Recruitment Process in 2023!

Things you need to know about your Recruitment Process in 2023!

Published on December 7th, 2022


You're here because you're an HR manager, a recruiter, or someone who is completely new to the world of recruiting and is struggling with your recruitment and hiring processes. Don’t worry this article right here, has got you covered! Recruitment and hiring, as all HR managers and recruiters are aware, is difficult and exhausting work. It becomes even more challenging when you are especially seeking a specific skill or aptitude and conventional methods of hiring are just not working. The trickiest part is after you hire them, how do you intend on keeping them happy and maintaining them inside the company without letting them go or pursue other opportunities? Replacing a paid employee might cost you a huge amount of money, and we mean ‘HUGE’. According to studies conducted across the United States, the average cost of replacing each worker is over $17,000 (ON AVERAGE!). It is expensive because you, as a human resources manager, need to spend time distributing advertisements with job descriptions linked to the specific job function that you are looking for. After hiring someone who is a resource for the position, you may have to spend twice as much on their training or even employ a trained instructor to coach them together with the necessary training resources. Back to basics: What is recruitment?: Recruitment is one of the most important functions in the Human Resources Department. This is a process that involves almost everything from sourcing and identifying potential candidates, screening them, shortlisting them interviewing each of these candidates, and finally selecting the best-fit hiring and then bringing the selected employees on board. Most recruitment teams are large or comparatively small depending on the size of an organized theirs. But in smaller organizations and enterprises, the entire onus of recruitment is on the recruitment manager itself. Although, is not compulsory that your entire HR team, big or small, perform the entire process from scratch. Sometimes organizations tend to outsource their recruiting needs. this allows your team to focus on other aspects like whether your candidate is someone who can fit perfectly in with the culture of your organization, or even on matters like who best deserves a particular offer and who doesn't. While most companies rely on Outsourcing recruiting means there are companies that have work that rely exclusively on different forms of recruitment like advertisements, job boards, and social media channels. But in today's day and age be it any form or any channel of recruitment the world of HR is moving towards the use of HR tech or recruitment software that streamlines their recruitment process. This not only reduces the time and effort to find the right talent but also reduces your cost to hire by 50%. What makes up a good Recruitment Process? Recruitment Processes are unique and versatile across various industries and organizations. It is mostly organization-specific. It all starts with the usual process of attracting, screening, selecting and then hiring the candidates. But there’s alot that happens in between these processes. It's the little things that make up a good recruitment process and experience and in turn, help an organization grow as one coercive unit. And in order to have a seamless and streamlined recruitment process share 3 tips that we put together for you: Data-driven decisions Just as how most businesses are dependent heavily on data and Data Analytics so is hiring and recruitment. Most skill assessments and tools have a storehouse of data that helps you customize your assessments and arrive at better decisions. venue to rely on data-driven and automated-driven Analytics you can see how effective your channels of recruiting are performing, you can also view how many people were interviewed and in what stage the interview cycle is and you can also hire without any bias. Automated recruitment processes Another way to efficiently recruit candidates is by automating your entire recruitment process. This not only saves time but also so helps you manage every stage of your process with ease. When you switch to automating your recruiting process from start to finish you can save a huge amount of time and mental energy from redundant and repetitive tasks. This also gives you the headspace to nurture your relationship with the potential higher than creating a good initial report before they are onboarded. Employee referrals and the wonders it does What better way to recruit more hires into the company or an enterprise than by asking candidates to refer people from their own network? There are many benefits to employee referrals. Let's say you hired a particular candidate that possessed a specific set of skills that you required for a team. Now, the same team requires more of that specific talent or specific skill set. With employee referrals, candidates can refer people with the very same skill set that you are looking for. this way you can reduce the time to hire film positions faster and also higher good talent in surplus. Another benefit of employee reference is the system of reward. This reward could probably be in the form of an incentive or a referral bonus or even some sort of reward in kind. But what it actually does is that it lets your hired candidate for employees to spread the word about job openings and help you to tap into a more qualified pool of job applicants. The Importance of a Solid Recruitment Process The aim of any hiring process is to attract qualified candidates and make job seekers apply. That’s just the basics about how these processes work. But how does a good recruitment process work for you? How does a good process help fetch more candidates? The answer is, there is no set, hard and fast rule or method to having a successful recruitment process. Oftentimes, a good process would involve a combination of many other recruitment strategies. It is one way of designing a foolproof process that helps you target and attract quality candidates. When it comes to a well-planned and organized hiring process, you help your team in filtering out the right candidates faster while you can focus on engaging with eligible candidates for maximum conversions. Remember this, your recruitment process affects the reputation of your organization. Every move, be it a simple job description to even how well you onboard new candidates, everything matters. 5 Recruitment process secrets you need to know as a business that is growing fast! Public Relations to the rescue: Nearly 70% of recruitment experts say that branding plays a key role in any recruitment process. A creative and positive employer brand goes a long way. This is easier said than done. It takes quite a time and effort for you to position yourself as a company that carries a good culture and one that the most talented people want to work for. But if you do happen to reach that status in the market, rest assured you hit jackpot in the Talent pool. Employer branding is vital in recruitment because it helps you compete in the talent war. Know this, the smaller the company the higher the competition for talent whereas the bigger the company and louder the brand, the easier it is to recruit the best talent. Cranking up your Job positing a few notches higher than usual. If you have been in recruitment for a while now, you probably know that employee referrals and word-of-mouth advertising is what has proven to be most effective. In order for the word-of-mouth approach to work wonders, you must design a job description that ATTRACTS! When we say attract we mean your Job description must have elements that make a candidate want to apply immediately. This means you need to have a really smooth and responsive careers page. You must have a page that doesn't lag and doesn't take too many steps to fill in their details. It also means you don't intimidate them by decorating your basic requirements with fancy words. Use a diverse set of channels when it comes to recruitment. In 2013, statistics showed that nearly 92% of the companies in the world used social media as a recruitment channel. Today, LinkedIn and Facebook are the most used platforms for hire. When you aim to design a really attractive resume, this also means including benefits that the candidate will have when they join the company and this could be anything ranging from travel expenses being covered or even food coupons. Focus on Candidate experience this 2023! Just as how first impressions matter, similarly every interaction with a potential candidate matters and contributes to the impression of your company. A strong candidate experience no doubt will put you ahead of other companies. Here are a few ways you can strengthen your candidate experience and in turn create a smooth running successful recruitment process. Make sure your application process is short and sweet. Candidates are looking at applying for jobs faster and securing a position faster. Keep updating your Careers Page. At times you have active and passive Job seekers scurring the page. It's always a good idea to use honest employee stories here. This makes a candidate trust you better and apply faster When you feel that a candidate isn’t fit for the job, do not ghost them. Instead, keep them updated, and reduce their stress of uncertainty and suspense. They would rather hear from you and apply elsewhere. This way you curb the negative feedback about your recruitment processes.

