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Recruitment Process Resources

Internal corporate recruiters usually design and manage the hiring and recruitment process. An efficient recruitment process is of course important to both employer and candidate. While technology has enabled efficient tracking of candidates through application and interview process, it has also created a higher volume of applicants and increased compliance standards. Efficiency in the hiring process is therefore rare; both candidates and recruiters decry the "black hole" experience of job application. Diligent attention to customer service and personal communication is important to ensure a modicum of regularity and efficiency when candidates apply to a company.
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A recruitment process is the method that organizations use to fill job vacancies and hire new talent into their organization. However, the vacancies should of course ideally be filled with qualified candidates and not simply anyone who bothers to apply. The recruitment function can be managed through internal talent acquisition or fully or partially outsourced to a recruitment agency.

The Human Resources department is primarily responsible for the process. However, managers and sometimes employees who will be working with the candidate are often involved with the recruitment and selection process. The cost efficiency generated by employee referrals has also placed greater involvement and focus on the employees of the hiring departments.

It is essential that organizations put time and resources into developing an effective process for bringing in good employees. By not properly screening job candidates, an organization wastes resources through training an employee that will not stay or by being stuck with an employee that is not productive. The process must also make clear to the candidate what he or she can expect should the job be offered; it may be that a highly-qualified candidate may not want to take the position after all. An unsatisfied employee is also not as productive.

The recruitment process begins first with a vacancy created by a new position, a termination of an employee, a promotion, or an employee's resignation. Next the position is evaluated and the job description is written to match it. After that, the qualifications for candidates are written. Next, the organization posts the job on a website, in a newsletter, through a job board, in the media, etc. The applications are then gone through, and the ones from unqualified candidates are discarded. Next, the qualified candidates are interviewed and the best ones are either called back for a second interview or hired after salary negotiations.