The Recruitment Process
It always depends on the HR manager and the recruitment manager, and no one can say that this THE best way to run the recruitment, a lot of aspects needs to be considered, and here are some important aspects that needs to be considered:
1- Size of the Recruitment Team:
When you are the only one in charge of the recruitment activities while doing other HR duties you will by running a different show than if you were focused on only sourcing.
2- Hiring Plan:
When the hiring plan for a year is 1,000 employees it very much differ than if it was 100.
3- Company Name, reputation and sector:
It makes a very big difference in the process itself, if you have to go out of your way to sell your company name, or if the company is hated by the public.
It is ironically funny to say that Human Resources needs its own resources, regardless, if your company has access to the various CV databases websites or not.
I was very hesitant to add this, but we have to be honest, management mentality is a key factor that alters the process.
Now that we looked at the some of the important aspects, we will go into a best practice that I found to be
helpful for most of the criteria above:
(*) The recruitment process always starts when there is a need for an employee, right? Wrong! Actually there is a lot that goes on before the recruitment process, for now we will just call it MP (Manpower Planning).
After the MP is done and there is an approved position to hire on, the recruitment process starts.
1- The Hiring Manager sends a request to Recruitment for the position (depending on the company, it will be hard copy, email, or through a system).
2- The recruiter then posts the job on the company website, and starts searching and advertising for the position (internally and externally).
3- The recruiter then shortlists the screened candidates and sends them to the Hiring Manager.
4- The Hiring Manager then shortlists depending on the needs of his department and sends the new list the recruiter.
5- The recruiter then set ups the interview.
6- Depending on the position there might be English, Technical, Behavioral, and/or Leadership testing done.
7- After the interview is done, the hiring manager and the recruiter selects and prioritize the candidates.
8- The recruiter then depending on the position and with help from the compensation section (if available) sets the salary Keeping in mind the “internal equity”.
9- An offer is prepared, signed and sent to the candidate.
10- The candidate decides and signs the offer and return it to the recruiter.
11- If the candidate declines the offer due to compensation, and the candidate is desired changes could be done to try to attract him, and if the candidates continues to refuse, the next candidate on the list is contacted.
12- If the candidate accepts, then comes the medical testing.
13- After the Medical tests states that the candidate is “Fit to Work” the candidate then resigns from his current employer (if applicable) and sets a joining date.
14- On the joining date the candidate heads to HR, and submits his papers proceeds according to the (New Employee Process).
It is my opinion from observing and discussing with other HR professionals that this practice is a better fit for all the parties involved.