A Recruitment process is basically the process of finding and hiring employees.

It sounds simple right?

And yet there are so many organizations out there that struggle in finding the right fit. It’s one of the many reasons why corporations are bringing in recruitment agencies to assist with the process.

“Never hire someone who knows less than you do about what he’s hired to do.” – Malcolm Forbes

Recruitment agencies coordinate their efforts with HR departments in the organization to try and find a person who is not only qualified but also aligned with the organization’s culture.

There are a number of crucial steps that need to be taken during recruitment.

1. Identifying the hiring need

It is impossible to find the right employee if you don’t know what you are looking for. If this is not a new position, look at the roles the previous employees used to perform and write them down. Include them in the job description as well as the qualifications you are looking for.

2. The search

Once it is clear what you need, it’s time to start looking for it. This is where it gets tricky. Good employees with the right pedigree don’t just fall from trees. In most cases you may even have to poach them from a competitor or from a different organization. You can also use recruitment agencies to get the job done.

3. Identify viable candidates

As you continue your search, make sure you are identifying qualified or ideal candidates in the process. You can identify as many candidates as possible before you start shortlisting. After shortlisting the best, contact them about the possibility of joining your company and what they stand to gain from it.

4. Screening and sorting candidates

Depending on the feedback you get from the prospective candidates, it’s very likely that you will end up with a list. Since you are only interested in one, the screening process starts now. It is important for organizations to have a predetermined screening method that is thorough and fair to all candidates.

5. Interviews

Once the screening is done the list of candidates gets smaller and smaller. The goal is to narrow down your options to at most five candidates and a minimum of three. As soon as this done, invite them for a face to face interview. Do not take too long though before reaching this stage.

6. Offer of Employment

After the interviews are done, carefully review all the candidates involved and select the one you believe has the capacity to take over the role. Offer them the employment contract and all other details that may be needed for the job. It is always wise to have a second candidate on standby in case the offer is rejected. But if it’s accepted, hire the employee and begin the process of onboarding them. This issimply integrating the employee into the organization.