Seven critical phases for a streamlined recruitment process 

The recruitment process in any organization is perhaps the lengthiest process. It is even more monotonous than filing the returns. It includes screening resumes, extracting data, shortlisting applicants, making a background verification, and lastly, onboarding. The talent search in the initial is itself a monotonous recruitment process. It demands sourcing of candidates from thousands of sources like LinkedIn, Social media platforms, and many more. However, if you fragment the recruitment process, you can find seven co-related steps.

In this column, you will learn about seven critical recruitment phases of recruitment. Understanding these seven crucial phases will aid you in streamlining your staffing by getting transparency on the objective. So, here explore the seven crucial stages of the Greenhouse recruitment process.

#1-Start with identifying the staffing needs

Every recruitment process starts with understanding the needs of the organization. Not having a clear understanding of the staffing needs may result from hiring inefficient staff. Which later on would deteriorate the operations of the business. Thus, if you are gearing up for your next hiring, you must dig deep into the job specs and skills you need in potential applicants. Having an idea about the skill, experience, and role would also help you precisely advertise the job role. The right advertising itself eliminates unnecessary applications for a specific role.

How can you determine your staffing requisite?

  • Scrutinize the operations and figure gaps in work and how the team is inefficient in fulfilling it. Make sure the gap is for the absence of the desired skillset.
  • Keep track of your employee performance and productivity; tracking the performance will help you seamlessly understand what other skills you should anticipate.
  • Take Notice of the employees leaving your firm. Tracking the employees leaving will help your main workforce with a new hire.

#2- Make a robust JD

The next thing that you need to contemplate is a JD. A JD is your Job description that alerts the applicant about the role, responsibilities, and organization demands. Preparing the right JD will always help you fetch the more valuable skills desired for your workforce. Usually, every employee reads out the job description before applying for a job. Thus, you must ensure to entice the applicant with a clear and passionate JD.

What must your JD in a recruitment process include?

  • A clear title
  • Role and responsibilities
  • Skills
  • Qualification
  • Locations
  • Compensation
  • Benefits

Many companies also include a conversational CTA to help employers find the best fit.

#3- Talent quest 

After making a robust JD, the next process would be finding the right talent as per your need. In a recruitment process, a job listing must get advertised in such a way that entices more applicants and generates more referrals as well. In such cases, the recruiters can employ several approaches for their talent quest. It includes harnessing the power of applicant tracking systems and recruitment software to fetch candidates from several sources. Usually, the automated software helps you spread a wider net and find out the right talent.

What are the internal sources of recruitment?

  • Transfer
  • Promotion
  • Demotion
  • Internal job posting
  • Retired employees

What are the external sources of recruitment?

  • Placing job ads
  • Searching on job portals
  • Career sites
  • Social media platforms
  • Agencies
  • Job fairs
  • Campus placements

#4-Screen and shortlisting 

In a survey performed to find out the analytics, 46% of recruiters revealed that they struggle in finding the right talent in the current domain. Even 52% of employers revealed that identifying the right talent is more monotonous than anything else. So, that makes screen and shortlisting the most imperative part of a recruitment process. If you want to find out the right talent efficiently, you need to follow the steps below.

How to efficiently screen and shortlist candidates?

  • Always shortlist applicants by a set minimal qualification
  • Sort the employee resume by looking at their certifications, skills, and experiences
  • Ensign any queries in the resumes

Recruitment software is a great alternative that can automate all these processes. An AI-based modern-day ATS will help you screen and shortlist candidates by applying filters that you aspire for.

#5- Interviewing and evaluating the interview 

The next process here would be to invite the applicant for an interview. If you are quite satisfied with the work experiences and the skillset, you can invite the candidate for an interview. The interview would include several levels of assessments to test the applicant’s skills in real-time.

In many cases, these days, HR teams are conducting virtual interviews. Virtual interviews are offering ease for both applicants and recruiters. These interviews include video interviews on video calling apps, recruitment software assessments, or any other prevalent platforms. After completing the interview, the next process would be analyzing and evaluating the candidate’s performance. Apart from assessments, you should also judge the aspirants for their flexibility, behavior, and patience in understanding any question. These are the basic steps in a Greenhouse recruitment process.

Conclusion

Keeping it concise, these are the seven integral steps in every successful recruitment process. Now that you are aware of its working, you should follow the same steps in your recruitment as well.

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