What would be your largest recruitment stumbling block if you had to choose one? Your responses may differ based on the size of the organization you work for or the kind of positions you're filling. Most recruiters, on the other hand, would focus on a few typical recruitment issues which should be resolved if a proper recruitment process is employed.

Seven Steps to Successful Recruitment

In order to the Recruitment process being successful, it should consist of 7 important steps

1. Job Requirement Identification

You won't be able to find what you need if you don't know what you need in the first place, whether a job opportunity is freshly founded or recently resigned. As a result, your hiring process should begin with finding open positions and then reviewing job descriptions, including the knowledge, abilities, and experience required for the position.

2. Job Description

It's time to figure out the job's duties and responsibilities after you know exactly what you need in terms of education, abilities, and experience. Preparing a detailed job description (JD) can assist you in determining what qualifications your potential workers must possess in order to satisfy the role's requirements. More crucially, it gives a checklist or a list to which your prospects may compare themselves before applying. It's a tool for making sure you get applications from the appropriate candidates.

3. Talent Search

The most critical components of the recruiting process are identifying the appropriate talent, enticing them, and encouraging them to apply. Internally, to create referrals, as well as externally, on prominent social networking sites and favoured job boards, the job listing should be posted. To reach a larger audience, recruiters might hold job fairs and advertise job opportunities in key industry journals. In general, there are two types of recruitment sources available for a talent search: Whether internal or external.

4. Screening and Shortlisting

You must screen and select applicants swiftly and precisely in order to go on with the recruiting process. This is when the hiring process becomes challenging and tough. The process of screening candidates' applications in preparation for the next stage of the selection process is known as screening. Here there are four steps -

• First, we go through the applications to determine those that meet the minimum requirements.

• Then we separate resumes based on desirable qualifications. We look at the applicant's work history, certificates, domain and technical competence, and skills in this section.

• Candidates with the bare minimum of qualifications and credentials will be shortlisted.

• We'd make a note of any issues we had about their application so we could address them at the interview.

5. Interviewing

Prior to getting an offer letter or a rejection notice, the selected applicants will go through the interview procedure. Several interviews may be planned for each candidate, depending on the size of the recruiting team and their particular recruitment needs. Steps involved are -

• Shortlist through telephone interview

• Face-to-face interviews

• HR Interviews

• Reference checks

6. Assessment and Employment Offer

It's time to determine who you want to recruit once you've interviewed the shortlisted applicants and reviewed their references. When making the job offer, it's critical to set a start date and agree on the terms. Salary, scheduling, and background check are among them. It's a good idea to keep the other prospects on the table until the preferred candidate accepts the job offer.