How To Build A Great Recruitment Process?by Alen Parker Professional Guest Blogger
To begin with, the recruitment process is like the brick to the building. They say a company is as great as it recruits and thus hiring the best is quintessential. However, most of the companies don’t really pay heed to their recruitment process even when they should. So, we thought of curating a blog around the way to build a great recruitment process.
So, read this blog, if you are planning to work on the existing recruitment process or make a new one. Let us begin.
Know your requirements-
If the requirements are not clear, recruiters will not be able to use the cloud recruitment software well for the purpose of sourcing. When sourcing, which is the first step towards recruiting an employee is not done right, the whole recruitment procedure goes for a toss.
Write a job description
Job descriptions that you put on various job portals should be appropriate so that the candidates have a clear idea of the work responsibilities and the company, location and exp. you require and the package you are willing to offer. Otherwise, it will only lead to wastage of time for both the candidates and the recruiter.
Build a pipeline-
Even if you don’t have a vacancy for the position a prospect has applied for, keep him in the data. Similarly, the candidates you have rejected or approached who weren’t looking for a job at that time, keep them in the records. You never know when you may need to close a position urgently. The talent pipeline created can help you immensely at that time. A cloud recruitment software that can be integrated with the candidate and consultant portal can benefit you a lot.
When the sourcing is done right, you can take the interview and analyse the interviewee on the basis of not just the experience and skills but also on the basis of the core values. Try to anticipate which candidates will be a perfect fit for the company culture.
You also need to stay in touch with the candidates who show interest in working with your company or the ones you are chasing. Instead of calling you can try sending them mailers for news related to your company which can evoke interest in them or about the vacancy.
Provide a great candidate experience-
Candidate experience is of prime importance as it impacts your brand image. So, make sure the candidates are not made to wait for too long, and the interview procedure is simple and quick.
Created on Jun 4th 2019 02:02. Viewed 111 times.