RECRUITMENT
PROCESS FLOW: A Practical Approach
A Recruitment Process is an organization’s unique way of
sourcing for new employees. Basically the decision on the recruitment process to
adopt resides within the Human Resources function, although again this may
differ depending on the specific company, or its organizational structure.
A recruitment process can be broken down into different
parts and the exact process steps are unique to an organization. A recruiting
process may start with the identification of a vacancy, then the preparation of
a job description, database sourcing, role marketing, response management,
short-listing, interviews, reference checking, and selection.
Recruitment Approaches
There are various recruitment
approaches and most organisations will adopt a combination of two or more of
these as part of a recruitment exercise to deliver their overall recruitment
strategy. In summary five basic models more commonly found are:-
· - An in-house personnel or human resources
Approach.
· - Outsourcing of recruitment to an external
provider
· - Employment agencies
· - Executive search firms for executive and
professional positions.
· - Internet recruitment services including
recruitment websites and job search engines used to gather as many candidates’
applications as possible by advertising a position over a wide geographic area
Recruitment Stages
2. Prepare: It
is very important for every organization to prepare selection criteria before
embarking on recruiting candidates. Selection criteria can be divided into two
“essential’ or “desirable. Selection criteria should be written in a simple and
clear language, be specific, and not overlapping or repetitive.
3. Attract: This
involves attracting the right candidates whether they are from internal or
external sources. It considers the
various methods of advertising and job posting sites where candidates can be
sourced.
4. Shortlist:
Short-listing of candidates should be done judiciously with key focus on
quality and not quantity. Applicants should be shortlisted if they genuinely
meet all the essential requirements and believed to have the potential to be
appointed.
5. Interview and Assessment: Interviews, and all other assessment tools,
should give applicants every opportunity to demonstrate their capacity to
successfully fulfil the duties and responsibilities of the position. It is the
responsibility of the selection panel to determine the appropriate means of
assessing the applicants.
6. Referee
Report: Referee checks
are essential. Obtaining references is an essential part of the recruitment
process and it should only be done under serious consideration of appointment.
7. Recommend: This is the stage where the preferred
candidate is being recommended. After considering all of the assessment information,
the selection panel would decide who, if anyone, to recommend to the Delegate
as the preferred candidate(s).
8. Contract: This
is the stage where one of the candidates, proven to be the best, is being
engaged once the candidate has accepted the verbal offer and agreed a salary
and employment start date.
9. Candidate Care: Candidate care is of the utmost importance in all
recruitment processes. The candidates should
be provided with a selection experience that is professional and friendly, and
leave them with the impression that the organization would be a great place to
work. Good candidate care also includes organizing proper orientation and induction
programmes for the employee as this would help to increase retention, employee
morale and productivity. Candidate care also includes advising unsuccessful
candidates. Providing feedback when it
is requested for to enable them know why they weren’t successful so they can
look to improve on future applications. 