Every business will have a recruitment process, some more complex than others. All recruitment processes usually start with a need. Businesses need an individual or resource to carry out a task or job description within the organisation.
The job description will usually make up the best part of the job advert that will be sent out to a job board or multiple job boards. It is important businesses get the job ad written correctly to attract high numbers of applicants and also target the candidates so only the most suitable apply. Most recruiters help employers with this aspect of the recruitment process
Next Step – Applications
The next step is usually to set the advert live and wait for candidates to apply to the job advert. Now, depending on the role or usually more importantly, the job boards the vacancy is advertised on, the number of applicants can be high, sometimes over 200 per vacancy. It’s a this point an experienced recruiter will usually sift through the applications and make 3 piles, rejected, maybe & shortlist. The make up of each pile depends on the candidates and how good a match they are to the job description requirements. Again good recruitment professionals will help identify job boards & also CV databases for candidate searches.
Trying to setup and manage interview candidates can be tricky, it’s important to remember that candidates apply to jobs for varying reasons, some to test the market, some through desperation, some just because they want a career change. So even if a candidate makes the shortlist and is contacted and an interview arranged, there is no guarantee they will turn up.
This is where recruitment consultants and agencies provide their expertise, not only can they spot chancers and unsuitable candidates from a mile away, they can also help to promote a company as the best place for a potential employee to further their career. Good agencies and recruiters arrange the interviews and handle all candidate negotiation for businesses allowing them to get on with the important part of the application process, the interview.
Final Stages Of The Recruitment Process
The final stages of recruitment usually involve interviewing the shortlist, sometimes twice or more and narrowing down the candidates to maybe just 2 or 3. At this point a recruiter or agency may back off and allow the company to make their decision. After all the 2 or 3 candidates may well be highly matched to the role and the final decision is often made on a personal preference of the hiring manager, sometimes psychometric profiles obtained can be the deciding factor.
Once a candidate has been identified as the preferred choice an offer letter is usually made by the company, the recruitment agency can sometimes be used as a negotiator or intermediary between candidate and employer and vice versa.
Post Recruitment Process
Post recruitment process is vitally important for all three parties, the employer, candidate and recruitment agency. The employer needs to help the candidate make an effective transition from old company to new, the candidate naturally wants to impress and settle in. The recruitment agency wants the candidate and employer to work well for two main reasons. Firstly the reputation of the recruitment agency is on the line,the recruiter wants to make sure that they have put forward the best candidate possible. A successful placement makes everybody feel good as it is objective achieved.
Sometimes things don’t work out, for what ever reason a candidate may leave. It’s important that recruitment consultancies support employers during this time. Some agencies offer free candidate replacements if things don’t work out. This way the employer is protected and gets good value for money.
In a nutshell, this is how recruitment consultants can help employers throughout the recruitment process. There can be many variations to the above, but the above steps are critical for the success of a hiring a new employee.