Recruitment exercise has never been easy because of the processes it involved. There are many sensitive stages that the exercise will satisfy before the final selection will be done.
Here are complete and distinguished stages and steps in the recruitment exercise and onboarding of the right candidates can be objective.
1. Try to identify hiring needs or any vacancies.
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The first step is to identify or recognize the job vacancies or hiring needs. Often and often, the companies recruit and there are numbers of applicants outside who are seeking jobs.
To locate the talented ones, the recruiters or hiring managers must be able to recognize or identify the kind of need for vacancy positions to be advertised.
For example: in a company I know in Nigeria, the company has a recruitment team who do an amazing job of identifying the positions to be filled by the new employees and then advises the company to get new employees in for the smooth running of the company.
Experienced and diligent employees are the pillars of any business’s growth. Do you have a recruitment team in your company or professionally experienced recruiters that will be able to identify and get in/onboard talented employees?
2. Make sure you prepare job specifications and descriptions.
The second step is to prepare job specifications and descriptions before the advertisement rolls out to the applicants. The job specifications are the criteria that specify each of the positions to be advertised.
What the company what each applicant to have for each role or position is called job specification. For example, Job specifications may be qualifications, skills, experiences, and other expertise. Also, the hiring manager will state job descriptions.
Job descriptions will explain the nature of the job, duties, and responsibilities of the job. For example, the job descriptions for the position of a teacher should be among others to teach and prepare the students for the examinations.
3. Try to advertise the positions.
The next step is to get the positions advertised. There are different ways and channels in which advertisements can be rolled out to the applicants to get the responses as quickly as possible. Both traditional and technological ways are good depending on the nature of the job.
The traditional channels are channels within the environments of the business or company and this cannot go far. It, for example, maybe banners, billboards, flyers, and the like.
The technology-related advertisements are modern ways of getting applicants through advertising tools such as search engines, and social medial platforms, like Facebook, Twitter, Instagram, YouTube, WhatsApp, radio, television, and the like.
Both traditional ways technology-related ways of advertisements must-have modes of application such as either sending CVs/Resumes to your email or creating forms to fill or taking the applications to your offices. All these should be clearly stated in the body of advertisements.
4. Make all applications reviewed.
The next step for the job of the hiring manager is to get all applications rolling in and reviewed. The review of the applications may be on a rolling basis or at the end of the deadline stated in the body of the advertisements.
During the review, the hiring manager will screen all the applications to get the right candidates shortlisted.
5. You will shortlist the right candidates.
Another step is shortlisting. Shortlisting for interviews has not been easy and most of the time, it has been giving the hiring manager or the recruiter headaches; especially since there are many applications of talented candidates.
The recruitment team should be careful in selecting the right applicants. There are factors and criteria to consider for shortlisting. Shortlisting may be based on a wealth of experience, educational qualifications, skills, knowledge, professions, and many other things.
The hiring manager will proceed to shortlist the right candidates for interview and schedule the interview for them after a thorough screening has been done.
6. Send an invitation for an interview
The next after the shortlisting is to send the invite to the shortlisted candidates for an interview based on the positions they applied for. The good invitation notice should be 3-10 days. At times, the notice may be shorter, depending on the urgent need of the candidate(s).
The interview invitation notice should comprise the statement of invitation, date, time, venue, and the materials the invitees will bring along such as writing materials, Cvs/Resumes, credentials, and any supporting details if necessary.
The recruitment team should prepare and organize the necessary things properly including where they will sit for the interview and the materials to use for a written interview if a written one is planned for, even before it is time for an interview.
7. You will have to select the right candidates.
The recruitment team or hiring manager will select the best candidates that will be given the offer of appointment after the interviews. There are certain factors the recruitment team will consider in deciding on the preferred candidates.
The decision may result in the company’s policies, candidates’ performance, educational and professional qualifications, skills, experiences for the position he or she interviewed for, and the like.
The recruitment team or recruiter should be carefully meticulous enough to make sure that he or she can get the talented and right candidates selected for the right position.
8. Offer the letter of appointment and onboard the successful candidates.
The last step of the recruitment exercise is to offer the letter of appointment to the successful candidates in the recruitment exercises.
The letter of appointment will cover important statements such as the remuneration package, the date on which the appointment takes effect, the time of job resumption, terms and conditions in terms of conduct, termination of appointment, and the like. You will have to make sure that the successful candidates have a smooth transition.
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