There are seven simple recruitment process steps that you should follow every time you hire. Ah, yes. The recruitment process by which organizations find new employees. Sounds simple, right?
Wrong! If it was simple, every organization would do it and they would do it well. As a matter of fact is that they don’t. That’s one of the many reasons they hire recruitment agency | executive search consultants to help them. (Or at least they should.)
The recruitment process seemed a little bit obvious - until you were the person responsible for it. Now it just feels daunting. The good news is that, give or take, nearly every recruitment drive can be broken down into seven steps - some of which you will be familiar with already.
Yes, there's a lot of responsibility on your shoulders. But we will help you rise to the challenge.
Profile the position
The key to getting what you want? Knowing what you are looking for. That's where good planning comes in. Now, we know you are stretched. Most likely you are already spinning a number of plates. But getting this first step right will make the rest of the recruitment process easier and faster - not to mention more geared towards finding the candidates your business actually needs.
Get an in-depth understanding of the role you are hiring for. Why is a new employee needed? What duties and responsibilities will the successful candidate have? What skills or abilities are required to succeed in the role? And where does this role fit within the wider business structure? Activate detective mode and find the answers.
If the vacancy is a replacement of an old employee, you must know the description as the last employee who left in the position left it, NOT the description when that person took the job. That’s because chances are good that they took on new/additional responsibilities while in the position. Now the job when they left is different than they job when they arrived.
Prepare the job description and person specification
These are written descriptions of: 1) the role you are recruiting for and; 2) the type of candidate needed to fill it. They will be one of the first things jobseekers read when they find your job vacancy. Attracting the right applicants is largely about getting these two documents right, so it's worth spending time on them.
Now, we're assuming you don't want to be drowning in a sea of CVs from applicants who are unqualified or unsuitable for the job, so you'll want to include as much detail about the vacancy and ideal candidate as you can - without overwhelming potential applicants. As you might have guessed, there's an art to it.
Choose where to hunt for candidates
In the age of information, there are literally thousands of places to promote your job vacancy. If you are taking a DIY approach to your recruitment, you certainly won't struggle to find jobsites that will be happy to promote your vacancy to thousands of jobseekers.
But perhaps the first thing to ask yourself is whether the best person for the job is already right under your nose? Internal hiring has some big benefits: it motivates staff, it can save a lot of money and the successful candidate will already be familiar with the company culture. (You won't have to explain how the printer works either.)
Another option is to use social media to promote your vacancy. The immediacy of platforms like Twitter and Facebook gives you a bullet-fast way to drum up interest in the role. But perhaps the shrewdest way to utilise social media is to turn to LinkedIn, where a network of more than 350 million professionals is at your fingertips.
To-do list already looking more like a Roman scroll? Managing your own recruitment process is eminently achievable, but it requires time. Lots of it. If you are already struggling to fit everything in, you might want to consider outsourcing to a recruitment agency | executive search firm, especially if you are serious about finding the candidate that ticks the right boxes.
A good recruitment agency can take care of everything, without forcing you to relinquish control of the important decisions. We should know. As one of the top executive search company | recruitment agency in Thailand, we have placed thousands of talented jobseekers with satisfied employers companies. We can do the same for you.
Review your applications (you will have a lot)
Good candidates should quickly and clearly highlight how their experience aligns with the available role. So revisit your job description and person specification for a reminder of what you are looking for. Don't feel bad about scan-reading applications. The burden is on your applicants to prove their suitability as quickly as possible. And, trust us, after reading 100 CVs you'll be able to spot the standout candidates a mile off. Take a deep breath and dive in.