7 Steps Involved In HR & Recruiting

 

Are you in the market for a new employee but don’t know where to start? Maybe you’re not sure what the steps are when it comes to hiring or what kind of benefits you need to offer.  Relax, we’re here to help. In this post, we’ll walk you through everything you need to know about HR & recruiting.

We’ll explain the basics of hiring employees, the steps needed, and give you some tips on how to find the best candidates. So whether you’re just starting out or looking for ways to improve your process, read on for insights from the experts at Global Solutions!

What Is Recruitment In HR?

Recruitment is the process of sourcing, screening, and selecting candidates for a company. The goal of recruitment is to find the best-qualified candidate for a position. Recruiting may be divided up among a large number of individuals working as recruiters, or it may be given to just one hiring manager.

Recruiting Types In Human Resources

 

There are basically four types of recruiting: Internal, retained, contingency, and reverse recruiting. Below, we will give detailed definitions of each type:

Internal Recruiting

Internal recruiting is the process of looking for applicants from employees inside your company. Recruiters use what they know about current employees’ backgrounds and performances to find potential candidates for the new job.

They might also send an email to all existing employees inviting them to apply for the position. Internal recruitment may also imply having a department inside your organization solely dedicated to recruiting rather than outsourcing the task to a recruiting firm. This department is generally housed within the broader HR team.

Retained Recruiting

Retained recruiting is when a company pays a recruitment firm to find candidates for a specific position. The recruitment firm is then obligated to fill the position within a certain amount of time. This type of recruiting is often used for high-level executive positions or other hard-to-fill jobs.

In most situations, a firm only deals with one recruitment agency at a time rather than employing numerous consulting firms to fill the same opening.

Contingency Recruiting

Contingency recruiting is when a company uses multiple recruitment agencies to fill a position. The agency that presents the candidate who is eventually hired gets paid a fee by the company.

This type of recruiting is often used for lower-level positions that are easier to fill. It’s also used when a company needs to fill a position quickly.

Reverse Recruiting

Reverse recruiting is a method of self-recruiting in which a person acts as their own recruiter. The individual chooses organizations for which they wish to work and then actively contacts the company’s internal recruiter or hiring manager. If someone feels that they have the required skills for an open position, they may use reverse to find a suitable role.

7 Steps Involved In The Recruiting & Hiring Process

 

HR professionals generally follow these seven steps when recruiting:

1. Identify Company Needs

It’s critical for HR recruiters to fully understand what their organization is searching for in order to find the best individuals for the job. The recruiter typically meets with department heads and strives to understand more about the position. They talk about what type of individual they’re looking for, any necessary skills, and the appropriate experience level.

2. Create A Recruitment Plan

After the preliminary needs assessment is complete, the recruiter can start to put together a plan. This strategy will help to ensure an efficient and cost-effective recruiting process.

The plan should include:

• The channels that will be used to advertise the position (e.g., job boards, social media)
• The timeline for the recruitment process
• The budget for the recruitment process
• The criteria that candidates must meet
• The methods that will be used to screen candidates (e.g., resumes, interviews)
• The people who will be involved in the recruitment process (e.g., hiring managers, Human resource management staff)

The final step in the plan is usually to establish metrics for measuring the success of the recruitment process.

It’s important to note that the recruitment plan may need to be adjusted as the process unfolds. For example, if there are few qualified candidates applying for the position, the recruiter may need to change the advertising channels or revise the screening criteria.

3. Draft A Job Description

The next step is to draft a job description. The job description should include information about the company, the position, and the requirements for the role.

When drafting a job description, it’s important to keep in mind both the needs of the organization and the type of candidate you’re trying to attract. For example, if you’re looking for a creative individual, use language that will appeal to them (e.g., “We’re looking for an out-of-the-box thinker”).

It’s also important to avoid using jargon or acronyms that candidates may not be familiar with.

Once the job description is complete, it needs to be approved by the relevant stakeholders (e.g., department heads, managers, and HR staff).

4. Advertise The Position

The next step is to start advertising the position. The channels that are used will depend on the type of role and the recruiting budget.

Some common channels for advertising positions include:

• Job boards (e.g., Indeed, Monster)
• Social media (e.g., LinkedIn, Twitter)
• Company website
• Professional networks (e.g., GitHub, Stack Overflow)

If the company is looking for a more senior or specialized candidate, they may also use executive search firms or headhunters.

5. Screen Candidates

Once the applications start coming in, it’s time to start screening candidates. This is typically done by reviewing resumes and cover letters.

The screening process will vary depending on the company and the role. For example, some organizations may require candidates to complete online assessments (e.g., personality tests, skills tests) or submit writing samples.

After the initial screening, the recruiter will identify a pool of qualified candidates who will move on to the next stage of the process.

6. Conduct Interviews

In most firms, the HR department is responsible for starting the interview process. Even after cutting down the number of applicants, there may be a large number of people interested in working for your company. The recruiter conducts an introductory conversation with these individuals and moves the most promising candidates forward to the next stage of the procedure.

Interviews can be conducted in person, over the phone, or via video call.

The format of the interview will also vary depending on the company and the role. For example, some organizations may use a panel interview format, while others may opt for a more informal conversation.

After the interviews have been conducted, the recruiter will identify a small group of candidates who will move on to the final stage of the process.

7. Make An Offer

The final step in the recruitment process is making an offer to the candidate.

Before extending an offer, the company will need to check that the candidate is eligible to work in the country and that they have the required qualifications for the role.

The salary and benefits package will also be finalized at this stage. Once all of these details have been confirmed, the recruiter will extend an offer to the candidate.

If the candidate accepts the offer, they will be given a start date and begin working for the company. If they decline, then the recruiter will move on to the next candidate on their list.

Tips For Successful Recruitment In HR

 

There are a few key things that HR can do to ensure a successful recruitment process:

Conduct Wide Searches

Search for qualified individuals in a number of locations. Even if you believe you have good internal candidates, it’s often beneficial to search outside the company to see if someone else may be more suitable for the role.

Doing so not only helps to guarantee that you find the best candidate possible, but it could also help you discover someone who would be a good fit for another open position.

Create A Strong Job Description

As mentioned earlier, the job description is one of the most important documents in the recruitment process. Not only does it help you identify the key qualifications and skills that are required for the role, but it also helps to attract qualified candidates.

Ask For Feedback

After each stage of the process, it’s important to ask for feedback from those involved. This includes input from the candidates, the hiring manager, and other members of the recruitment team. This feedback can help to improve the process for future recruits.

Save Applicant Information

When candidates apply for a role, their information is typically stored in an applicant tracking system (ATS). This system helps to keep track of all the applications and makes it easier to review them when needed.

Additionally, storing this information can be beneficial if a candidate isn’t quite right for the current role but may be suitable for another position in the future.

Be Patient

The recruitment process can be time-consuming, so it’s important to be patient. Don’t rush things, and take your time to find the right candidate. Making a hasty decision could lead to hiring someone who is not a good fit for the company or the role. And if you need to fill a position quickly, consider using a temporary staffing agency.

HR & Recruiting: Bottom Line

 

The recruitment process is an important one, and HR plays a vital role in ensuring that it runs smoothly. By following the tips above, you can help to make the process easier and improve your chances of finding the right candidate for the job.

Need Help With Human Resources Management?

If you need help with human resources management or any other human resources function, reach out to us today. We would be happy to talk with you about your specific needs and see how we can help.