Introduction

  • Are you unable to hire the right manpower in your organisation?

  • Do you know the right recruitment process steps for hiring the right person?

Hiring is a systematic process which decides your company’s fate. A wrong person hired in a hurry, without following the appropriate process, can ’disrupt your whole business’ and become the headache for your company.

A productive employee can make your business and an unproductive employee can break your business.

Hence, the hiring process is very crucial for building an organization’s future.

Below given 7 significant recruitment process steps

will help you hire the right person at the right position with the right process, which will help your organization grow.

Tips#1: Prepare, Plan and the Process

Before hiring a person you have to prepare the whole ’hiring process’ to access the qualities and capabilities of a candidate. You have to prepare:

  • Detailed job analysis

  • Job description and specifications

  • Job responsibilities

  • Job summary

  • Job purpose and importance

  • It’s value and contribution to the growth of a business.

It is a prerequisite of a recruiter to inform the candidate about the challenges he/she is going to encounter at the concert position.

Moreover, you have to prepare a systematic process to evaluate candidates-

  • Education

  • Experience

  • Skills

  • Knowledge

  • Competencies

  • Roles & Top 3 future goals

Tip #2: Internal Promotion or External Hiring

Before hiring an external person, you have to ascertain whether it can be replaced through internal job rotation/promotion or not.

Promoting an internal employee at a higher level of instills faith among your employees, which is good for your organization.

However, if you have decided to hire an external person, then you have to select an interview panel of expert and experienced persons in order to ascertain all aspects of a candidate.

It must include cross-functional people to judge different competencies of a candidate before hiring.

Tip #3: Cultural Fit

Another most important factor during the hiring process is whether an external person will be compatible with the working environment of your organization.

You need to ask the candidate:

  • What kind of working culture and environment does he like?

  • Which kind of boss does he like?

  • What is his dream job?

  • What is his comfort level?

  • What is his cultural background?

You must also figure out whether he/she is a team player or a single player.

Tip #4: Evaluate the Potential, Performance, Skill and Will

The interviewing process must evaluate the following traits of a candidate:

  • Potential:

    The interview process should be designed in such a way to judge the capabilities of a candidate which can be crucial for your organization’s growth.

  • Performance:

    Go through his performance in the previous job to check his performance.

  • Skill:

    Evaluate technical and soft skills which are required for a particular position.

  • Will:

    It is very important to access the level of commitment of a candidate towards his work.

While evaluating the competencies of a candidate, it is imperative to ensure that a candidate is neither a job hopper nor he has a long gap in career. Evaluate his promotions and talent progression in previous jobs.

Tip #5: Check the Hard Skill and Soft Skill

In your recruitment process steps following hard and soft skills need to be evaluated during the interview process:

Hard Skills:

  • Functional core competencies

  • Technical skills

  • Knowledge of statistical analysis and data mining

  • Network Information System

  • Digital Marketing (SEO or SME)

  • Accounting or Finance

Soft Skills:

  • Communication skills

  • Leadership, Motivation, Persuasion

  • Flexibility, Patience

  • Team Work, Problem-solving ability

  • Decision-making ability

  • Public Speaking, Verbal & Visual Communication

Tip #6: Check the Background and Reference

In order to ensure the best recruitment process, it is necessary to check the working performance of a candidate in his/her previous organization.

Most of the organizations do not check the background of a candidate before hiring, which sometimes results in hiring a candidate with an unimpressive record.