03. RECRUITMENT AND SELECTION PROCESS

Figure 1 :  Recruitment and Selection 

The recruitment and selection in HR is a multi-step journey that incorporates with sourcing, screening, evaluating, and integrating new hires into the company. Understanding the difference between recruitment and selection and each step involved in the process is important for organizations to ensure a successful Selection. A well-designed recruitment and selection process allows organizations to attract more applicants and narrow the selection till you get the perfect candidate.

What is Recruitment?

An effective recruitment and selection process allows companies to source, attract and identify the best candidates for every open role. This can help to increase productivity and improve the company in every aspect. It is the process that organizations use to source, attract and identify candidates for their open positions. The goal of recruitment is to gather as many suitable candidates for the role as possible. Recruitment can be internal and or External. Mostly when organization couldn’t find the perfect match internally they select the external recruitment sources.

What is Selection?

Selection is the next step in the recruitment and selection process. It involves evaluating candidates’ qualities, expertise and experience to narrow down the pool of applicants until you find the best person for the role. This process usually involves conducting interviews and using various tests and assessments to evaluate each candidate's skills and qualifications.

 

Figure 2 :  Recruitment and Selection Process

Steps in the Recruitment and Selection Process

Create Meaningful Job Descriptions

Create, publish and manage positions effortlessly is the first step in the process is to put together a clear and detailed job description for each role. This is the candidate’s first introduction to the role — and often to your organization — so it’s important to get it right.

Simplify the Application Process

The application process should work on all devices including mobiles, allow a seamless experience and candidates should be able to register, connect and submit their resumes conveniently where their first impression will be better.

Advertise postings in the right places

If you want to advertise the position internally, you could also publish your job description in your employee newsletter, send it out by email or even post it on a physical notice board. 
If you are going externally, advertising is important to attract a large talent pool of qualified applicants. Organizations use various methods to advertise vacancies, including job boards, print media ads, professional networks, and social media to reach the right audience and generate interest in the position.

Screening & Streamline the applicant tracking process

Screening applicants is the next step in the hiring and selection process. It means looking at the applicant's skills, experience, and qualifications to see if they meet the basic requirements for the job. This step is critical because it makes sure that only the best candidates are called in for interviews.

The screening process typically follows all or some these processes: 

1. Resume and application review

2. Phone screening

3. Initial in-person or video interview

4. Reference and background checks

5. Final interview

 

The screening process aims to reduce the number of applicants to a number that can be managed easily. This will make it easier to do more in-depth evaluations later on in the hiring process

 

Run various tests and assessments

To determine whether the remaining candidates have the right skills and qualities for the role need to conduct competency test and assessments. This may include, Personality test, Knowledge test, IQ - Intelligence test  & Technical Skill assessments.

Figure 3 :  Hire Right Candidate

Select and Hire Your Ideal Candidate

The final stage is to review the candidates based on the results of their interviews and any tests or assessments they have completed. This allows you to improve your pool until you have the best person for the job. Making hiring decisions is a crucial step in the recruitment and selection process, as it determines which candidates will be offered the job. This decision typically includes,

1. Review applications 

2. Evaluate applicant's fit to perform
3. Assess qualifications
4. Consider interview feedback 
5. Consider references 
6. Make a decision
7. Communicate the decision to the candidate 

Figure 4 :  On-boarding 
On-boarding the New Employees

The onboarding process is a very critical part of recruitment, as it can determine employee retention and loyalty. Research shows that companies with a good employee onboarding process have more engaged and productive employees.

Concluding

HR professionals should ensure that they follow the correct Recruitment and Selection processes and attract the best workforce for their organization. Selecting the right employee is an important goal for the recruitment team and establishing the correct process is crucial to ensure that organizations hire the best people for the jobs it has open. Ultimately, an organisation's success or failure depends on how well it recruits and chooses people to work there. So, companies need to take the time to look at their current hiring policies and procedures to make sure they meet their hiring goals. By using an effective recruitment strategy, companies can get the most out of their employees and give them an edge in their industry.

 

Reference

• https://empxtrack.com/blog/future-global-hr-trends-2024/

• https://empxtrack.com/blog/quiet-hiring-in-workplace/

• https://www.personio.com/hr-lexicon/recruitment-and-selection/

• https://www.hirequotient.com/hr-glossary/recruitment-and-selection

• Recruitment and Selection: The Most Critical HR Function, Amit Ghodasara 
  https://www.ismartrecruit.com/blog-recruitment-and-selection-critical-hr-function