Defining Your Recruitment Process

Defining Your Recruitment Process

There is no doubt that it is becoming harder and harder to attract the right team members to join your business.  Depending on the industry you are in there may be a lack of suitable qualified candidates that may be in the market to apply for the position you have on offer.

The key to finding and attracting potential candidates to the vacant position you have is to ensure that your job ad stands out from all of the other job ads that may be in the job market place.

In order for you and your business to stand out from the other jobs in the market, it is really important that you have defined and implemented your Recruitment Process.

A well defined recruitment process will:

• Raise the professionalism and reputation of your business when you are recruiting
• Be aligned to the business Vision Mission and Values
• It will ensure that you avoid the shortcuts that may result in a ‘Wrong Hire’
• Be your system that saves time through having templates already prepared for your next position hire
• Ensure you have a consistent process that you are finding the ‘Right Team Member’ for your business
• Improve team member retention

All too often I have seen instances where businesses need someone to fill a position and their process is to pick someone “off the street”, which more often than not ends up in ‘tears’ for both parties.  Hands up if you have had this experience!

There are a number of key factors to consider when defining your recruitment process:

• Identify the position you need to fill – is it a new position or an existing position to be filled
• Define the job responsibilities, outcomes and KPI or KRA measurements
• Define the ideal person profile
• Create a job ad that stands out from the rest
• Consider how and where you are going to place the job ad
• Create a shortlist of candidates
• Decide on conducting individual or group interviews
• Consider if there is a small project, essay or something practical you could have them do that demonstrates their ability to do the job
• Shortlist 1-3 candidates for a final interview (Yes, it is important to conduct more than 1 interview)
• Ask shortlisted candidates to complete a DISC Assessment
• Conduct Final Interview individually with final shortlisted candidates (consider another interview if appropriate)
• Conduct referee checks with candidates nominated referees
• Create an Employment contract
• Offer the role to preferred candidate
• Let other candidates know that they were unsuccessful, (only after your preferred candidate has accepted and returned the signed contract of employment)
• Confirm the start date with the successful candidate and the induction and on-boarding process they will undertake

Your recruiting process is an important System in your business that will help you to identify and recruit the ‘Right People’ into your business.  People may come and go, Systems are the one thing that remains constant.

Systems Run Businesses, People Run the Systems – Micheal E Gerber

A detailed recruitment process is a necessary element for your organisational success.  Importantly, recruitment does not end with a signed employment contract offer.  The transition from the accepted letter of offer through the on-boarding process and into the early period of employment are vital for team member retention and long term organisational growth.

Developing and implementing a consistent recruiting process will help optimise your ability to identify the strongest candidate while also creating a clear understanding of your recruitment process in the event you need to improve and amend it.

Please reach out, I am here to help …!

Phil Badura

Business Coach