What is a recruitment process? definition and meaning

Answering this we know that you think you already know it, but even the best recruitment process has room for improvement. Recruitment in the most understandable sense is the process of getting the best talent for the job at a company-approved cost, with benefits and rewards that keep the talent retained in the system and motivated to perform.

The process consists of the following 4 steps:

Identifying the need/position:

Identifying what are the positions to be filled? what the expected quantity and quality of work? what are the company budgets for those profiles? What are the additional costs to keep into consideration?

Searching and screening for candidates:

This can be done with the help of existing employees, posting on social media, HR consultancies, and other media channels. After the search, there needs to be a screening process where the eligible candidates stand out from the other candidates. Shrofile uses advanced technological tools for candidate screening on the basis of keywords. These keywords can be picked by the employers basis the job. If it’s a skill-heavy job the keywords can involve software and certifications related to that job, which makes the process very close to 100% accuracy.

Interviewing the candidates:

The suitable questions for the profile are short-listed. For a few jobs, an interview is followed up with an assignment. The candidates are judged based on their interview skills. If you are a candidate reading this, you can brush up on your interview skills by practicing with our AI-enabled tool. Your eye contact, hand gestures, fumbles, etc. are recorded by the tool and an analyzed scope of improvement is provided to improve on. It is a very helpful tool to practice interview skills.

Onboarding formalities:

Onboarding formalities include offer letter, joining letter, and induction formalities.

All of these steps are a part of recruitment but some tips can be followed to make sure you get the best talent for the profile:

The job description:

A well-defined job description helps with getting better applicants with the right qualification. A LinkedIn post for a job vacancy with a well-explained job description is a good strategy to find the applicants. It also makes it easy for the applicants to understand the roles and responsibilities, salary expectations, and apply accordingly. It can prove to be a time-saving effort for both parties.

Using screening tools:

There is mostly an overwhelming response for any vacancy. The number of applications to screen manually can invite unintentional errors. Using AI tools that Shrofile provides can make the process quick and error-free. It’s the modern way of making sure that you have shortlisted the right candidates.

Promoting internal reference policy:

An already hired employee knows the companies objectives, policies, and ways of working. They would know people suitable for the company and role, hence using their reference is also a cost-saving method.

Hiring an HR consultancy:

Especially for bulk-hirings, there is no better way. HR consultants have their links with colleges and candidates best suited for the company’s requirements. They have access to a database of candidates. They also assist you with the hiring process and onboarding formalities. Even after the recruitments they assist the company policies and explore tools, software, and methods for the effective functioning of the company. To read more on HR consultants explore our content page.

Shrofile wishes you the best people for your company. Keep visiting this space for more tips and articles on career, processes, and everything business.

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