Seven stages of Recruitment

Employers have been effective in identifying the most suitable candidates of a vacancy by analysing and identifying different stages of the recruitment process (Sultana & Sultana, 2017).

The stages of recruitment include: Preparing for ideal candidate, Sourcing and attracting talent, converting the applicant, selecting and screening the candidate, interview process, reference check, and On-boarding (Andrew, 2022).

1.      Prepping for Your Ideal Candidate

This is serves as the main foundation of the recruitment process where understanding, analyzing, identifying the requirement positions for which the recruitment needs to be carried out. This includes job description, type, qualifications, experience, skills required for the job. Therefore, this sets the guideline and the framework of the candidate (McDonald et al., 2006). It is crucial for any organisation to identify and recruit the right applicant if not it will cost the firm in terms of time, recruitment costs and loss of productivity (Chris, 2020).

2.     Sourcing and Attracting Talent

The employer needs to be resourceful and target oriented and identifying the applicant’s experience. This is where the employer needs to sure that the candidate is not put on a tight and awkward position by not communicating with them, taking too long to make a decision and by having unrealistic expectations (Chris, 2020). The use of a sourcing strategy enables the employer to proactively find talent through various online sources. Sourcing can be time consuming function however it enables to dedicate sourer this will improve your chances of filling roles faster (Watts, 2022).

3.     Converting Applicants

This involves a percentage of people that move from one step to the next. This assessment can be very fundamental reporting level by taking a look at what are known as conversion rates, or click through rates. This is the quantity or proportion of people who advance to the next phase (Watts, 2022). By examining the entire time to fill a position (from when it is open to when it is filled) as well as the time spent on each individual step, you can assess your process (JFMLAW, 2014).

4.     Selecting and Screening Candidates

It's crucial to be diversified and establish expectations when it comes to the choosing process. When speaking with candidates, be sure to go over the entire hiring process with them so they understand what to expect, the processes involved, who they will be speaking with, how long it will take, and how to prepare. In the selecting and screening process the employers must have the essential conditions and credentials needed to do the job (Gentle, 2022).

5.     The Interview Process

This is where the focus is on efficient convenient scheduling therefore coordination of interview time and dates plays a huge role to establish an efficient and convenient platform for both the interviewer and the applicant (JFMLAW, 2014). You designate availability windows for you and your team and provide applicants the freedom to self-schedule, and for those who are already employed, it is a good idea to give slots during lunch or outside of regular business hours (Bitsize, 2022). Here the employer will make a decision on the most suitable candidate for the job.

6.     Reference Check

Prior to having an accepted offer with all requirements satisfied and a start date (salary/schedule accepted, references reviewed, background check/drug screen finished), don't rule out top candidates (Bitsize, 2022). It is important to have a background check by calling up their previous employers to have a character reference to confirm the decision.

7.     Onboarding

Hiring a new employee does not conclude with the hiring as it is just a part of it. On boarding of the newly recruited in a welcoming and professional way will help integrate them in a manner that lays the groundwork for a long-term productive relationship between them and your company and it also motivates the employee as it lays the first impression of the working environment (Gentle, 2022). If on boarding program is not effective that includes training, mentorship, knowledge, and the appropriate resources, the employee will be demotivated and they do not feel them as part of the organization. Digitizing every aspect of on boarding will be effective to both the company as well as to the employee especially in today’s era where remote work is encouraged at most places (Smart Recruiter, 2022).

List of References

 

1)  Andrew, 2022. The 7 steps in the recruitment and selection process. The Gurdian – The student Guide. https://www.zambianguardian.com/7-steps-in-the-recruitment-and-selection-process/

 

2)  Alison M McDonald, Rosemary C Knight, Marion K Campbell,  Vikki A Entwistle,  Adrian M Grant, Jonathan A Cook,  Diana R Elbourne,  David Francis,  Jo Garcia,  Ian Roberts &  Claire Snowdon, 2006. What influences recruitment to randomised controlled trials? A review of trials funded by two UK funding agencies.

 

3)   Bitsize, 2022. Business Management: Management of People – Recruitment and Selection. https://www.bbc.co.uk/bitesize/guides/z3s9fcw/revision/2 

 

4)   Chris Russell, 2020. Emissary: 7 stages of recruitment.

      https://www.emissary.ai/what-are-the-7-stages-of-recruitment/

5)   JFMLAW, 2014, 7 Steps to Effective Recruitment.

      https://jfmlaw.com.au/employment-law/employment-contracts/7-steps-to-effective-   recruitment/

 

6)   Nafia Sultana, Nahida Sultana, 2015. Analyzing the Effectiveness of Online Recruitment: A Case Study on Recruiters of Bangladesh. Vol 2. P 2

 

7)   Shelbie Watts, 2022. Manage a team: How to ace the 7 stages of the hiring

      process every time

 

8)  Smart recruiters 2022. https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/

 

9)   Stuart Gentle, 2022, 7 stages to a foolproof Rec 2 Rec hiring   procedure.  https://www.onrec.com/news/news-archive/7-stages-to-a-foolproof-rec-  2-rec-hiring-procedure