Let's break down each step of the recruiting process to make it streamlined and effective.
Structuring a streamlined and effective recruiting process is a key step in a company's HR strategy. It is important to plan and optimize all phases of recruiting to ensure that valuable business time is not wasted.
The best strategy is to have a stepwise improvement approach, with the goal of attracting, engaging and recruiting the best talents.
Let's look at how to develop an effective recruiting system to attract the best candidates and facilitate their entry into the company, as quickly as possible while optimizing time and resources.
The recruiting process: the steps to follow
The recruiting process resembles a funnel, in which an initial crowd of potential candidates shrinks from step to step until the ideal candidate is hired and joins the company.
- The job description
The first contact between candidate and company is the job description, the HR starting point of the future relationship between the two. Here are the steps to follow to get off to a good start in a talent search:- Open the JD with a description of the company, its values, mission, commitment to Corporate Social Responsibility. These are just some of the elements that candidates take as a reference when evaluating a potential future employer;- Write a detailed and thorough description of the role, duties and responsibilities expected of the person to be hired;- Carefully indicate the required experience, educational qualifications and skills, both hard and soft;- Include all necessary information that identifies the role within the organization (e.g., hierarchical relationships), compensation and benefits, working arrangements.
- The search for candidates
Once you have set up a good JD, with the help of innovative and advanced time-saving solutions, you can publish the Job Posting to officially begin the collection of CVs. To optimize this stage of the recruiting process you can use various techniques, such as Social Recruiting to identify passive candidates who might be suitable for selection.Employee engagement can be another interesting technique to unearth talent while at the same time stimulating employees’ sense of belonging.
- CV screening
Once you have collected enough CVs, candidates must be screened efficiently and accurately.The recruiter in charge reviews the CVs, filtering through the requirements and creating a ranking of those that best fit the desired figure. With the support of AI, which is increasingly common in the selection process, the recruiter can speed up this step, ensuring accuracy, efficiency, but also respect for diversity and equal opportunities.Thinking about the candidate experience, it is essential to provide feedback to all candidates, even those who do not continue the recruiting process.
- The interview
The next phase involves the organization and execution of interviews or assessments (group or individual). AI can help the recruiter with quick solutions for organizing the agenda and answering candidates' doubts via dedicated chatbot.The actual interview may take place in-person or remotely. It may consist of 2 or more rounds to test all the candidates' skills, verify their aptitude for the role and whether they actually meet the requirements. It is useful to have candidates take psychometric tests or practice tests. From a candidate journey perspective, this ensures a challenging and motivating experience, as well as offering crucial information for the recruiter.
- The final evaluation
At the end of the tests and interviews all doubts are resolved and the recruiter is able to choose the right candidate.However, the recruiting process is not yet over: the candidate may not accept the offer. As a result, a negotiation would become necessary, ending with the candidate being hired or rejecting the proposal. For this reason, it is imperative to nurture relationships with other candidates on the short-list and minimize timelines so as not to risk losing top talent due to lengthy bureaucratic or decision-making processes.
- Onboarding and Induction
After you have found the ideal candidate, it is time for onboarding. This is a crucial step: the candidate's expectations of the organization and work environment must be translated into reality.The first 100 days in particular are crucial. It is during this period that relationships with colleagues, integration with the corporate culture, recognition of one's role, and understanding of organizational dynamics can push a new hire to decide whether to stay or get back on the market. Not for nothing, talent retention is one of the main purposes of an effective Employee Experiencestrategy.
