Key Recruitment Process Steps and Measurement

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The recruitment process is the most critical HR Process, which affects the performance of the organization. …

The recruitment process is the most critical HR Process, which affects the performance of the organization.

HR needs to design the simple recruitment process, which guides managers during the whole exercise.

HR has to introduce the regular recruitment measurement, and it has to introduce regular process improvements and innovations.

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  • 1. Key Recruitment Process Steps & Measures CREATIVE HRM Visit Creative HRM for more information.
  • 2. Recruitment and StaffingRecruitment: – Process aiming to discovering, attracting, hiring and retaining talents from the job market – Internal promotion process helping to improve the performance of the organization by utilizing the full potential of employeesRecruitment Process: – Highly sensitive HR Process impacting the performance of the organization – Many stakeholders involved in the process, who can influence the general feeling of line managers – Costly process offering wide range for cost optimizations – External providers and partners involved Visit Creative HRM for more information.
  • 3. Recruitment Process Steps Select Open Prescreenin Job Make an Recruitment Vacancy g Interview Offer Source WHOHR HR HR HR HRManager Manager Manager Manager OUTCOMEJob Description Channel Few resumes Final Candidate New Hire Simple and straightforward recruitment process brings best results Visit Creative HRM for more information.
  • 4. Vacancy OpeningVacancy: – The defined and approved need for hiring a new employee – The HR Manager and Line Manager has to describe the role of the employees in the team and key performance indicatorsVacancy Opening: – HR should not open the vacancy without the approval and without the approved job description – Most critical step as it sets boundaries for the search of the best candidate; HR has to focus the search in the right direction – Line Manager has to deliver the job description and confirm the profile of the ideal job applicant Visit Creative HRM for more information.
  • 5. Source SelectionSource Selection: – Each job vacancy needs a different mix of recruitment sources and channels to be used – Internal process step affecting the cost of hiring new employee and time to hireHow to select the recruitment source: – The recruitment measurement is a good basis for the selection of the right recruitment channel – The performance of channels differs by the seniority of the position and the function – HR Recruiter needs to analyze the performance of channels and has to develop the recruitment decision matrix for HR Managers Visit Creative HRM for more information.
  • 6. PrescreeningPrescreening: – The quick selection of the job applicants to be invited for the job interview – Time saving activity using information from the job resumeHow to prescreen job resumes: – Match of the job description and the previous experience of the job applicant – Important information in the cover letter – Formal style and logics of the job resume – Phone call with the last few applicants to reduce the final group of applicants Visit Creative HRM for more information.
  • 7. Job InterviewJob Interview: – The structured interview with all applicants to confirm information contained in the job resume – Finding additional information about the personality and personal values, confirming the match with the corporate valuesJob Interview as the process step: – HR has to be present at the 1st round job interview – Line Manager should explore the technical skills and HR should explore the soft skills and values of the job applicant – HR and Line Manager should prepare the standardized set of questions for applicants as they can make a fair comparison – Strict compliance of the job interview is required Visit Creative HRM for more information.
  • 8. Make an OfferMake an Offer: – Choosing the winning job applicant and making the formal job offer – Confirmation of the compensation package and other conditionsHow to make the offer: – The basic compensation package has to be approved with the job description – HR makes the offer and can adjust the package within boundaries of the compensation policy – Exact terms formally summarized and agreed with the applicant – Final decision of the applicant Visit Creative HRM for more information.
  • 9. Drive PerformanceBusiness Partner: Change Agent:• Key HR Role in the modern • Leads complex projects and initiatives organization with the aim to change the corporate• Builds, maintain and develop the culture. relationship with managers and • Engages employees and manages the employees change management process.• Single Point of Contact for the • Plans and executes programs for management employees to ease and speed up the• Shares goals with business leaders adaptation. and takes ownership of the strategic • Acts as the contributing project team HR agenda member, who is responsible for the• Drives employee and performance people agenda. related agenda Visit Creative HRM for more information.
  • 10. Recruitment Process Measurement Visit Creative HRM for more information.
  • 11. Recruitment:Why measure?• Recruitment is a transactional HR process• Huge impact on the satisfaction of managers with services provided by Human Resources• Ability to identify strengths and weaknesses of the recruitment process• Statistics for the management decisions• Analysis of costs and recruitment KPIs• Basis for the feedback for external recruitment services providers• Competitive analysis of the job market• Early warnings for Human Resources and the executive management Visit Creative HRM for more information.
  • 12. Key RecruitmentMeasures• Recruitment is a transactional HR process• Huge impact on the satisfaction of managers with services provided by Human Resources• Ability to identify strengths and weaknesses of the recruitment process• Statistics for the management decisions• Analysis of costs and recruitment KPIs• Basis for the feedback for external recruitment services providers• Competitive analysis of the job market• Early warnings for Human Resources and the executive management Visit Creative HRM for more information.
  • 13. Thank You• For the full PDF version of the presentation, please feel free to visit Creative HRM. Per request, you can also receive the PowerPoint version of the presentation.• You can follow Creative HRM: – Twitter – Facebook – Google+• Comments? Remarks? Visit Creative HRM and leave a message.• Additional HR presentations can be found at Creative HRM. Visit Creative HRM for more information.