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Recruitment and selection are integral to the success of all organisations, as businesses simply cannot function without the right employees. But first, you need to find them, attract them, and convince them that working in your business is their best option.
How do you do this? By creating a hiring process that follows a series of tried and tested steps. Let’s take a look at these in depth.
The concept of recruitment refers to the process in which a company searches for, gathers and identifies candidates who satisfy the criteria for a job opening within the business.
We can think of recruitment as one stage of a company’s hiring process. And it’s important to point out that there can be two types of recruitment.
What’s more, a new recruitment method has emerged recently known as inbound recruiting, which aims to attract, engage, and hire candidates in a more organic and natural way. Based on inbound marketing techniques, this model offers interesting advantages, such as engaging candidates with the company in advance, reducing process time and costs and improving the hire success rate.
Just like any other business process, recruitment works towards a set of defined goals:
Recruitment impacts on all corners of a company, as hiring capable talent is fundamental for an organisation’s success. In fact, it is down to an organisation’s people to reach the business goals. The purpose of the recruitment stage, therefore, is to attract qualified and trained talent.
Research statistics bear out the importance of recruitment:
Recruitment sources are the channels recruiters use to attract talent. In general, they fit into two categories:
As we have said, the former are the most common and exist in various guises. We’ve put together a list of some external recruitment sources available below:
When we want to fill a job opening in our company, we need to set a series of measures in motion. In general, the hiring process begins with employee recruitment. There are a number of important steps we must follow to guarantee positive results:
A recruitment need may arise because someone has left and we need to fill their position, or because we suddenly want to expand a department or even create a new one. Whatever the motive, it is essential to understand the requirement and scope out this person’s role within the organisation.
The job description is a written brief defining the tasks and responsibilities the post entails. It is designed to give candidates enough information to understand the expectations of the role and decide if they are interested or not. Crafting a good job description is critical to avoid hiring mishaps, such as the selected candidate leaving the company soon after they join.
As we have already mentioned, organisations can opt for internal or external recruitment. It is also possible to carry out passive recruitment, which involves proactively contacting professionals with interesting profiles. The HR team responsible for recruitment should choose which model, or models, to use.
At this point, you can create a recruitment tracker template or configure your recruitment software to take control of the entire process.
Once you’ve chosen your recruitment method and advertised the vacancy on your selected channels, the CVs will start to arrive. It is vital to carefully save all the information, as many candidates may attach portfolios or cover letters.
What are the best practices for a successful talent acquisition strategy? To recruit the crème de la crème of professionals there are a few key tips to bear in mind:
Staff selection is the process whereby candidates’ qualities, expertise, skills, and experience are assessed in relation to a job opening at an organisation.
In this stage the HR team creates a set of criteria or tests to determine which candidates are qualified, and which are not. In this way, it is possible to identify the candidate profile who best fits the company’s requirements.
What is the difference between recruitment and selection? All hiring processes start with recruitment to attract as many candidates as possible. Once this is done, the HR team proceeds to the selection stage to separate relevant applications from unsuitable ones.
So, the basic phases of the recruitment and selection processes are clear: we attract candidates, then find the best ones.
The main goal of staff selection is to ensure an organised, transparent, and fair process to identify the perfect candidate. Our secondary goals should include the following:
The selection process is important as it allows us to build a more complete picture than a CV can provide, by gathering additional information and getting to know candidates better. It is therefore no surprise that:
As we have seen, recruitment and selection processes involve a series of stages. Below, we will look in detail at the next steps in the selection process.
Once the recruitment process is complete, having attracted enough candidates, it is time to carry out the initial CV screening. This basically involves rejecting the applicants who do not fulfil the minimum requirements for the position. This is necessary, as interviewing all candidates would have significant cost implications for the company.
After the initial CV screening, we move onto the shortlisting stage, where we “pre-qualify” candidates using some simple questions relating to the job role’s requirements.
Some example pre-qualification questions:
These questions will help reduce the time-to-hire and ensure both candidates and the hiring team are better prepared to encourage an efficient selection stage.
The next step is to assess each candidate more rigorously to measure, evaluate and compare their skills and expertise. How? These are the main selection tests:
Create a report or file for every candidate participating in the selection process, which collates all the information you have gathered, such as test results and interviewer comments. This way, no details will slip through the cracks, and you will have all the information you need to make a decision at your fingertips. You can also share it easily with your colleagues or save it for the future.
Kenjo, for example, provides scorecards to allow you to compare candidates’ qualities with the skills required for the position. This information can be shared between colleagues to create a complete candidate profile.
All that’s left is to decide which candidate will be joining the company. It is important to take time to review all the options, share the information with other members of the team and make sure the criteria are correct.
Once you have selected your final candidate, agree the terms of the job offer and send it to them: salary, start date, number of holidays, type of contract previously discussed. Finally, both parties sign the agreed contract.
The hiring process ends with a successful onboarding experience. It’s vital to arrange this in advance so that on the start date, or even in the days beforehand, the new employee already feels like part of the company.
During HR recruitment and selection, testing is used to determine key factors such as the candidates’ experience, their personality traits, motivation level, etc.
Depending on the type of vacancy and how we want to approach the process, we can carry out individual tests or combine them to obtain more information.
Here we’ll explain the options available:
Finally, here are some tips for making your selection process a success:
If you want to identify inefficiencies, make your KPI dashboard your best friend. By collating the main recruitment and selection KPIs on a control panel, this tool allows you to easily identify irregularities, variations, new trends, etc.
The data can be extremely revealing. For example, a high turnover rate during the first year is a symptom of serious problems within the organisation: toxic culture, lack of opportunities, etc.
We can also consider the time-to-hire as an important KPI; in other words, the time it takes to fill a vacancy from when it is first advertised to when someone joins the company. According to HireVue, the average is 42 days. A figure much higher than this signals an inefficient HR department and, moreover, additional cost for the company.
Another sign of inefficiency is the duplication of work within the human resources department. Without good communication and organisation, two people can end up doing the same tasks. This is both a waste of time and bad use of resources. However, it is also one of the most common problems in the recruitment process. The best option to solve this is to use a task manager which clearly shows who is doing what and when.
Technology is extending, ever more quickly, through all layers of the company. The HR department is no exception, and as we would expect, solutions to streamline and automate recruitment and selection have emerged. Attracting and retaining millennial talent, the new workforce, requires new techniques and customised technology.
Firstly, technology adapted for modern recruiting enables professionals to stand out in an increasingly competitive labour market and attract suitable candidates that meet the set criteria.
How? By advertising the job on several platforms simultaneously to obtain maximum visibility with minimum effort. All applications are sent to a single applicant tracking system from where the recruiter can easily filter and carry out an initial screening. They can even use keywords to identify the most interesting professionals.
The goal is to reduce the admin and manual work done by the human resources department and, at the same time, get better results.
One of the most interesting features of recruitment tools is the capacity to automate and standardise communication with candidates. This task can be a chore for companies, but as candidates attach importance to this detail it is key to maintaining the brand image. Suitable software will allow you to configure automatic messages whenever there is a development in the process, or the candidate progresses to the next stage. In this way, everyone is promptly informed, but the team does not have to dedicate time to the task.
Recruitment and selection are complex processes given the competitive nature of the market and the challenges companies face when searching for talent. If the human resources team does not have the necessary resources or time to achieve the desired objectives, many opt to outsource the process.
Reasons to outsource hiring include:
When companies want to carry out recruitment and selection on an international level, whether that’s because they want to attract qualified professionals that do not exist in their country, or because they want to grow in other markets, it requires a clear strategy.