What Are The Stages Of A Good Recruitment Process?

A suitable employee is your need whether you run an IT company, manufacturing business, or allied others. It is usually hard to find such a staff, especially when you are a startup business owner. You get in touch with one of the best IT recruitment agencies for IT specialists to make this job easier and more convenient for you. 

Having an idea about the stages of a recruitment process can help you know how a recruitment service provider works and strengthen your business relationship with them. Before you move to be aware of the stages of a recruitment process, you should know what it is. 

What is the Recruitment Process?    

Recruitment is a crucial part of a company’s HR department and influences the company at all levels. You must comprehend the stages it has. Usually, a recruitment process starts with the lookout for a suitable candidate and ends with the onboarding of the right one. 

Each business takes a different approach to recruiting an employee for a vacant seat. Some of them complete the process through the in-house HR department.  On the other hand, some take the help of a recruitment firm offering IT recruitment services in Delhi NCR or allied services in their locality. Whether you do it yourself or hire a manpower consulting firm, you should be aware of the stages of a good recruitment process.  

Stages of the Recruitment Process   

As stated above, a recruitment process is the management and handling of hiring good employees for the vacant seats. Here are the stages you should know:

• Pre-recruitment planning - It is the first step of the recruitment process at an IT or any company. This step includes the identification of the need and collection of requirements for the same from a hiring manager or client. It can include gap analysis and plan creation for the entire recruitment process. The focal points you (hiring manager or recruitment agency) need to keep in mind are - company size, salary range & structure, work culture & environment, number of required employees, and skills & qualifications.    
• Job description writing - Writing a compelling job description is an essential step. While composing it, you should keep all relevant details like job name/title, type of the job, company name with a brief introduction, location, and roles & responsibilities.   

• Talent sourcing - After the creation of a job description, you need to share and advertise the open position. For this purpose, you can use job portals, social media platforms (LinkedIn and allied others), referrals, and your in-house recruitment team. You will find some talents and shortlist them for the next step.       

• Applicant screening -  It is the most time-consuming step of the recruitment process. The screening includes the reviewing and evaluation of all the job applications a company HR/recruiter receives. It helps you identify the best candidate from the crowd of applicants for a job opportunity, such as IT specialists. In this step, you have to go through the resumes and cover letters of application. A resume management solution can help you make the task more convenient for you.  

• Interview and selection - After screening a few suitable candidates, you should call them for an interview. The interview could be telepathic, virtual, or face-to-face interaction. It usually includes writing/technical tests and oral interaction with relevant questions. You can also include the test of candidates in real-world situations. After the interview, you can move to selection. In this, you can match everything with your needs and decide which candidate fits well.     

• Hiring a suitable candidate/employee - At this stage, you have found the right candidate you were looking for. Now, it is the time to hire them. For this, you can review the data and insights again. Discussing with team members and department heads can help you make the hiring decision easier and more convenient. As you finalize the candidates, invite them with official job offers. While sending the job offers, you should include salary, working hours, and allied hiring terms & conditions.    

• Onboarding - As a final and crucial stage, onboarding could make the candidates decide whether they should continue their job for an organization. So, you must have a solid onboarding strategy. You can include a team introduction and a welcome pack while creating your employee onboarding strategy. 

The outcome of this onboarding and the entire recruitment process should be focused on an employee who is going to start working with you. With a 30, 60, or 90-day plan, you or your manager can measure the performance of a newcomer in your organization.     

You need to follow all the above-mentioned steps well to make your recruitment process successful. To ease it, you can consult with the  best IT recruitment agencies for IT specialists if you do not have an in-house HR team/executive.