The recruitment process can be notoriously time-consuming. But if you want to attract the cream of the crop to work for your business then you need to invest that time into your recruitment drive.

The good news is, there are 10 failsafe steps you can follow on the road to getting organised and successfully hiring the perfect candidates in 2019.

 

1. Define your need for recruiting

This might seem like a no-brainer, but before you think about anything else in the recruitment process you need to first know what you’re looking for. Has your business grown, so you need to recruit? That’s great, but you now need to think about where you need the fresh resources placed within the business.

Understand why the vacancy has been created and carry out a job analysis to evaluate why there is a need for a new candidate. You also need to understand the level of the role and the skills required from the person undertaking the position. What responsibilities will the new team member have, for example?

Before you even think about moving onto the next steps in the recruitment process you need to have a thorough understanding of what is required from the role and for the candidate to progress any further.

 

2. Plan carefully

Good planning makes so much sense in the recruitment process. Now you understand what you need from the role, add it into your plans and think about the bigger picture. Put your recruitment timeline together.

A great plan for your hiring process means the whole thing will go far more smoothly. When you think about it – how much more efficient is your output when you work from a list or diarise your workload?

From your well thought out plan, you can see what you require from your applicants to qualify for the role. You can then refer back to it whenever you need to. The key to a plan is that you operate an efficient and high-quality process and acquire only the best candidates.

If your recruitment process drags, the best candidates could be snapped up by a business with a more organised plan in place. If you’ve planned well before you move on, you are less likely to encounter stumbling blocks which will hold up the process. This way, you are also at less risk of experiencing a period of time where the vacancy goes unfilled while the work is waiting to be done.

 

3. Write an awesome job description

Here’s where the fun starts! You want to attract the absolute best candidates for your available position, so nailing the job description and person specification is essential. Investing time into making sure you get the content in these documents spot on will mean you’ll mainly be receiving applications from the right people.

Include key responsibilities, what the role entails, challenges and opportunities. Also make sure you include the skills, knowledge, education, experience, qualifications and personal characteristics required from the ideal candidate. Establish what is desirable and what is essential and you’ll be well on your way to having an awesome job description compiled.

 

4. Searching/sourcing

This is the stage at which researchers will look for candidates appropriately qualified for your job opening. Your sourcer is responsible for carrying out complex searches within your particular industry and pulling together a list of the best candidates. They will work with all sorts of platforms to mine for talent. Platforms such as social networks (LinkedIn), specialised websites and job boards. A sourcer may well also work with referrals.

You can, of course, advertise your vacancy via more traditional routes such as recruitment websites, newspapers and agencies. But don’t neglect your network of contacts and social media – remember, the more targeted you can be the better.

 

5. Screening

Before you get carried away, keep this process as efficient as you started and follow your plan to the next stage which is screening. During the screening process, you will need to look at each candidate’s application and establish if they qualify to progress further.

Once you have conducted a review of the application, carry out a phone interview and/or give them a competency task for the particular role. This will give you a great idea of who to take with you to the next stage of your recruitment process.

What should happen during this process is strong candidates shine through and highlight with ease why they are suitable for the role you have advertised.

Keep the initial job description and person specification with you during the screening stage. This way what you’ve asked for will be fresh in your mind and you can compare this with what candidates have provided

 

6. Identify the best candidates

Now you have successfully completed the screening process, you will be able to clearly identify 5-10 candidates to add to your shortlist.

Discuss these candidates with the hiring manager, if that’s not you. Once everyone’s happy, the candidates can be contacted to organise an interview.

 

7. Interview

Make sure you prepare thoroughly for the interview process – you need to know what you will ask and you also what you want them to say. Allow them time to highlight what they consider to be an important experience. This experience needs to align them with the role. Also, identify what will be the most important thing for you to cover.

Many people will be well versed in the process of an interview so will offer up polished, well-rehearsed answers. The best way to get around this is to ask for examples of experience and then you can follow up with questions that delve a bit further. Basically, you will need to dig deeper for knowledge. You already have their experience on paper, now’s the time to discover what sets them apart.

 

8. Offer

Choose your preferred candidate and then check their references before calling to make an offer.

When referencing you will need to contact the candidate’s professional references. These checks confirm the employment details of the candidate including job performance, strengths and weaknesses in previous roles.

You will then offer the job to your candidate – this could include calling them initially to give the good news and then following up with an offer letter via email or post.

The offer letter includes the start date, salary and terms and conditions of employment of your company. The candidate then chooses whether to agree and sign the document, negotiate, or decline your offer of employment.

You will also need to offer feedback to your candidates – follow our guide to giving post-interview feedback for our top tips.

 

9. Hiring

Hopefully, the candidate signs the offer document and accepts the role – this now means they are now hired as an employee. This next process is filled with lots of essential paperwork.

You will need documents to be filled out regarding bank details for wage payment, tax forms, eligibility to work documentation and also paperwork specific to your company.

 

10. Onboarding

The work doesn’t finish now you’ve hired the newest member of your company. In fact, this could be the most important stage. Now your employee has completed the hiring step, you will need to initiate onboarding.

This is essential to ensuring your new employee feels welcome and a part of the team before they’ve even stepped through the doors on their first day.

Email or phone contact before they arrive should always be welcoming and when they arrive for their first day their workspace should be set up with the appropriate tools.

Your new employee should be quickly introduced to their new colleagues and any appropriate training should be set up and seen through swiftly.

Now you have all the essential hiring information – our 10 step recruitment process will set you on the right path to attracting the ideal talent for your business.