Objectives and challenges of a recruitment process

The recruitment process is  key to your company’s success, because it is the basis for the growth of your company. The employer and the person in charge of human resources management have a strong interest in judging whether a candidate’s profile fits the requirements of a position.

Most managers are keenly aware that a failed recruitment is a waste of time and money and a constraint on company growth. Choosing the right candidate from the start can make all the difference. But how do you find that ideal new hire, and how does a good recruitment process work? This is what we’ll discuss in this article.

Outsourcing or insourcing: which is a better choice for recruitment?

Recruitment encompasses the entire process of filling available positions in a company. This process can be managed internally or outsourced to a recruitment agency.

Either option can be successful, so many companies face with the dilemma of choosing between insourcing or outsourcing the recruitment of future employees.

With sites like LinkedIn or Viadeo or social networks, it has become much easier to handle recruitment internally. For follow-up, the person in charge of recruitment can create a summary table that displays the various pieces of information necessary to make the right choice.

Nevertheless, going through a recruitment agency may be necessary to address certain issues, such as searching for a specific profile. An agency has the ability to attract candidates who might not have spontaneously considered the company; agencies also specialize by sector and function, which can facilitate a search.

The recruitment process is based on several steps:

  1. The development of a job description that describes in detail the skills and credentials required for a given position at the company.
  2. Choosing the different channels necessary to communicate this job opening. It is essential to know if you want to ask for the help of a recruitment agency or manage the placement of ads in the press or on specialized websites by yourself or with the help of your team. Also consider the possibility of opening the position internally.
  3. Once the communication of the opening has been launched, you will start receiving CVs. At this point you will have to carry out the necessary, but sometimes tedious, task of whittling down the candidates, followed by scheduling interviews. In the digital age, consider doing the first interview using software such as Skype if the candidate is abroad, for example.
  4. The selection process will then continue with various interviews, sometimes accompanied by tests, in order to produce a short list of candidates. Do not hesitate to arrange meetings with other members of the team who will work with the future employee, as good cohesion within a department is important.
  5. Once the final decision has been made and your offer accepted, you can finalize the hiring process and send the employment contract for signature.
  6. On the new recruit’s first day, make sure you have prepared the onboarding procedure and then follow the new hire’s evolution in the company in order to confirm that the recruitment was a good choice.

As we’ve seen, successful recruitment involves several steps. The recruiter has to consider both the potential of the candidates and the requirements of the position in question.

To learn more about this subject, discover how to manage these employees within your company.