The Recruitment Process
Every organisation is run and operated by people. Despite the fact that many of the jobs have been automatized over the past 5-10 years, companies still need people to make decisions, serve the customers, assign responsibilities, lead projects, and many other vital activities. However, often, there are situations when a growing company needs new staff, when a company restructuring itself replaces existing staff with new staff comprising a different set of skills, or when a company needs to hire new staff in order to fill up the vacancies created by former employees. In such scenarios, organisations tend to employ the following recruitment process in order to hire new staff:
- Forming a selection committee: Firstly, companies need to decide who will be in charge of making the hiring decisions. In the case of a large firm, a committee out of the Human Resources department’s staff and staff from the department with the vacancy may be selected. Alternatively, for a small firm, the owner her/himself may act as the selection committee.
- Preparing a job description: Once a selection committee has been determined, a job description has to be prepared. A job description extensively outlines the roles and responsibilities that must be performed and shouldered by the new staff. This offers the potential applicants with a sense of direction, and also ensures that only individuals who are capable of and willing to do the job will apply. Job descriptions typically feature the following elements:
• Job title
• Department
• Who the role reports to
• Responsibilities and expectations
• Goals and objectives
• Opportunity for progression and promotion
• Required qualifications, education and training
• Soft skills and desirable traits
• Location and travel requirements
• Salary and benefits
• Company culture and identity - Placing the job advert: With the job description carefully designed, recruiters now need to post job vacancy adverts in multiple traditional and digital media platforms in order to inform interested individuals regarding the availability of a new job. These job adverts must carry sufficient amount of information, and must be relevantly posted on the basis of the location of potential candidates. Job adverts can essentially be placed in the following platforms:
• Your company website
• Social media posts on the company’s Facebook or Instagram pages, or perhaps on social media groups for job adverts.
• Job sites such as indeed.com or naukri.com
• Job vacancies can also be placed on roadside posters or on televisions, newspapers, and radios in order to be able to reach out to a wider number of people. - Shortlisting and arranging interviews: By this stage, the recruiter will have received a pile of CVs and resumes from aspiring candidates. The recruiters and the selection committee now has to study these submitted resumes and shortlist the most appealing or promising candidates for the role. The candidates should then be contacted to arrange an interview date and time.
- Performing the interviews: This is when the interviews will be conducted. The selection committee will ask questions regarding the candidates’ qualifications, visions, values, and perceptions and knowledge of the company and their subject of expertise. Meanwhile, the candidates’ communication skills, interpersonal skills, and overall level of confidence will be measured. Based on these parameters, the most capable and worthy applicant will be selected to fulfil the vacancy.
Recruitment processes can sometimes be lengthy, depending on the volume of resumes submitted and the number of candidates required. Nevertheless, companies must implement a smooth and efficient recruitments process as doing so will save time and costs. Likewise, the candidates will be aware of their roles and responsibilities, and the rightly skilled candidates will be selected.
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