In recent years recruiting new employees for your business has evolved into what can be a sophisticated process which goes way beyond the traditional interview that we are all familiar with. Effective recruitment for many companies now includes a number of different elements designed to attract, assess, and onboard the very best available talent. These elements mean that recruiting is more than just interviewing.
The Chartered Institute of Personnel and Development (CIPD) provide some valuable insight on recruiting and why getting it right is so important, “Recruitment processes should be designed to reduce the influence of bias. Clear, objective, structured, and transparent processes are fairer for candidates, supporting more equal outcomes. These processes also enable employers to attract more diverse talent pools and to select the most suitable candidates for the role. Even small changes to processes can have a big effect on who applies and who is selected, as well as improving the candidate experience”.
The Broader Scope of Recruitment
Recruitment is a multifaceted process that starts long before the interview stage and continues well after a candidate accepts an offer. This includes components such as workplace planning and job design which lays the groundwork to ensure that you are hiring based on the needs of the business. Employer brand also plays a key role here as companies need to stand out from the competition, this isn’t just about having a fancy advert, it’s about showcasing your company culture, values, and benefits so that you attract high-quality candidates who are the best possible fit for your company. In order to get the right candidates to apply you need to understand where to find them. This may involve using various channels such as job boards, social media, recruitment agencies, and employee referrals. Once you have gone through these stages, only then are you ready to start your selection process.
Candidate Selection
In order to decide which candidates you want to interview you need to go through a screening or shortlisting process to objectively evaluate candidates’ abilities and compatibility with the role. Automated screening tools and recruitment software known as applicant tracking systems can streamline this process, ensuring that only the most qualified candidates move forward. When you have whittled the field down it’s time for the selection process. While interviews are a critical component of this process, they should be part of a broader approach to assessing candidates. You can use job related tests, presentations, group tasks, personality assessments and psychometric tests to gather additional information about your candidates. These methods will reduce the potential for any unconscious bias, they will give you an insight into how candidates work, how the solve problems, how they interact with colleagues and if they are a good fit for your team and your business. Using a variety of selection methods adds validity to your process and enables you to make a fully informed final decision.
Beyond the Interview
The recruitment process does not end once a candidate accepts an offer. Effective onboarding is critical to ensuring new employees are integrated smoothly into the company and can start contributing quickly. It is important to build engagement quickly and you can do this by maintaining communication with new hires before their start date to keep them excited about joining the company. This can include sending welcome packs, introductory emails, adding them to the team WhatsApp group chat and setting up meetings with team members and key stakeholders for their first couple of weeks. A well-structured induction plan is vital so that new starters understand the company’s culture, policies, and procedures. In addition, you should provide initial training and resources to equip new colleagues with the knowledge and tools they need to hit the ground running and be successful in their role. Onboarding should be viewed as an ongoing process that extends beyond the first few weeks. Regular check-ins, feedback sessions, and professional development opportunities can help new employees feel supported and valued.
By recognising the complexity of recruitment and the benefits of going beyond a simple one off interview to decide who to hire, organisations can build a high performing workforce that drives business success.
Do you have any questions about todays blog, need help in becoming legally compliant with contracts/policies or can we support you in taking away any people pains to give you peace of mind?
If you answered yes to any of the above, just give us a call at CUBE HR on 01282 678321, or book in a FREE 30 Minute HR Health Check here FREE HR Health Check and we’ll happily give your business a full HR overview with our personal recommendations absolutely FREE!
Why not also check out our blog on a similar topic How to make the best of your recruitment strategy
We also have a YouTube channel with loads of handy videos outlining various HR related scenarios.
