Recruitment is a process that can happen at any stage of a business or company’s operation and growth and is defined as a process that helps an organization develop a sizeable pool of qualified candidates for various positions. For this reason, recruitment won’t be successful unless the human resource management (HRM) has created a successful recruitment strategy. Depending on your business’ size and need for new employees, there are several options in the recruitment and staffing procedure that you can utilize.
Forecasting and Strategy
When the time comes where you are thinking of hiring and expanding, or other events in the life cycle of the organization, you will undoubtedly be tasked with forecasting elements like production levels, unemployment rates, competition, population shifts, expected employee separations and leaves, expansion plans, and sale fluctuations.
Once HR or the hiring manager has analyzed this data, you can better understand what will attract the best candidates. This aids in the recruitment strategy, because you better understand the current labor market. Have effective job descriptions and job specifications listed when you open a listing, and conduct more productive interviews.
Using Recruitment Channels
Another reason you want to forecast and make a recruitment strategy is the knowledge you obtain about want employees need, want, and the budget you have to make those things attainable. Then, look to the plethora of recruitment channels that exist, such as outsourcing, internet job sites like Indeed and Monster, employee recommendations and referrals, campus and local job fairs, social networking sites, blogs, and much more. The important thing is to remember that in the digital world, paper ads are going to function less effectively than online ads, so be sure to devote a larger portion of your time to those channels.
Vetting and Selecting
The final phase of recruitment and staffing is when you have enough candidates in the pool to be able to vet and select. During this period, you are reviewing the resumes and CVs, holding single and group interviews, meeting with the candidates, and seeking out those with the desirable traits your company looks for. Once the best candidates are selected from the pool, the decision on who is hired comes down to some components that show up in the forecast, such as your budget and overall need for new employees.
For small businesses that don’t have a dedicated HR department or hiring manager, there are other ways to create a pool of suitable recruits, such as temporary employment agencies that match people to your needs as well as standard recruiting and staffing agencies. Should you wish to handle the recruitment process on your own, there is a number of HR and recruitment software available for purchase to make the task easier.
Now that you understand the overall gist of the hiring process, you should begin to learn how to develop an effective recruitment strategy. Remember the basic phases mentioned in this article, and you shouldn’t have any issues—but if you do, there is always help available.
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