Human resources are always the most important factor determining the success or failure of a business, and the recruitment process is a key input to identify and provide the necessary resources for enterprises. Executing the recruitment process well will bring suitable talents to the company as a foundation for increasing business efficiency and creating a suitable working environment. The following article will provide you with essential information about human resources and the most standardized recruitment process today
What is personnel recruitment?
Personnel recruitment is one of the main functions of the Human Resources department in every company. The personnel recruitment process consists of many different stages depending on the scale and recruitment strategy of the companies. In some large companies, there will be a department dedicated to recruitment, while for smaller or newly established companies, this process is often managed by direct managers.
Some companies attract talents by advertising and posting job announcements through social media channels. Moreover, nowadays, personnel recruitment services are used by many businesses, which is also a solution for companies that do not have their own HR department. Furthermore, with the development of science and technology, some companies choose recruitment software to improve the efficiency of this process.
The role of personnel recruitment
An effective personnel recruitment process is demonstrated through the quantity and quality of applicants submitting resumes. This is seen as a prerequisite for businesses to build a list of potential candidates, minimizing the time and effort of searching for people to fill current and future positions within the company.
To understand more about the role of personnel recruitment in a company, we can list some tangible roles such as:
Saving time: Investing in an effective personnel recruitment process will greatly assist the HR department in the company. It helps them find suitable candidates faster and ensures an increase in the quality of applicants for recruitment positions. In addition to optimizing time and costs, an effective recruitment process also enhances the company’s brand in the eyes of applicants.
Employee engagement: Creating engagement will help your employees be more motivated, enthusiastic, and dedicated to their work. Investing in the recruitment process will help businesses find candidates suitable for the vision, mission, and culture of the enterprise. This ensures work productivity and the highest level of employee dedication.
Increasing proactiveness: A recruitment plan will help increase proactiveness and consistency in terms of management and personnel strategy for your company. At the same time, establishing a recruitment plan will help you anticipate risks and make adjustments in any case, thereby improving the quality of candidates.
Improving performance: The ultimate goal of the personnel recruitment process is to accurately identify the capabilities and skills of candidates. From there, find a suitable human resource. An excellent and experienced recruiter will be able to utilize the recruitment process to identify candidates’ strengths, weaknesses, and predict their future work performance.
Recruitment process
To recruit quality human resources, the HR department needs to develop the most standardized personnel recruitment process. Below is a 10-step recruitment process for you to find suitable candidates:
Step 1: Identify recruitment needs
Recruitment needs arise from issues that the HR department or management detects within the company’s human resource system. These include positions that do not meet requirements, vacant positions, analyzing knowledge, skills, and experience that candidates need to fill these positions.
Step 2: Develop a recruitment plan
A recruitment plan includes analyzing qualifications, experience, and skills needed to meet vacant positions. A human resources recruitment plan requires the first step to attract potential candidates, with enough qualifications, knowledge, and skills to meet the needs of the job as well as complete the short-term and long-term goals of the company.
Step 3: Job analysis
This is a process where the HR department and related departments identify, analyze tasks, responsibilities, and skills needed and the specific work environment of the position being recruited. These factors are criteria for identifying suitable candidates and evaluating whether the candidates can effectively perform the job.
Step 4: Prepare the “Job Description”
After analyzing the job at the recruiting position, recruiters or HR departments need to develop a comprehensive job description. In this description, it is necessary to summarize the tasks at the recruitment position as well as the necessary requirements for this position. From there, candidates can refer to this document to compare with themselves and decide whether to apply for the job or not. This is also an important tool for businesses in the initial screening of unsuitable candidates.
Step 5: Search for candidates
This is an important step in the company’s recruitment process. The HR department needs to accurately identify candidates, attract and encourage them to apply for the job position. Recruitment information not only needs to be advertised on media channels but also needs to be advertised internally to maximize internal candidate resources within the company. In addition, businesses can participate in job fairs or advertise in industry publications.
Step 6: Screening
According to studies, 46% of recruiters find the most difficult part of the recruitment process is attracting candidates, while the process of screening candidates from the job application list accounts for up to 52%. You can use the following steps to select potential candidates:
Screening resumes based on minimum criteria
Group resumes based on certificates, skills, experiences, …
Select candidates
Mark information to be exploited in the interview
Step 7: Interview
Currently, there are many different interview methods such as phone/ video call interviews, psychological testing, or face-to-face interviews. This is a two-way process, not only helping recruiters evaluate potential candidates but also allowing candidates to evaluate whether the company is truly suitable for them or not. Therefore, be polite and respectful to them and introduce them to the benefits of working at the company.
Build a detailed interview script and practice interviewing skills to ensure the quality of interviews and find suitable candidates.
Step 8: Evaluation
Next, you need to base on the answers and performance of the candidates and compare them with the criteria set by the business. From there, choose candidates suitable for your company. A small note at this step is not to forget to conduct references at previous companies as well as check some information of candidates through their social networks to verify information!
Step 9: Job offer
After selecting suitable candidates, prepare an appropriate labor contract and make an offer to cooperate with the candidate. Send a job offer letter including the most detailed information such as start time, working hours, bonuses,…
Step 10: Onboarding for new employees
It seems that all new employees, will feel confused in the first working days. Take advantage of this time to help them get used to the company’s environment. If possible, you can completely organize a small party or a welcome event for your new employees.
This article provides some basic information to help you understand more about the personnel recruitment process within the company. Sit down with your HR department and together develop the most reasonable recruitment plan to choose suitable candidates!