A thorough evaluation of candidates and their assessments: Evaluating your candidate post your first round of screening is imperative. The rounds after your screening process are where the truth of the matter lies. Skill and Talent assessments- Now these assessments can comprise anything. Say for example you are hiring a content writer and the bare minimum skills you are looking for here are good command over the language, good writing skills, grammar, a particular writing style, and most importantly research skills along with many other skills that complement the position. How do you test all of these skills? You of course can not afford to take each skill out and conduct a test on it, instead, you opt for tools and online assessment platforms that do the job for you. When you conduct these assessments on your set of potential candidates you left with a detailed report that is backed by data. This data can be further used to discuss along with the team whether your candidate is the right for the position or not. Or you can go the traditional way and scurry through tonnes and tonnes of assignments over days together with exhaustion. Do your homework and improve your efficiency: Before you can get into an interview and start interviewing your potential candidates you need to be prepared. when we save prepare yourself we mean making a checklist and organizing your hiring process. When you prepare a checklist for standard processes in recruitment and hiring you are well prepared for interviews and screening calls. When you conduct interviews with checklists and points that you need to remember the questions that you need to ask your candidate you are able to assemble information faster and much more efficiently. another important point that helps you stay ahead in the game of recruitment is investing in software that aligns with your hiring requirements. this not only saves you time and money, but it also helps you in interviewing and also validating candidates who are working remotely. There are recruitment tools that help you manage your hiring stages and give you a clearer view of the status of your candidate and which state has the candidate reached in the hiring cycle. Try to incorporate a bias-free recruitment process: When we use the term bias-free, the first thing that pops into your mind is equal opportunities for both genders. Well, you are on the right track but there is a little more to this than meets the eye. When we talk about Bias-free hiring, we also mean hiring people for their skills and for talents and steering away from prejudices that are based on their race, the caste of the religion that they belong to, or even their sexual orientation. we are talking about building a workspace for putting together a team that is highly diverse and inclusive. This means selecting candidates based on their merit their skill their talent and their knack to perform given tasks. It also means looking beyond all these limiting and preconceived notions and into a candidate's true potential and hiring them for their skill not for their gender or their political opinion about cultural background.


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