Recruitment is an involved process that covers identifying, attracting, screening, interviewing, and selecting potential employees. That’s why many companies outsource their recruitment. It is time- and resource-intensive to find quality candidates without an effective recruitment process. However, most recruiting is still done in-house.
The recruitment process is typically handled by a hiring manager, HR team, recruiters, or a combination. The recruitment process is dedicated to finding candidates with the best skills and experience relevant to an open position and eventually onboarding that employee. Establishing best practices for the recruitment process allows you to quickly and efficiently find qualified candidates.
Building an effective recruitment process takes planning, constant evaluation, and the right tools to make it happen. These include tools that allow you to automate the most mundane parts of the process. Automation enables you to measure the effectiveness of your recruitment process — time-to-hire and quality of hire. Automation in the recruitment process will enable you to cut out much of the manual data entry and phone screening that takes up recruiters’ time. Consequently, eliminating these repetitive tasks allows recruiters to focus on identifying the best talent faster.
Although the hiring process can look different from industry to industry, the recruitment steps look very much the same, with rare exceptions. They run the entire length of the recruitment cycle, from identifying the need for a new hire to the onboarding of a new employee.
That’s why today we’re going to take a brief look at some of the steps in the recruitment and selection process.
Hiring teams can enhance their hiring process at every one of these stages by adopting the right tools. For example, on-demand phone interviews can assist recruiters in sourcing, screening, and interviewing candidates.
Of these steps, the selection process in recruitment is worth discussing further. Selection is specifically the process of identifying a candidate from your pool of applications with the qualifications you want. Essentially, it’s separating the qualified and unqualified candidates via various techniques.
Selection activities include:
In terms of the recruitment process in HR, the selection process is specifically identifying the most suitable candidate to fill a vacant position. Whereas recruitment involves finding and sourcing candidates to potentially fill a position, selection is the negative process of rejecting unfit candidates to find the best talent available.
We touched on the screening process, but similar to selection, it is worth touching on again. Screening in HR depends on reviewing candidates to filter the unqualified candidates from the qualified. Recruiters review applicants for their education, experience, and skills to achieve this.
As such, it’s a vital process for the entire recruitment process. Screening and evaluating candidates before they reach the interview stage saves recruiters and hiring managers time on interviewing. Rather than interviewing the entire 200 applicants that applied for a position, screening can reduce this number to the best 30 of those applicants.
There are a number of ways to approach screening in the recruitment process. However, on-demand phone interviews remain the most effective.
Traditional phone interviews, of course, serve the same purpose However, as the recruiting world continues to evolve, so do the demands on recruiters. More and more companies are facing high-volume hiring drives, and using traditional methods to keep pace is simply burning out recruiters.
On-demand phone interviews, on the other hand, allow recruiters to shortlist candidates faster, rather than spending 30 minutes on each candidate, recruiters can screen candidates in 3 to 5 minutes. But how is this possible? The answer is simple — asynchronous interviews.
Asynchronous interviews drastically reduce the time recruiters spend screening and allow them to focus on the most important parts of the recruitment process. Recruiters simply record their end of the interview, which is delivered to hundreds of candidates. The candidates, in turn, are able to record their responses and return them at a time of their convenience.
Once these interviews return to the recruiter, they can listen to them as if they were a podcast as they work on other tasks. So, not only does the recruiter finish the screening process faster, but they can also redirect attention elsewhere for a more efficient hiring process.
If you would like to experience the power of on-demand phone interviews firsthand, start your pilot with Qualifi today.
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