Why Recruitment and Selection is the Most Important HR Function
Recruitment is a critical responsibility of the HR department. While HR works in many areas, including employee engagement, employee development, legal compliance, data management and many others, one of the most important areas of HR's focus is attracting, selecting and onboarding suitable candidates for the organization.
Why do we need a proper recruitment and selection process?
Recruitment is the process of attracting qualified candidates for a position and selection is the process of identifying and choosing the right candidate for that position.
The contributions of each employee play a vital role in maintaining and growing a company. Therefore, it is extremely important to select the right person for the job. Just as a square peg won't fit in a round hole, a bad hire can affect the overall results of the company.
The impact on your business when you hire the wrong candidate is often far greater than not hiring at all! Recruiting is not only an operational activity, but also a critical strategic activity for the company.
Therefore, it is necessary to develop a solid recruitment and selection process.
A good process reflects your company's professionalism and demonstrates your organization's maturity to attract and hire the right talent. An effective process helps to proactively build a talent pipeline, which in turn helps to achieve mid- and long-term business objectives.
Recruitment involves many stakeholders, including senior employees of your company, and can be costly in terms of time and money. It is therefore important to ensure that the process is well defined and optimized to meet the needs of all stakeholders.
A few things to keep in mind to enable a smooth recruitment experience:
Create a database of job postings and link job openings to well-defined job descriptions and skills. This makes it easier for the recruiter, hiring manager, and even the applicant.
You want to excite a candidate and sell the job. A complex application process turns off most candidates. The application process should work on all devices, including mobile, provide a seamless experience, and candidates should be able to register once and submit their resume for multiple positions.
Post job openings on your website's "Careers" page, as well as on other social platforms. You want to be visible everywhere - especially on the social sites where the majority of your potential candidates spend their time.
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Old submissions often get lost. Create a database that allows for easy tagging and searching. Keep track of candidates and notify them of new positions.
Assign interviewers to pre-screened candidates and send automatic reminders to candidates and interviewers.
Allow recruiters to accept, review and manage resumes in one place.
It's important to stay in touch with candidates on a periodic basis. They may not have been successful in getting the position they applied for, but they may be a good fit in the future. Keeping in touch with them often builds relationships and reduces the time to hire for future hires, both for these candidates and for their referrals.
Improve the readiness of new hires from day one by seamlessly onboarding them.
To iteratively improve the recruitment and selection process, meticulously keep data on different parts of the process. The various recruitment metrics you can manage include resumes received, resumes screened, interviews, no-shows, offers, acceptances, time to hire, time to hire, etc.
Selecting the right employee is an important goal for the recruiting team, and getting the process right can improve the experience of the candidate, the interviewer, the hiring manager and the HR department. It can also help increase the efficiency of your company.
HR professionals need to ensure that they are following the right recruitment and selection processes and attracting the best workforce for their organization.
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