Recruitment processes - what it is, how long it takes, stages, innovative recruitment processes

Almost every growing company at some point faces the difficult challenge of hiring another employee. Sometimes this is a direct result of the company's growth, entering new markets, acquiring new customers, and sometimes it is precisely because of the need to expand the business in order to increase turnover. Regardless of the motives, it is worth knowing the basic principles to follow when organizing the entire recruitment process. It has its basic points, which are divided into smaller stages. If we fulfill all of them, we will realize the goal of the recruitment process, that is, we will gather the best candidates for the position, and then we will select the ideal ones from them, and finally the hiring of the best one will take place.

What is the recruitment process?

It is nothing more than a structured, sometimes multi-stage process aimed at finding the ideal candidate or candidates for a specific position. Recruitment processes vary in complexity, length, depending, of course, on the complexity of the position for which potential employees are applying. The search for the perfect employee applies to almost every profession, including, for example mobile credit counselors. In this case, we are talking about a process that is, in principle, identical to the process typical of the search for salespeople. Features of a sales representative are common in many cases, because in both cases it is about filling a sales target. The classic "sell me this pen" is slowly becoming a thing of the past. The most difficult recruitment processes test a range of substantive as well as interpersonal competencies, which are extremely important in many professions.

How long does the recruitment process take?

It all depends, of course, on the complexity and nature of the profession in which the employee is sought, as well as the type of recruitment itself. As a rule, so-called internal recruitments, that is, processes carried out inside the company's structures, are much faster. Mixed and entirely external processes may take a little longer, but this is not the rule. How long does a recruitment process take? There is no simple answer to this question, but it is possible to define a certain framework. From weeks in the case of easier, to months in the case of complex, multi-stage recruitment processes is sometimes the norm. There are some professions where it is impossible to test all competencies in a single interview, because you need to check, for example, the candidate's ability to plan and organize work.   And for this you actually need real tests, not recruitment.

Step by step recruitment process

First, we determine the actual expectations we set for candidates. They must be specified very precisely, because a mistake at this stage results in the application of people who have different skills and qualifications from those actually expected. Requirements and duties are the basis, and it is also welcome to specify at least the framework within which the salary of the person accepted for the job will fit.

The next stage is the publication of the announcement itself and the analysis of the submitted offers. Those blatantly deviating from even the basic requirements are rejected right away, thus sifting out the candidates a bit and shortening the whole process by not wasting time on candidates who wouldn't stand a chance at the later stages anyway.

The first contact with a potential employee and also the first stage of the process is a telephone interview. Recruiters call selected candidates and verify by phone the information that can be verified at all in this way. Experience, basic education and expectations.

This is followed by an initial meeting with the candidate at the company's headquarters. This is a chance to really verify the information contained in the resume or cover letter. It is also important at this stage to establish a track record of work in previous places - successes, possible failures, reasons for this.

Depending on the complexity of the profession we are recruiting for, a practical task stage may be needed. In that case, we invite candidates to a separate date and place where they can be tested on a practical problem that they will encounter on a daily basis during their work.

Once we have a general overview of the candidates' situation and know more or less who can and should be hired, it is good practice to inform them by phone both that the candidate will get the job and that they have been rejected. This saves time for such people, who, thanks to the feedback, can focus on applying for jobs elsewhere.

Finally, the final stage, employment. This is the most pleasant moment on the one hand for the employer, who, he hopes, has found the perfect candidate, and the future employee, who believes he has found his dream job.

Innovative recruitment processes

The nature of some professions forces the organization of recruitment processes that differ somewhat from the textbook. The pandemic, for example, has forced the entire process to move to instant messaging, regardless of the type of profession for which we are applying. These can certainly be described as innovative recruitment processes. Sometimes it turns out that there are so many candidates and they are so good that several practical stages have to be organized to identify the absolute best one for a given position.

The company's recruitment process

Sometimes companies decide to conduct recruitment process inside the structures. This is an amazing opportunity for development of employees within the company itself. They can change departments, divisions, and occupations, and at the same time they don't have to go through the whole stressful vetting procedure, because they are simply known to the employer. Sometimes this comes naturally, because the employer notices on a daily basis that a particular employee expresses interest in a completely different branch of the company's business. If there is such a possibility, it is often much better to invest time in a process that will lead to the selection of the ideal job candidate from among those who have already been functioning in the company for years. Planning and organizing the work of such an employee is already battle-tested, so you can focus on other equally important elements when conducting the recruitment process.