It is important to remember that the better the recruitment process is for your company, the more effective the employee’s you employ will be. Thus, this is among one of the most important factors of an effective corporation; indeed, it lays in the fundamentals, namely, their recruitment and selection process. There are a number of reasons why this procedure should be at the top of your list, the main one being that you will be selecting the individuals who are responsible for raising your company in an incremental way. If the people that you recruit will not do so, then the hiring process will effectively be at a loss: YOUR loss.
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The efficient recruitment of high quality employees is among the most fundamental tasks conducted by the HRD team. However, often, the employee selection process can take a lot of time and effort, and can at times be somewhat time consuming. In this article, we will go through some of the most common types of employee recruitment strategies. The main goal here is to offer a look at the hiring process for both the employee and the company itself.
There are a variety of obstacles that the Human Resources Department can face while engaged in the employee recruitment process. Indeed, there are various factors involved, such as short recruitment periods, a cripplingly high turnover rate that is in dire need to be reversed, and even simply not having enough applicants who fit the roles are all potential disasters that one could face while trying to get people to get on board onto your company.
An Overview of the Employee Selection Process
The employee selection process involves reviewing potential candidates for the particular job position needed by the company. Usually, the process may vary, depending on the job position itself, the budget for recruiting as well as the salary; there is also the time limit or deadline to consider as well.
However, generally, the employee selection process throughout many companies can be regarded as more or less the same in protocol. The process usually begins through the advertising of the job vacancies in question. Then, screening the CVs and applicants that have applied is of course the most rigorous and qualitative part of the process, as usually, candidates are brought in for an interview so as to confirm and review all the points mentioned in the CV that was sent. Further tests for the candidates (especially those who are applying for a particularly skilled position) are sometimes required.
One of the common knowledge about employee recruitment is that it usually takes time because once you post a job vacancy, hundreds or maybe even thousands or more people apply. After that, you need to pick 5 (more or less) candidates to go through the next time until you can find the people to fill in the required job positions.
Conducting an Effective Employee Selection Process
In this article we will give an example of effective employee selection process, step by step, that can be done within your company.
1. Posting Job Vacancies
The first step is to post job vacancies. You need to clarify the job description on the job posting so that people can understand the role, required skills, and other technical information about the job they are about to apply. By doing so, you can screen potential candidates who do not fit the requirements.
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2. Screening Process
In this process, you will screen the candidates that have applied for the job. Effectively, you will select 5 to 10 candidates out of hundreds of applicants to follow the next process. In order to find the best candidates, you can run this process in several steps:
Resume (CV) Screening
This easiest way to screen resumes and CV are by using a software tool to help you do the job automatically. Often times, this step takes a lot of time because you may received hundreds and thousands of resumes. Screening them manually one by one will take more time and energy. The resume screening process can also be critical because if the process is done manually, HRD team need to assess the resumes equally.
Generally, you would want to screen the candidates based on the following:
- Basic requirements, previous job titles that fit the job they are applying to
- Set skills and experience
- Qualifications
Phone Screening/Interviews
After selecting candidates based on their resumes, now the next screening process is through phone screening. During this process, you can conduct a small interview and ask various questions regarding the candidate’s resume in order to make sure if they meet the requirements. However, if you want to step further, you can conduct the meeting in person. Thus, you can dig more detailed information about the candidates such as their expected salary, their previous experience, etc. This process can be done by the HRD team or the user team who will directly be working with the candidate.
