Companies have many different approaches when referring to someone being hired to fill an open position. Networking has gained significant importance and has emerged as one of the key elements in personnel recruitment. A reference or a brief interview, however, may be sufficient to hire someone.
In other cases, the selection processes can vary based on the importance for the company of a particular job. The selection processes for a gardener, a secretary, or a plumber are different from those for a financial director or an engineer.
One of the objectives that companies often have is to maintain an appropriate level of personnel turnover in their sector. For example, in sectors like consultancy, a turnover rate of 15% may be suitable, whereas in a sector such as medicine, this could cause a problem within the organisation.
Companies must put in extra effort to conduct impartial selection processes, with maximum objectivity and rigor. Simultaneously, while caring for the onboarding of new employees in the company, they need to maintain a warm organizational climate.
The selection of personnel prioritizes the performance of a candidate for a job in the company. A candidate should be assessed comprehensively to find the optimal match for the vacancy.
1. What is a recruitment process?
A selection process is a series of tests divided into different phases and stages with the goal of finding the ideal person for an open position within an organization.
The purpose of these processes is to better understand the candidates and determine who is the most suitable for each job. This depends on various factors such as competencies, experience, technical skills, and more.
2. Phases of a recruitment process
The phases of a personnel selection process are crucial for its efficiency. Here are the key stages to consider when conducting such a process:
Assessing Company Needs: Consult with HR and managers to evaluate workforce needs. Determine whether to hire externally or find the perfect candidate within the organization. Use HR software to assess employee performance and identify any skill gaps.
Job Description: Clearly outline tasks and responsibilities for each position. You can develop a candidate profile, specifying required qualifications, skills, and competencies. You may consider abstract factors, like work pressure, teamwork, and time management. Once details are clear, proceed to publish the job opening.
Job Posting: Advertise the job through various channels such as the company website, social media, employment agencies, print media, networking, or company job portals. Note that recommendations, internal promotions, networking, and company job boards often fill positions effectively. You can move on to the preselection phase after posting the job.
Preselection: Evaluate the number of applicants and adjust strategies accordingly. You can use technology for initial screening based on qualifications and experience, and examine candidates' online presence (social media, publications). In this phase you can implement objective evaluation methods (personality tests, psychometrics, competency tests).
Testing: Select the best candidates for further evaluation through tests. Common assessments include psychometric tests, group dynamics, and technical or profession-related tests.
Interviews: Conduct personal interviews with candidates who passed previous stages. Inform candidates about the company and the position, assess their disposition and availability. Interviews can be individual, group-based, or involve multiple interviewers.
Final Phase: This crucial stage involves selecting the candidate(s) for employment. Consider all information gathered throughout the selection process. Some cases may involve a pre-employment medical examination.
Hiring: Offer the employment contract to the selected candidate for review and signature. Use document management software and digital signatures to streamline the process.
Onboarding: The selection process extends to the initial days of the new employee. Ensure effective onboarding to maximize the efficiency of the hiring process.
3. 6 tips to help you manage a winning recruitment process
Define the Desired Profile Thoroughly (and Dedicate the Necessary Time):
- Take the time to clearly define the candidate profile you are looking for.
- Rushing the hiring process and overlooking seemingly less relevant details can be a significant mistake.
- This step is foundational, and neglecting it may lead to a monumental error from the start.
- Before starting the selection process, have a clear idea of the qualities, technical skills, and relevant work experience you are seeking in a candidate.
Define the Structure and Plan Interviews:
- Avoid relying on a single interview; plan and structure the key milestones in the process.
- Carefully consider the candidates you interact with during the process.
Don't Rely on Personal Connection:
- Be cautious against being influenced exclusively by personal connections when dealing with candidates in a selection process. Gather more data about them.
- While some candidates may be personally appealing, it's crucial to assess their overall fit for the position based on experience, qualities, and character.
Use a Variety of Evaluation Methods:
- Recognize that not all candidates can be assessed in the same way.
- Employ a variety of evaluation methods, such as interviews, technical tests, personality assessments, and employment references.
Establish a Winning Selection Process:
- Maintain a consistent selection process to ensure fair and objective evaluation of all candidates. Use an ATS and a HR Software, as OpenHR, that can helps you track the differences stages candidates could go thorough the process.
- Develop a set of common questions for all interviews and use a template for assessing candidates.
Maintain An Adequate Communication with Candidates:
- Foster good communication with candidates throughout the selection process.
- Keep them informed about the status of their application and provide feedback on their performance at each stage of the process.
