Personnel recruitment is an important and indispensable process in building and developing a successful organization. Choosing the right individuals for the job position and organizational culture can have a profound impact on the efficiency and sustainability of the business. In an era full of competition and diversity of human resources, the recruitment process has become more complex than ever.
This article CoffeeHR will provide readers with the steps in a special, smart and appropriate human resources recruitment process that can be applied to all businesses.
1. General understanding of the human resources recruitment process
1.1. What is human resources recruitment?
Recruitment is the process of finding and attracting potential candidates to fill job positions in an organization.
The recruitment process is a process of identifying job positions that need to be filled, analyzing job requirements, reviewing resumes and CVs, screening and selecting the most suitable candidates for the business. Karma.
The purpose of human resources recruitment is to find talented and long-term employees for businesses. From building strategies and planning recruitment, managers can approach and select the most suitable candidates to join the business's human resources team.
At the same time, recruiting human resources also brings great benefits to organizations such as:
- Save time and resources: A reasonable recruitment process helps businesses save time and resources. Helps eliminate unsuitable candidates early in the process, avoiding wasting time on interviews.
- Ensuring fairness and legality: Having a clear recruitment process helps ensure fairness in reviewing and selecting candidates. Helps avoid unfair discrimination and comply with employment-related laws, such as labor and anti-discrimination laws.
- Improve work quality and performance: By finding and recruiting suitable candidates, businesses have the ability to improve employee quality and performance. People who are suitable for the job position have the ability to adapt quickly and contribute positively to the organization.
- Reduced Risk: The recruitment process helps reduce the risks involved in hiring personnel. This includes ensuring the integrity of candidates and ensuring they are a good fit for the organization's work environment.
- Create staffing reserves: The recruitment process is not only for filling current positions but also helps build staffing reserves for the future. By maintaining a continuous recruitment process, businesses can be redundant and ready to deal with future change and expansion.
- Create an attractive employer brand: A careful and professional recruitment process can help create a positive image of your business in the labor market. This attracts good candidates and motivates talented people currently in the organization.
See more Video Lessons on human resource recruitment
2. Steps in the human resources recruitment process
Step 1: Determine recruitment needs
The first step in each business's recruitment process is usually determining which positions are vacant and need to be filled. Then, the employer will analyze the characteristics of each job position including: job requirements, skills, expertise and experience needed to take on this position.
In this step, businesses need to perform a number of tasks such as:
- Find out the business's human resource problems at that time, determine if there are any outstanding problems that have not been resolved, and what abilities and characteristics the candidate needs to be suitable for the position being recruited.
- Determine if the amount of work required increases when hiring new people?
- Analyze performance, list the qualities, skills, and qualifications that the business is lacking.
Step 2: Develop and execute your recruitment plan
Developing and implementing a recruitment plan is an important step in the recruitment process. This is the foundation that determines the success of the entire process.
Specific, detailed and reasonable preparation in this step will help create favorable conditions for the next steps. All information, from recruitment schedules, candidate requirements, recruitment announcements, to job descriptions, need to be prepared carefully and in detail.
Step 3: Recruitment announcement
After completing the preparations for the recruitment process, the next step is for employers to notify candidates about their recruitment information. This announcement must ensure a short, concise but basic content is conveyed to candidates in the best and most effective way.
Recruitment announcements are sent to candidates in many ways, they can be announced on the company's main website, on social networking sites, forums, groups, job recruitment sites, newspapers... Recruiters Employers should choose the most popular means to announce recruitment to candidates, but should also consider and consider costs.
Step 4: Receive and select candidate applications
During this process, many businesses have difficulty selecting candidates from the job application list. There are countless problems that require employers to have a specific and effective solution strategy, such as through the following 4 steps:
- Select resumes that meet the minimum requirements of the job.
- Classify priority profile groups by considering candidates' certifications, experience and professional knowledge, technical qualifications and other skills to see if they meet job requirements.
- Select candidates who meet the above two criteria.
- Statistics and marking items candidates need to present more clearly when participating in the interview.
Step 5: Try the job
After the selection process of suitable candidates, the candidates will be accepted into the probationary period.
During this process, the employer will ask questions to exploit the candidates' abilities, potential and skills. Multiple choice tests will help employers accurately assess the actual professional level of candidates. Employers can test IQ, foreign language tests, specialized knowledge, etc. from there to find excellent candidates. This process requires employers to monitor closely and fairly.
At the same time, candidates will be provided with full information by the employer about salary, working regime, benefits, and the candidate will decide whether to work or not.
Step 6: Decide on recruitment
This is the final step in the business's recruitment process. After the probationary period of candidates, employers need to make official decisions and inform candidates. When passing the interview, it cannot be completely guaranteed that the candidate will accept the company's job offer. However, if the candidate has patiently completed all the paperwork and waited through the selection process, the odds of accepting the offer are very high.
