Optimize Your Recruitment Process in 8 Steps

Rex Lau
While each company is different, the recruitment process is generally similar. As a HR professional, you can follow 8 steps to successfully recruit the best candidates for vacant positions:

1) Identifying a need to hire. This could be caused either by  a talented employee quitted, or expansion of the company, which in turn results in needing to hire more personnel.

2) Planning. It is important to plan out one's recruitment process, and have the team that is handling the process know its details. Hiring a candidate is not cheap, and one misstep can result in consequences.

3) Searching. Companies should be "hunters" and not "gatherers". It means the company is actively looking for the best candidates out there, instead of interviewing a large number of candidates that may be average.

4) Identifying viable candidates. This is when the company goes and searches for the best candidate.

5) Recruiting Top talents. Hiring a top talent is not enough. He or she must be committed to the employer's project. Candidates often look at both the job and employer, and if one of the two does not fit their criteria, they will gladly look for another job.

6) Interviews. If your companies are likely to have vacancies in the coming future, interviews should be conducted to get a well-rounded profile of the candidate. This could be done through telephone, and/or face-to-face. Communication is important during this step, as a candidate who has not heard back from a company may assume that they have lost interest in him or her, and will move on.

7) Making job offers. The company should be offering the candidate something that both parties would be satisfied with. This step is most delicate as there is a fine line that both the company and the candidate want to land on.

8) On boarding of the candidate. Once the candidate has been recruited, an onboarding program should be implemented to make the candidate feel that the company wants and values him or her in the company. Without this step, the candidate may feel that he or she is simply another tool of the company, and may start looking for jobs in other companies.

Finally, some studies show that 65% of candidates are visual learners. Companies may want to use a flowchart to explain to candidates how their recruitment process works. This will only be beneficial to both parties and give equal starting ground to both employer and employee.

Tags:
Look out for further updates on our Facebook fan page!

Related Articles

  • FILA以Friendly Fun Future締造快樂企業文化

    每天工作早已經是我們生活的一部分,而當中的區別在於,你是否真的享受努力工作帶來的快樂及滿足感。想建立一個快樂團隊,給員工合理的薪酬待遇之外,也要滿足員工的心靈需要。來自意大利,世界知名百年運動品牌FILA,品牌形象傳遞著百年以來不變的熱情, 3個F(Friendly Fun Future)正好形容FILA充滿活力及快樂的企業文化。

  • 【網民職場Talk】10大奇怪工作體驗 竟然要幫老闆買呢樣......

    大多招聘廣告在職責一欄都會寫上「Ad hoc job duties」,到底是負責甚麼?不少打工仔可能都有試過替上司/老闆處理一些與職責無關......

  • 【職場熱話】雪櫃自動開閂 懷疑公司有鬼想轉工

    為高人工、少OT而決定轉工可能聽得多,但是因為公司有鬼,因而想轉工你又聽過未?日前有女網友在社交專頁發帖,指自己任職公司茶水間的雪櫃自行打開......

  • 【網民職場Talk】上司洗數百元維修電腦 原來問題喺個掣度?

    踏入21世紀,每個人對電腦有一定認知,基本如文書處理和上網,複雜如編寫程式和網頁,但總有些人不熟悉操作電腦,因而鬧出不少笑話。

  • 【網民職場Talk】公司每三個月派一卷廁紙 網民:慳唔到幾多錢

    每間公司的廁紙使用方法都不一樣,有些公司會在洗手間無限量提供廁紙,亦有公司定期向員工分配廁紙。近日有打工仔在社交平台大吐苦水,指公司為了節省資源轉為定期派廁紙,而且數量相當有限。一眾網民不禁慨嘆:「要慳呢啲錢嚟節流,本身都好有問題。」

  • 【網民職場Talk】打工仔慘遭上司冤枉失職:我都冇跟開!

    正所謂「錯就要認,打就企定!」,如果你在工作上犯任何錯誤,就要認錯和改過,但如果你沒有犯錯,卻被愛推卸責任的上司或同事誣衊,你是否也要默默承受?有打工仔在Facebook分享被上司「砌生豬肉」的經歷,究竟事情結果如何?

  • 【網民職場Talk】打工仔分析3個OT原因 工作做唔完未必係能力問題

    有時打工仔無可避免要超時工作(OT),或許有人認為打工仔遲收工,純粹因為本身工作能力欠佳,導致未能準時收工,不過近日有網民在連登討論區分析,打工仔OT與工作能力未必有關,有3個外在因素會導致頻頻OT。

  • 【網民職場Talk】網民被安排指教年長新人 對方不屑:憑甚麼叫年紀小的人教我

    每位打工仔甫入職時,對公司的工作、架構和人事分配一無所知,即使在職場打滾多年,年紀和年資比同職級同事大,你仍需向同事多番請教。不過,近日有台灣網民在討論區大吐苦水,表示最近有年紀比她大的新人入職,不只被新人無視,還遭對方設計陷害,令網民十分無奈。

  • 【網民職場Talk】打工仔經常轉工大讚好處多:唔知算唔算病態

    近年有些打工仔每份工作維持僅不足一年,然後便另謀高就,也許一些僱主或HR抗拒聘用常轉工的打工仔,認為他們欠缺忠誠,但在打工仔眼中,轉工反而會令他們成長,亦享受箇中過程,更直言「唔知算唔算病態」,並在討論區大談常轉工的三個好處:

  • 【颱風2020】貨櫃碼頭提前收到「掛波時間表」? 天文台:勿信謠言

    香港現正步入炎炎夏日,意味颱風季節同告來臨。每逢八號風球懸掛前夕,網上總會流傳聲稱來自貨櫃碼頭、船公司、航空公司、天文台等機構消息,說明懸掛八號風球的時間表,還言之鑿鑿表明消息可算。不過,天文台早前發布的影片《『氣象冷知識』:風季備忘》則再三澄清傳聞,呼籲市民勿相信不實消息。