Struggling to fill vacant roles? Let’s look at your recruitment processes
21 October 2024
In today’s competitive job market, attracting and retaining top talent is more crucial than ever. A well-structured recruitment process is the backbone of successful hiring, ensuring that organisations not only find the right candidates but also create a positive experience for them. Whether you’re revisiting existing strategies or building them from the ground up, this article will help you navigate the complexities of recruitment with confidence and will help employers build a step-by-step recruitment process.
Step one: job analysis
Before you can hire for the role, you need to know what it’ll entail. This is when employers should define the role and responsibilities that go with it. This includes identifying the skills and qualifications required, developing a clear and concise job description and establishing the salary range and benefits.
Step two: sourcing candidates
Now that you’ve got good criteria, you can start looking for people to fill the role. It’s a good idea to use multiple channels to get the word out – think job boards, social media and recruitment agencies. And don’t be afraid to target passive candidates through headhunting!
Step three: screening and selection
Now it’s time to pick your new recruit, at this point, employers should review resumes and cover letters, conduct phone or video screening interviews, utilise pre-employment assessments and tests and shortlist candidates for further evaluation.
Tip: when it comes to pre-employment assessments, it’s easy to get it wrong. It’s important to keep in mind the candidate’s time and skillset by avoiding long-winded projects and overly technical tasks unless that skill is required for the role itself. If hiring for an entry-level position, expect the candidate to have little to no experience or knowledge and base screening tests on general skills and personality instead.
Step four: interviewing
The next step is interviewing the shortlist of candidates, and the candidate isn’t the only one that needs to be prepared! Employers should come to the interview with structured questions and should provide candidates with a clear understanding of the company culture and expectations.
Tip: sometimes employers can go overboard by conducting –multiple interviews per candidate, this should be avoided as it can be a waste of resources and time for both parties. Try to stick to two to three interviews – that’s the perfect amount of time to know if the candidate is a good match for your business.
Step five: pre-employment checks
It’s important to ensure that you undertake your pre-employment checks prior to the employment agreement being signed. For instance, does the role require police vetting or a criminal background check? Did you check their references? Are there sufficient health and safety risks that require pre-employment drug testing? It’s simpler to not offer employment if the candidate doesn’t pass the checks rather than go through a fair process to terminate after hiring, which also carries litigation risk.
Step six: onboarding
Once you’ve decided on a candidate and are happy with your pre-employment due diligence, it’s time to send a letter of offer and an employment agreement for parties to negotiate. Once they accept the offer, you can send all the necessary paperwork like their employment contract. Now is also the time to collect important info from the candidate like tax information, proof of identity and bank details.
Plan a comprehensive orientation program including assigning mentors or buddies to new hires and ensuring new employees have access to necessary tools and resources including policies, handover documents, company emails and important contact information.
Tip: best-practice recruitment process calls for a follow-up. Once the employee has settled in, employers should gather feedback to improve the onboarding process for the next hire.
enableHR can make onboarding smoother
Having an industry-leading HRIS system behind you, like enableHR, will make onboarding seamless and stress-free. The software allows you to easily manage each stage of the employee lifecycle, from recruitment and onboarding to retirement and termination of employees, contractors, and volunteers. Additionally, enableHR allows you to assign essential training to new hires and ensures they have reviewed and acknowledged all company policies, allowing for fast and easy integration into the team and best-practice recordkeeping. To discover how enableHR can help streamline your company’s HR processes, contact us today.