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Tips from HR: 4 Critical Recruitment Process Steps | AugmentHR
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We all know roughly how the recruitment process works. A company identifies a need to hire, they put out a job ad, set up interviews, interview candidates, create a short list, make a final decision and offer the job to the best candidate.

It sounds simple, but if you want to find the right person for the job, and avoid making a hiring mistake, there are a number of critical recruitment process steps that you cannot gloss over:

1. Defining your need

If you don’t know exactly the type of person you are looking for, then how can you expect to find them? Before writing your job ad or hiring a recruiter, spend some time determining your company’s needs and creating an ideal candidate profile that can be used to compare and assess candidates.

2. Hunting for candidates

While it would be great if all you had to do was post a job ad and great candidates would line up for an interview, this is not how it works. IF you want to find top candidates, you need to hunt for them. They don’t just fall in your lap. This is why many companies work with a headhunter to assist with the search for top industry talent. Headhunters have their finger on the pulse of your industry, have connections, and know how to find the best talent available.

3. Selling the company

Today’s candidates are interviewing you as much as you are interviewing them. The power is in the hands of job seekers, and they know it. Therefore, you need to do a good job of selling your company. Tell candidates about the company culture, work environment, and perks of joining the team. It’s not just about money for candidates. They want to work for a company where they have more opportunity and feel valued.

4. The job offer

This is one area of the recruitment process that can get overlooked. Once you go through the process of weeding out candidates, conducting interviews and identifying the person you want to hire, you still need to make them a fair job offer. Many companies, assuming the candidate is on board, low-ball the candidate. This is a quick way to lose a great candidate. Plus, all the time you spent recruiting them is now wasted.

More Tips From HR

Check out these blog posts by our HR recruiting team:

4 Job Posting Strategies to Attract Top Candidates

Job Interview Red Flags – Part 1

Job Interview Red Flags – Part 2

5 Ways Employers Screen Out the Best Candidate

 

Felicia Smith

Felicia is the manager of human capital solutions at AugmentHR. With over six years of recruitment experience coupled with multi-faceted HR roles, Felicia is an expert in matching people with the right role and environment. She has worked in many different industries, including investment banking, HR consulting firms, medical, and commercial. Understanding people is one of her strengths, and she has recruited at every level, from directors, project managers, and engineers to operators and general labourers. Her ability to network and develop relationships has been a key tool to her success. With approximately two years of experience managing people and creating a positive work environment, Felicia’s diverse skill set makes her a well-rounded individual. Her business education and background help her identify different business needs and human capital solutions.

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