Recruitment should be as simple as posting a job and finding a candidate. Wrong.
You might be surprised to learn that the recruitment process involves several stages, both BEFORE and AFTER the main process of sourcing and interviewing candidates. Finding and attracting top talent plays a key role in shaping an organization’s growth and impact.
Having a well-executed recruitment plan can lead to a pool of highly skilled candidates and contribute to a vibrant company culture. Let’s take a walk together through the planning process of recruitment!
BEFORE Initiating the Recruitment Process:
Conduct a thorough job analysis to understand the necessary tasks, responsibilities, and qualifications while also keeping in mind the right person who will fit your company culture.
Here’s what to do: Clearly articulate your values and what sets your organization apart from others and be authentic. Use your website, job descriptions/postings, and social media platforms to showcase your company’s distinctive culture. Not only will this attract candidates who resonate with your values and are more likely to thrive in your work environment, but this will help likely candidates get an impression of your company right away.
Keep in mind: Company culture and being an employer of choice plays a crucial role in your recruitment process. Such companies with a reputation for providing a positive and fulfilling work environment lead to higher employee satisfaction, productivity, and loyalty.
Interesting Fact: Workhuman quoted, “86% of job seekers avoid companies with bad reputations”.
DURING The Recruitment Process:
Utilize a mix of sourcing methods to attract candidates, such as marketing on online job boards, networking, building a referral program, utilizing social media, etc. Utilizing several methods will allow you to expand your network to attract active and passive job seekers.
Did you know?– You only have 3 seconds to grab someone’s attention. Therefore, you should have an attractive job profile outlining who, why, and the opportunity. Showcase the company’s unique selling points, provide clear information about the role and expectations in less than 300 words, and use graphics.
Want to know a trick? Never stop recruiting. Build a talent pipeline for future hiring needs by maintaining relationships with potential candidates and networking regularly.
Want a tip? Ensure to have a holistic evaluation and avoid unconscious biases. Focus on culture fit and culture add.
Here’s a thought! Incorporate questions that delve into a candidate’s work preferences, workplace culture, and alignment with the organization’s values.
You know this one – Follow Up! Keep your candidate up to date with timelines and next steps. A candidate’s most common complaint about the job application experience is that they are ‘ghosted’. How you treat every candidate portrays your company culture and how you treat your employees.
AFTER The Recruitment Process:
Extend a competitive job offer promptly once the ideal candidate is identified, including salary, benefits, and all your perks. Make it personal and exciting for the candidate.
Recruitment does end here…the most important step is onboarding your new employee.
Did you know? Onboarding shapes the employee experience both initially and
far into the future, and how a positive or negative onboarding experience can impact performance, the employee life cycle, and your organization’s bottom line.
Facilitate a structured onboarding process to help the new hire integrate seamlessly into the organization. Remember, onboarding is not orientation.
Note to self… Personalize the onboarding experience to align with the new hire’s interests and strengths, helping them feel welcome and valued.
So…after all that information, you now understand how recruitment is not just about filling job vacancies; it is a strategic process that shapes an organization’s future. As an organization, you can build a strong and engaged workforce that aligns with your mission and values by paying attention to the stages both BEFORE and AFTER the recruitment process.
Did you find this information helpful? Then you’re going to love this! Essence Recruitment offers a 24-hour Strategic Recruitment Course that walks you through the different methods and processes of a structured recruitment and hiring plan. The course will cover all the information listed above in FULL DETAIL, including step-by-step instructions on how to put these methods in place and apply them to your specific company needs. Email us at info@essencerecruitment.ca or learn more about our 24-hour course at essence.ubpages.com/recruitmentskills/.
