A well-planned and thoughtfully crafted recruitment process helps the hiring team filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions. 

The recruitment teams can be large or small depending on the size of an organization. However, in smaller organizations, recruitment is typically the responsibility of a recruiting manager.

Also, many organizations outsource their recruiting needs, while some companies rely exclusively on advertisements, job boards, and social media channels to recruit talent for new positions. Many companies of today, use recruitment software to make their recruitment process more effective and efficient.

The recruitment process not only reflects the company’s professionalism but also helps attract the right kind of candidates while saving the time and money spent on identifying, attracting, engaging, recruiting and retaining talent.

Below is the step-by-step process for professional recruitment

Evaluate which positions you need to fill

Approach the process with the mindset of filling needs, not desks, you are looking for the best person to fill a specific business need, not just getting someone in and calling it a day.

Write the job description

Without direction, every road looks like a road. To achieve a successful time-saving recruitment process, it is of the essence to have a job description for the role. For your evaluation in the selection process as well as the understanding of all applicants.

Figure out your sourcing strategy

Figure out whether you are going to use a recruiting firm or not. If you have the resources and expertise, you may handle it yourself. If you want a professional and effective process, talk to us at MarbleClear.

Broadcast your job opening

The quality of your shortlist is dependent on the quality of your pool. Determine how you want the information about your vacancy to get to the right audience. Advertise the job opening through different platforms available to you.

Shortlisting

When applications are sent in, sift through the CVs received to rule out the unqualified ones. To achieve a quality shortlist, save time and give consideration to all applicants, you may utilize psychometric assessments. This is the most useful when handling volume recruitments. Talk to us about your assessment needs. 

Interview, Selection, and Offer

Conduct an interview, physical or virtual. To save time, talk to us about the prerecorded interview option. Agree on the terms of engagement with the preferred candidate and make an offer, benchmarking your internal and industry pay scale, if available.

Feedback to Unsuccessful Applicants

An unsuccessful applicant today, can be an employee tomorrow, an ambassador to your brand, and even a business lead, treat them well. As much as possible, once a selection has been made, give feedback on your decision to unsuccessful applicants.

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