Stages of a Recruitment Life Cycle
Photo by Clem Onojeghuo on Unsplash
With increased competition and a tough labour market, it is important for employers to pay close attention to the candidate’s experience from the start.
The following 6 stages will allow you to understand how to effectively attract and onboard a new employee.
Define the role.
Generate a checklist of requirements and responsibilities of the role you’re recruiting for. Include scope, support and mention what it takes for a candidate to be successful in the role.
Don’t forget to include years of experience as an important prerequisite – or if you are after a specific skill set. Be clear about who the role is reporting to, and how they can grow in the company.
Craft a standout job description.
Once you’ve got all the important details organised, you want to create an interesting job description.
It doesn’t have to be a high-sounding description nor fancy adjectives, and long sentences. It should be as simple as clearly outlining the job responsibilities.
Good job descriptions are on point, clear and easy to comprehend. Make sure there are line breaks and avoid long paragraphs. Large chunks of text should be avoided to make it easy for people to read.
Convey your company’s mission. Narrate it so that any potential candidates will want to learn more and draw interest. Mention any benefits and perks and if office based, hybrid, or fully remote.
Determine where and how you’ll advertise your new position.
After identifying exactly the type of candidate you’re looking for, the next step is to figure out where they might be looking for their dream job. It could be on job boards, different social media platforms like LinkedIn or Facebook.
Keep track of passwords and email requests to easily manage your candidates and job ads on different job boards all from one central place.
Design your interview process.
The interview process is quite often the biggest factor that filters out the good and not so good candidates.
How many rounds are there until the final round interview in your process? If a role sounds amazing – but there are too many interview rounds, chances are candidates will find another job halfway through your process because it is too time consuming. It also takes away your team from their day-to-day priorities.
Remember to:
Find a balance by making sure that your interview process for a junior role will look different to that of a senior leadership position.
Create a list of technical questions specific to the role, figure out who the candidate is meeting with and how that relates to the role – is it their direct report? Colleagues they’ll be working with?
Consider determining whether a task is required to be completed – if so, make sure you give them enough time to give it their all.
Send a job offer letter.
Sending a letter of offer is one of the most exciting – and nerving parts of the process.
Have peace of mind by keeping everything in one place using a template saved in your cloud drive. That way, when they move onto the onboarding process you can keep track of what needs signing.
Have a stellar onboarding process.
Welcome your newest team member and set them up for success from day 1 by making sure you have a smooth onboarding process. After all, first impressions count.
Simple things such as having contracts all in one place and letting them know in advance what their first week with you will look like can help them feel confident and organised.