Recruitment as a process enables organisations to find the right people for the right job. The process, however, as simple as it sounds is not an easy one. It requires proper planning and the use of sources, in addition to spending a lot of time to select the ideal candidate.
The recruitment process is divided into 10 phases that result in the selection of the best candidate. These phases are:
• Identifying the hiring need wherein an organisation identifies the position or job role for which it needs to hire candidates. This requires the organisation to also state the roles and responsibilities that go with the job identified.
• Planning the recruitment process is a task in itself. During this phase, those involved in the recruitment of employees are made aware of why the job role was identified and what needs to be done during the recruitment process.
• Sourcing is the next phase of the process whereby an effort is made to reach out to the best candidates. It is during this phase that organisations may decide whether they need to make use of internal sourcing or external sourcing. For internal sourcing, the organisations look for candidates from within the organisation while for external recruiting, organisations approach recruitment agencies and advertise the different job roles to attract the right candidates.
• Once the source of recruitment has been decided, it is turn to identify the right candidates. Finding candidates is easy but identifying which of these would suit the role the best is a tough task.
• Recruiting is the next phase of the process wherein candidates who are right for the job role are approached. For this phase, the skills of the candidates are aligned with the requirements of the job role. Only those candidates who possess the required skills and qualifications for the job are said to be recruited or shortlisted.
• The next phase is that of screening, which is sort of the first interview round with the candidate to know of the aspiration of the candidate and whether or not the candidate is interested in taking up the job role. Remember, only a few shortlisted candidates pass this screening phase.
• Interview is the next phase of recruitment and involves pro-active interview of the candidate. In this phase, the candidates are asked a myriad of questions. It is on the basis of the responses to these questions that a decision is made as to whether to offer the job to the candidate or not.
• Offer and hiring is the next phase of recruitment. Offering is one of the most delicate stages of the recruitment process. The offer must meet the expectations of the candidates and therefore organisations need to make sure that their offers are such that the candidates accept them. Once the candidate accepts the offers, he or she is said to be hired by the organisation.
• Onboarding is the next phase where the candidates are made aware of the organisation and its culture. This makes the candidates familiar with how the organisation functions and what is expected of the candidates.
• Last but not the least, it is important for the recruitment process to be reviewed. This is essential to gauge the shortcomings of the entire process and improve it for the future.
