Recruiting top talent can be a challenging task for organizations. However, with a time-tested recruitment and selection process in place, success can be achieved. In this article, we will discuss the seven steps that can help organizations achieve recruitment success.
Step 1: Selection Plan for hiring
Before starting the recruitment process, it is essential to analyze the requisition in terms of education, job description, platforms, compensation, timeline, geo-location, duration, gender, security clearance, industry verticals, culture, organization structure, market mapping, relevant job board for resourcing, and other relevant factors. Effective planning and execution of this step can improve the success rate of the recruitment process.
Step 2: Resume Screening
The parameters for resourcing and shortlisting candidates can be customized based on the role. This step involves filtering out candidates who do not meet the required qualifications and preparing a long list of potential candidates. Applicant Tracking System can be used for resume screening based on various parameters such as job title, attributes, education, experience, certification, problem-solving skills, analytical, leadership, solutions, risk management, maturity and emotional stability, communication skills, comprehension and expression, compensation, notice period, and languages.
Step 3: Shortlisting for Interviews
This step is critical and objective, where candidates are shortlisted based on the scoring. Only candidates who score 90% and above should qualify for interviews to save time and ensure quality for all stakeholders.
Step 4: Interviews and Standards for Selection
Preliminary interviews are conducted based on the scope and job profile. These could be telephonic, video conferencing, face to face, or panel interviews. Once the interview is concluded, an interview form is completed, and based on the scoring, further action is recommended. Candidate profiling is undertaken for each resource that will provide a summary of each candidate.
Step 5: Assessments
Assessments are essential elements of the recruitment process and can predict the candidate's technical credentials and predictability for the role. The type of tests will depend on the technical and functional roles.
Step 6: Interview Orientation
Recruiters should undertake an orientation prior to the interviews to provide information about the job title, job description, compensation and benefits, interview time/location, timelines, onboarding process, and other relevant details. This allows the end user to focus on the core technical suitability during the interviews and revalidate other role dependencies.
Step 7: Closure and Follow-up
Recruiters must ensure that candidates who did not succeed get a formal letter or email of regret to maintain the organization's brand value. Some resources could be considered for a related role in the future. Selected candidates will be extended an offer after consultation with all stakeholders and due negotiations. Documentation and mobilization conclude the hiring process.
Five Levels of Screening:
Technical suitability: This involves reviewing CVs, conducting telephonic, video conferencing or face-to-face interviews, final interviews with the end user, and assessments.
Education Validation: Candidates will have to present attested education certificates based on the scope and roles.
Professional Reference Check: This is undertaken with three of the past professional references with previous employers.
Security Clearance: This is done by availing police clearance certificates based on the role and scope of work.
Medical Clearance: This is undertaken as per the company policy.
The recruitment and selection process can be complex, and steps may vary depending on the industry verticals or sectors. However, by following the seven steps outlined in this article and customizing the process based on business needs, organizations can improve their chances of recruiting top talent.
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