets defined in the early stages of the recruitment and selection process.

  1. Secondary Face-to-Face Interview

Once you’ve narrowed down your pool of candidates to one or two individuals, a secondary face-to-face interview can help you clear up any discrepancies. Reinforce a candidate’s suitability for the position, and allow you to introduce other members of your team. A secondary interview may be conducted by an executive at your company to ensure everyone is on the same page. This stage of the recruitment process is for selling the position to the candidate and outlining the compensation package.

  1. Check References

When checking an applicant’s references, identify and ask questions that relate specifically to the position you are trying to fill. Firstly, begin by identifying previous skills and experiences as detailed on the applicant’s resume. Secondly, ask questions designed to reference these attributes while relating directly to the skills and experience required for the position. Finally, ask about the company’s relationship with the candidate. Address any concerns you may have regarding performance or attitude in the previous position.

  1. Put together a Job Offer

Putting together a coherent job offer is the final part of the effective recruitment and selection process. Compensation plans should be clear and unambiguous, while any other benefits should be defined at this stage too. The job offer should include a list of the main responsibilities, company reporting structure, and the proposed starting date. Finally, any documentation required by your company (such as contracts or health assessments) should be included in the job offer. There should also be instructions to the candidate on how to return them in good time.


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