Tasks employers need to do in the evaluation and recruitment stage:
- Verify the candidate's job readiness.
- Send job offers to candidates, and notify the time of joining the company.
See more: The content, criteria and template of the job offer letter attracts the best candidates
After After completing the steps, there needs to be a meeting to discuss and re-evaluate the entire recruitment process. What has been achieved as the initial goal, what has not been achieved needs to be supplemented or have necessary additional plans.
3. Some popular forms of recruitment
3.1 Internal recruitment
Internal recruitment is a popular and effective form chosen by many businesses, based on the use of personnel within the business as candidates (for higher positions) or as a source of gender connections. job introduction. This form of recruitment not only helps businesses find quality candidates but also saves time and recruitment costs.
Advantage:
- Easily evaluate many aspects of candidates: loyalty, ability, attitude and work ethic.
- Significant budget savings compared to other forms of human resources recruitment.
- Save time for preparation and interviews.
- Candidates do not have to go through a period of getting used to and integrating with the environment.
- Minimize the situation of "job hopping", also known as brain drain, in the business.
Defect:
- Creating a "ripple" effect, leading to a shortage of human resources. Because it will take time for businesses to find personnel to fill the vacant positions of promoted employees.
- Reduced diversity compared to other forms of human resources recruitment.
- Selected employees are used to working in a rigid style, making it difficult to create innovation.
- If you do not choose the right person, it can easily lead to the risk of internal conflicts.
3.2 Advertising on recruitment websites
Use recruitment websites to recruit candidates, screen candidate CVs and recruit suitable personnel. This is a recruitment method that brings strong efficiency with wide reach and low recruitment costs.
The disadvantage of internal recruitment is the strength of website recruitment. That is to create a new human resource with a lot of potential to exploit diversity and creativity in working style.
3.3 Use of social media
The general goal of recruitment on social networks is to build a large, high-quality human resource. The recruitment process on social networks brings businesses many benefits such as:
- Access to a large number of candidates: The database system on social networking sites is updated regularly and continuously, the number of visitors every day is very large, so accessing information will be quick and easy. This allows employers to reach candidates in large numbers, promoting a faster and more effective recruitment process.
- Save time and recruitment costs: Time to reach candidates is quick, much more cost-effective than having to link with third parties such as: Headhunter, recruitment company
- An effective marketing channel: In addition to recruitment purposes, social networks are also a highly appreciated brand promotion channel for businesses. On the other hand, through recruitment, businesses have the opportunity to convey many messages and information about the business to many audiences, improving brand coverage for the business.
See more: 5 Steps for Enterprises to complete and shorten recruitment time
3.4 Participate in recruitment events
Participating in recruitment events helps increase brand visibility, build local brand presence, and reach many potential candidates. To achieve effective recruitment during the event, recruiters must prepare their strategy carefully.
Depending on the size and structure of the business, apply one or more of the above recruitment methods to achieve maximum recruitment efficiency. Besides applying the above forms, businesses can apply recruitment management software to improve recruitment efficiency, save time and costs in the recruitment process. So what benefits does recruitment management software bring to users? Let's explore with CoffeeHR in the content below.
See more: 2 Recruitment methods help businesses achieve both quality and quantity
4. Recruit quickly with human resources recruitment management software
Recruitment is not simply about recruiting workers, but about finding talented candidates who will stick around for a long time and contribute to the success of the organization. Therefore, businesses need to build and standardize effective processes.
To help businesses solve challenges in digital transformation, CoffeeHR provides effective management and recruitment software solutions, saving time, costs and other resources.
CoffeeHR's recruitment management software brings great benefits to businesses:
- Using automation software, shorten the recruitment process and manage candidate data according to a smart system.
- Centralized and unified management of candidate sources: Easy access to potential candidate files through multi-channel Vietnamwork, TopCV, Careerbuilder,... Candidate data from the above sources is automatically transferred to the storage system. Create CV Pool according to different candidate segments. Search for suitable candidates from search engines and keywords.
- Multi-dimensional interaction, saving editing time many times thanks to the automation of filling in data and information before sending the Offer Letter or interview invitation.
- Smart reporting & analysis: Easily plan recruitment strategies through the Analysis and Measurement Report system from CoffeeHR: Score and classify candidates according to a set of criteria. Measure costs and number of candidates from recruitment channels. Report on conversion rate of vacancies. Evaluate the performance of recruitment sources. Export reports to PDF files.
CoffeeHR can cover most of the jobs of recruitment from Collecting candidate profiles, Screening CVs, Comparing reviews to reporting effectiveness and providing analysis and Recruitment Forecasts.
Get rid of cumbersome procedures, speed up recruitment, select quality talent, choose CoffeeHR to accompany and support your business! Sign up for a consultation and DEMO solution now TODAY!
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