The 4 Most Vital Steps in the Recruitment Process
Does your company’s recruiting process include vital steps such as identifying where job candidates spend their time online? If not, it should. This post will take a look at this tactic as well as three other critical steps.
1. Targeting the Right Audience
Your business must be sure who it wants in particular positions. For example, the company should be in tune with important soft and hard skills required for the job—and which skills would be nice to have but are not necessary. Educational background, cultural compatibility, and work experience are other factors to consider. Prioritizing or ranking the importance is each is another key component of this step.
2. Finding Candidates in the Right Places
One reason why step one is so important is that it guides you to the right places to scout candidates. For example, if you must have very experienced personnel, you probably would not recruit much in college job fairs. On the other hand, if you prefer candidates with the most recent tech knowledge, then you may well go for a college-centric approach. Think about which websites, blogs, and associations that your job candidates go to often; you can reach them there.
3. Attracting Candidates
For successful recruiting, attracting candidates is frequently about more than posting a job opening and waiting for replies. For instance, it may include developing a transparent section on your website for potential employees, and it may entail the creation of blog posts, videos and podcasts about what working for your company is like and what the company culture is like.
4. Opening and Tracking Multiple Avenues
Social media. Employee referrals. Community booths. There are many ways in which your company can recruit job candidates; be sure you pursue the methods that work for your company. Keep in mind that just because some methods work for other companies that does not necessarily mean those methods will work for yours. Track your efforts with metrics.