Recruiter - Talent Hunter

Who is a Recruiter?

A recruiter locates competent candidates to fill opening and works to fulfill the demand of both the employer and the employee throughout the recruiting process. The recruiter is responsible for the entire talent acquisition process.

They are professionals at tracking down, screening, and attracting qualified candidates for open positions. Recruiters are in charge of the entire talent acquisition process, from start to end. This can include marketing the position, evaluating resumes, interviewing candidates, and collaborating with hiring managers to find the best fit.

Important of Recruitment:

One of the most important functions of the HR department is recruitment. If the hiring procedure is effective, then

• Employees are happier and more productive as a result of the company's efforts.
• The rate of attrition decreases.
• It creates a positive work atmosphere with positive employee interactions.
• It leads to the organization's general expansion.

What are the recruitment process includes?

To improve hiring efficiency, it is recommended that an organization's HR team adhere to the five best practises (as shown in the following image). These five practises ensure that there are no hiccups in the recruitment process. Furthermore, these practises ensure consistency and compliance in the hiring process.

Come on, let's go over the process in detail;

Recruitment Planning:

The initial phase in the recruitment process is to assess and explain the open vacancies. It contains information such as job description and nature, experience, qualifications, and abilities necessary for the position, and so on.

To attract suitable candidates from a pool of applicants, a systematic recruitment approach is required. Potential applicants should be competent, experienced, and capable of taking on the tasks necessary to meet the organization's goals.

1. Identifying Vacancies is a plan

Identifying the vacancy is the first and most important step in any recruitment strategy. This procedure begins with the HR Department receiving requisitions for recruiting from various departments within the firm - it includes

• The number of positions that need to be filled
• Positions available
• To be carried out duties and obligations
• Experience and qualifications are necessary.

When a vacancy is discovered, the sourcing manager must determine whether the role is necessary, permanent or temporary, full-time or part-time, and so on. Before beginning the recruiting process, these variables should be assessed. The correct resource for the team and the business is hired after proper identifying, planning, and assessing.

     2. Job Examining:

The process of identifying, evaluating, and defining the tasks, responsibilities, skills, talents, and work environment of a certain job is known as job analysis. These criteria aid in determining what a work requires and what an individual must possess in order to do a job well. When examining a job, the following procedures are crucial:

• Monitoring of and obtaining job information
• Checking the job details with accuracy
• Developing a job description based on the data
• Identifying the necessary information, skills, and abilities for the job
• Job descriptions and job requirements are the direct outputs of job analysis.

     3. Job Description Planning:

The scope of work functions, responsibilities, and job placement in the company are all described in the job description. And this information provides the employer and the organisation with a clear picture of what an employee must accomplish to fulfil his work obligations.

A job description is created in order to complete the following processes:

• Job classification and rating
• New resource placement and orientation
• Transfers and promotions
• Defining the path to a good career
• Future development of work standards

   4. Job Evaluation Planning:

A comparison method of examining, assessing, and establishing the relative value/worth of a job in relation to the other positions in an organisation is known as job evaluation.

The primary goal of job evaluation is to study and decide which jobs pay the most. Job assessment involves a variety of approaches, such as job grading, job categories, job rating, and so on. Salary and compensation discussions are based on job appraisal.

Recruitment Strategy:

The second part of the recruiting process is to design a recruitment plan for hiring the resources. Following the completion of job descriptions and job specifications, the next stage is to decide on a recruitment plan for the organization's possible applicants.

The HR staff considers the following factors while developing a recruitment strategy:

• Employees can be created or purchased.
• Different types of recruiting
• Geographical location
• Sources of recruitment

Identifying the Best Candidates:

Searching is a recruiting procedure in which resources are sourced based on the job's requirements. Following the completion of the recruiting plan, the process of finding individuals will begin.

The search for candidates begins once the respective manager confirms and authorises the existence of the position.

Recruiting involves attracting job candidates to open positions. The sources are broadly divided into two categories: Internal Sources and External Sources.

Internal Sources:

The term "internal sources of recruiting" refers to employing personnel from within the company.

• Promotions \ Transfers
• Internal Job Postings for Former Employees (Job Posting)
• Employee Recommendations

External Sources:

The term "external sources of recruiting" refers to employing employees from outside the company.

• Employment Exchanges for Direct Recruitment
• Advertisements for Employment Agencies
• Associations of Professionals
• Word of Mouth is a great way to recruit students on campus.

Shortlisting/Screening

After the applicant sourcing process is completed, the screening procedure begins. Screening is the process of filtering the applications of the candidates for further selection process.

Screening is an important step in the recruiting process since it allows you to process the best qualified or relevant individuals that were found via sourcing. Three phases make up the recruiting screening procedure.

Resumes and cover letters are being reviewed:

The initial stage in the screening process is to read through the applicants. During this procedure, candidates' resumes are evaluated and checked to see if their education, work experience, and overall history meet the job requirements.

To ensure better screening of potential applicants, an HR executive should keep the following aspects in mind while reading resumes:

• The reason behind the job change
• Each organization's longevity
• Long periods of unemployment
• Job-hopping
• Lack of career progression

Conducting a Video or Telephonic Interview:

The second stage in the screening process is to conduct telephonic or video interviews with prospects. The hiring manager contacts the candidates by phone or video once the resumes have been evaluated in this procedure. There are two outputs from this screening procedure.

It includes determining if applicants are active and available.

It also aids in gaining a rapid understanding of the candidate's manner, ability to respond to interview questions, and communication skills.

Picking the appropriate individuals

The final phase in the resume/candidate screening process is to identify the best applicants. The cream/top layer of resumes is selected in this procedure, making it easier for the recruiting manager to make a selection. The following are the three outputs of this process:

• Shortlisting 5 to 10 resumes for hiring managers to evaluate
• Providing the recruiting manager with information and suggestions
• Assists recruiting managers in making the best hiring selection possible.

Evaluation And Control: 

The final stage of the recruiting process is evaluation and control. The effectiveness of the process and techniques are evaluated during this procedure. Because recruiting is an expensive process, it's critical to assess how well it's doing.

The expenditures paid throughout the recruitment process must be analysed and efficiently handled. The following are some of them:

• Recruiters' remuneration
• Expenditures of advertisements and other costs associated with recruitment tactics, such as agency fees.
• Expenses for administration and overheads for recruitment
• While the slots stay empty, overtime and outstanding charges accrue.
• Expenses incurred in locating and interviewing qualified applicants for the final selection process
• Management and professionals spend time establishing job descriptions, job criteria, and conducting interviews.

Thank you for taking the time to read this, and I hope it was helpful to others who are just starting off! In the future articles, I'll provide more interesting and useful material for recruiters and HR departments!

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