Recruitment Process in HRM: Main Steps


The 5 Main Steps Involved in Recruitment!

Arguably, HR’s most critical function is recruiting employees. Without finding suitable employees, even the greatest business idea will fizzle out. Companies use a range of tactics and tools, from cold calls to university fairs to modern tools such as an email extractor or social media ads, to identify and recruit talent. Despite companies using different recruiting strategies, their process follows 5 key steps, which we will outline below!

1. Recruitment Planning

Recruitment planning is the first stage in the process and involves a company analyzing their current staff and identifying areas where they need additional manpower and skills. For example, a company may analyze its customer support department and identify that it is taking support agents too long to close tickets and respond to customers. The company then can conclude their customer support team is short-staffed, and they need additional support agents.
During this phase, a business will also develop a specific job title they are recruiting for. The job title will include a detailed list of the duties that the new employee will be expected to perform and the outcomes they are expected to achieve. A business will also come up with the perfect candidate profile such as experience, education, hobbies, personality, and more. For example, suppose a company is hiring for a junior customer support role. In that case, they may insist that the applicant has a university degree, 1 or 2 years of experience in a similar role and is outgoing with great communication skills, and can work under pressure. Once a company has identified a need and what type of person can fill this need, they then need to figure out how to find their next star recruit!

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2. Strategy Development

The strategy development phase of recruitment is all about coming up with the ideal way to find recruits. Here are some key considerations businesses need to make when creating their recruitment strategy:
Internal vs. External – A company first needs to determine if they will focus their recruitment drive inside the company or look for outside talent. Recruiting internally is often preferred as it is cheaper, and the employee knows the company culture. However, recruiting internally severely limits the talent pool, and current employees may not possess the required skills or experience for the new role.
Create vs. Buy – A business must answer a philosophical question, are they going to train employees, or do they want staff who can make an impact from day 1? The pros of training an employee are they are likely to be a better fit culturally at the company, and they don’t demand as high of a salary compared to someone with experience. However, there may be some time lag until they start performing well in their new role.
Methods of Recruitment – A company needs to decide if it will run its own recruiting drive or outsource it to an agency. If a company opts to do its recruitment, it must determine how it will recruit. Will they run social media ads, attend industry events, or choose cold emails? There are so many strategies, and companies nowadays typically take a mixed strategy approach.

3. Searching

Once a business has a well-defined recruitment strategy, it can effectively begin the search process. In this step, a company starts actively approaching potential employees, opening its application, and ramping up its recruitment marketing efforts. The searching process can take many forms, from posting ads on job sites to HR managers hopping on LinkedIn and using tools like SignalHire to get a recruit’s email and cold approaching them.
The search process used by a company depends largely on the role they are recruiting for and the brand recognition of the business. An unknown small business really needs to sell itself to potential recruits, while an established company can rely on its reputation to attract fresh talent. For example, a company like Facebook does not have to try very hard to receive high-quality applicants for a junior role, they simply need to make an announcement on their website, and they will instantly have thousands of applications. However, if they are recruiting for a very senior role and there may only be a handful of people in the world who are suitable, they need to take a much more active role and contact those people directly.

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4. Screening

Once the HR manager has more applications than they know what to do with, they need to start analyzing them and determining which candidates are suitable. Companies usually start by screening based on skills, experience, and university degrees. Then as the pile of candidates shrinks, they get more specific such as salary expectations, cultural fit, awards, achievements, and potential. Once a company has a manageable amount of high-quality candidates, they will often put them through assessments and or interviews. The assessments and interviews will continue until the company has its perfect recruits, and they make an offer.
The screening process is critical for a company. They need to design it so they are pushing the right candidates through their pipeline. If the screening process is incorrect, a company will waste lots of money and time and end up with non-suitable employees. It is critical that assessments actually test skills required for the job and that the interview process allows talented recruits to showcase themselves.

5. Evaluation & Control

Once a company has found and hired the perfect recruit, there is still one more incredibly important step left – evaluation and control. In this step, a company analyzes its recruitment process and monitors its new recruits. The purpose of this step is to determine whether the recruitment process was successful and how to improve it. During this phase, a company will look at the time it took to hire the new employee, the cost, and the performance of the new recruit. Companies will study the cost of advertising, how much they paid recruiters, and the price of assessment centers.
Companies are always trying to reduce their recruiting costs while filling vacancies as quickly as possible. However, it is a delicate game because they don’t want to just quickly hire the first person to apply, be left with an underperforming, and then have to start the whole recruitment process over again. A company should be consistently trying to enhance its recruitment process, so it can not only boost its profit but effectively find the best talent, which can serve as a competitive advantage.

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Wrapping Up

A company’s best asset is its employees! Without star recruits, products don’t get built or launched, and companies fade into obscurity. To ensure a business can continue to grow and thrive, they need to effectively find the best talent. To achieve this goal, companies use a simple 5-step process:
Recruitment planning
Strategy development
Evaluation and control
If a company can successfully implement these 5 steps, vacancies will always be filled with motivated and skilled recruits!