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How to Develop a Recruitment Process That Attracts Candidates

A well-defined recruitment process is essential for any business. Making an effort to define your hiring process steps will help you find the right employees, and do so efficiently.

Here are several steps you should include in your recruiting process.

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Develop a job description

The first step in finding the best candidate is defining the role. When you and your team are clear on the duties and requirements of the position, it will save you time and money throughout the recruitment process. Before you begin recruiting to fill a vacant role, make sure you consult with the hiring manager and their team members to understand exactly what the role entails.
For 35% of employers, the hiring manager is responsible for writing job descriptions

This will ensure you have the information necessary to craft a compelling job description. The more precise your job description, the more effective you will be in targeting ideal candidates.

Create a recruitment plan

There are several ways to encourage candidates to apply for available jobs at your company. To attract the most qualified candidates, it’s useful to combine multiple recruiting methods. Keep in mind that your strategy will likely differ from role to role.

Consider developing an employee referral incentive and leveraging social media channels to connect with potential candidates. Make sure your organization’s website has a compelling “Careers” page with information about company culture, perks and benefits. Developing an effective and highly targeted recruiting strategy will help you save time and resources and find the best candidates for your company.

Screen potential candidates by phone

Once job seekers begin submitting their applications, the next step is to identify top candidates and begin the phone screening process. This will help you determine which applicants are best qualified for the role. It also provides an opportunity for candidates to learn more about the role and decide if they’re interested in pursuing the opportunity further.

It’s important to develop a list of phone interview questions before you begin screening applicants. It’s helpful to ask potential candidates about availability, whether or not they have any necessary certifications, and their salary expectations. At the end of the phone interview, make sure to explain the next steps in the recruitment process.

Conduct in-person interviews

After completing the phone screening process, the next step is to hold on-site interviews.

This is an invaluable opportunity to get to know candidates and help them become better acquainted with you and your organization. On-site interviews give candidates insight into company culture, their potential commute and other factors they may consider when determining whether the role is right for them. It also allows candidates to meet other employees and ask in-depth questions about the role and the organization.

During the interview, your goal is to assess the candidate’s skills and personal attributes, and determine whether they’ll fit into your company’s culture. Be sure to develop a strategic set of interview questions that focus on specific skills as well as the candidate’s past accomplishments and future aspirations.

Send the job offer

After you’ve conducted a series of interviews and chosen your top candidate, the next step is to send an official job offer. Many employers start with a verbal offer to determine if the candidate has any questions or concerns before sending the written offer. Your job offer letter should clearly state all of the essential details about the role, including the job description, salary, start date, vacation policy, benefits and more.

Remember, sometimes the offer letter is followed by a series of negotiations regarding the salary, benefits and other aspects.

Once the new hire has accepted your job offer, you should send rejection letters to the remaining candidates. Informing applicants that you’ve chosen to pursue another candidate is a nice courtesy and an opportunity to keep communication open in case you have future openings that might fit their skills.

Onboarding your new hire

Hiring a new employee is not the end of the recruiting process. After you’ve received the signed offer, you’ll need to begin onboarding your new hire. Developing a streamlined onboarding process makes the transition period much easier for your new employee, their manager and the rest of the team.

Outlining this process helps ensure your new hire has everything they need as they transition into their new role. Successfully executing this step of the hiring process will make sure your newest employee is comfortable and productive right from the first day.

By including these steps in your recruitment process, you’ll effectively attract ideal candidates and find the best employees for your organization.

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