Recruitment guide for an efficient hiring process

17 of October, 2022

Finding and retaining talented employees is a challenge for human resources departments. Although there is no magic formula for attracting talent, you can design a personnel recruitment guide tailored to the needs of your company with this guide or also help yourself with a recruitment software such as Sesame HR.

The recruitment process is connected to each of the steps in attracting and selecting potential candidates to become new employees and fill new or replacement vacancies within the company. In other words, this process entails the search for the candidate with the best skills, competencies, and professional experiences to cover a job position.

Step by step recruitment guide

When is the right time to carry out a recruitment process? How long does it take to choose the perfect candidate? Is there a need to fill that position from the hiring manager’s point of view?

Identify the needs

The first stage of the staff recruitment guide is to identify the real needs that exist. Before creating the job offer, it is necessary to assess whether it is a replacement or a new job. In the first case, a candidate is sought to replace a worker who has left his/her position. In this situation, it is not so difficult to identify the need for hiring since it already existed previously. On the other hand, if the position is new or the responsibilities of the position are to be changed, it is necessary to complete a checklist of hiring needs.

Define the hiring model

There are multiple situations to add a new co-worker in a company, either due to a permanent professional need or because a project needs a different type of professional that you do not have in your staff.

Create a recruitment plan

At this stage of the recruitment process it is essential that you establish a planning and define the people in charge of intervening in each stage of the process. Identify who will receive resumes, who will review them, who will contact candidates, who will interview them, and who will decide who the ideal candidate is.

Define the job position and the channels to reach candidates

As a recruiter, it takes time to draw up the profile of the job position and the job offer, this is the basis for a process of these characteristics to be successful. Once these issues have been clarified, it is essential that you evaluate the channels through which you can find the profile of candidates you are looking for.

Is it the job portal of the web? Are you interested in publishing the offer on Linkedin, the professional social network par excellence? Or, on the contrary, do you want to reach many people and include the job offer on rather generic platforms?

Below we show you a table with the types of recruitment that exist and that can help you attract talent for your organization, have a look at them:

Start the search

With the help of recruitment tools you can minimize candidate search times. For example, if you bet on an ATS or candidate tracking system, you can filter the most qualified candidates by keywords that are decisive in finding the right profile. On the other hand, this type of tool also allows you to send scheduled messages to weed out applicants who are not qualified.

Call and recruit quality candidates

After receiving resumes, make personalized contact with the candidates by email or by phone and make each of them feel unique. Find the best candidates and inform them of each step of the recruitment process.

In this way you will be creating a positive candidate experience strategy. With an HR Software you can improve your hiring process and streamline it.

Create the perfect interview

The process should not take too long, in case the decision is not clear or that it takes a while, you can should inform candidates, so that you do not lose their interest. Conduct no more than one or two job interviews with highly regarded professionals based on a series of questions and tests that are relevant to the position.

In this step to create the recruitment process, it is key to really know the person behind the CV, delve into their trajectory and those experiences that are related to the job opportunity you are offering.

Make the decision using information

In the event of testing applicants, evaluate their performance on each of the tests received and select the most qualified candidate. Once you choose the right person, check their references and understand the real potential of the candidate.

Offer the job

You are almost at the last step to finish your recruitment process, so analyze the conditions that are going to be offered and adapt the offer to the candidate’s knowledge and professional career. Get in touch with the chosen candidate and make an unrejectable job offer. If the candidate decides to think about it, wait a while so that salary, benefits, and other terms of the contract can be negotiated.

Employee Onboarding

Now that you definitely know that the candidate is going to join the team, start the onboarding process, the candidate training and adaptation process so that the employee is interested in extending their professional career in your company. Now that you have reviewed the manual to develop a quality recruitment process, keep in mind that coordination between the different members of the HR department is key, invest time to define the ideal candidate and be transparent and clear when you communicate with them.