- Set clear goals: Establish hiring goals, such as the number of candidates needed, the time frame for hiring, and any key performance indicators (KPIs) for the role.
- Define the role: Work with the hiring manager to outline the job’s responsibilities, qualifications, and required skills.
- Create a job description: Draft a detailed and compelling job description that includes the necessary qualifications, experience, and soft skills.
- Post job openings: Publish the job description on job boards, the company’s career site, and social media platforms like LinkedIn.
- Leverage recruitment tools: Use an Applicant Tracking System (ATS) or other tools to source candidates efficiently.
- Proactive candidate search: Use searching strategies like LinkedIn or industry-specific platforms to identify and reach out to potential candidates.
- Resume screening: Review resumes and applications to shortlist candidates who meet the minimum qualifications and experience level.
- Preliminary interviews: Conduct phone or video interviews to assess candidates’ basic fit for the role and gather additional information about their skills and experience.
- Candidate assessment: Some recruiters may also use evaluation tools, such as skills tests or personality evaluations, to further narrow down the candidate pool.
- Organise interviews: Schedule interviews between the candidate and hiring managers or department team members.
- Prepare interviewers: Provide hiring managers with the necessary candidate information, such as resumes, interview questions, and feedback forms.
- Conduct interviews: Depending on the recruiter’s involvement, they may participate in or lead the interviews, ensuring consistency across different stages.
- Evaluate candidates: Gather feedback from interviewers and assess the candidate’s overall fit based on skills, culture fit, and experience.
- Prepare the job offer: Draft the formal job offer, including salary, benefits, and other terms of employment.
- Negotiate terms: Work out everything with the candidate, discussing salary expectations, start date, and other contractual elements. The goal is to reach an agreement that works for both parties.
- Finalise the offer: Communicate the final job offer to the candidate, addressing any questions or concerns they may have.
- Prepare onboarding materials: Provide the new hire with necessary onboarding documentation, such as contracts, tax forms, and company policies.
- Coordinate with departments: Work with IT, HR, and other departments to ensure the new hire can access all necessary tools, resources, and systems from day one.
- First-day preparation: Plan the new hire’s agenda, including introductions, training sessions, and meetings with key team members.
- Applicant Tracking Systems (ATS): ATS software centralises candidate data, helps track the progress of each candidate through the recruitment stages, and automates repetitive tasks such as resume screening and interview scheduling.
- Video Interviewing Tools: These allow recruiters to conduct virtual interviews, assess candidates’ communication skills and cultural fit, and collaborate with hiring managers regardless of geographic location.
- Recruitment Marketing Platforms: These enable recruiters to source candidates, create and distribute job postings across multiple channels, manage employer branding efforts, and engage with potential candidates through targeted campaigns.
- Data Analytics Software: These help HRs analyse recruitment data to identify trends, improve processes, and measure the effectiveness of their hiring practices.
- Talent shortages: In specific industries or regions, there may be a sparsity of qualified candidates, making it difficult to fill open positions. Expand your search to include non-traditional candidates, such as recent graduates or those with transferable skills.
- Passive candidates: Many top candidates are not actively seeking new jobs. Use good sourcing strategies, such as social media recruiting and employee referrals, to identify and attract non-active candidates.
- Candidate experience: Providing a positive candidate experience is crucial for attracting top talent. Streamline the application process, communicate effectively with candidates, and provide a positive interview experience.
- Time-to-hire: The time it takes to fill open positions can be lengthy and costly. Employ technology to automate tasks, such as resume screening and scheduling interviews.
- Offer acceptance: Even after extending an offer, there’s no guarantee that the candidate will accept. Communicate the company’s value proposition and benefits to attract and retain top talent.
- Internal mobility: Promoting internal candidates can be challenging, especially if they lack the necessary skills or experience. Invest in employee development and training programs to prepare internal candidates for advancement.
- Changing job market: The corporate landscape is constantly evolving, making it difficult to keep up with hiring patterns and best practices. Stay informed about industry trends and adapt your recruiting strategies accordingly.