Process of Recruitment: A Complete Guide

Process of Recruitment: A Complete Guide

Recruitment is the process of identifying and enticing job seekers from a pool of qualified candidates. It often includes creating a recruitment strategy, looking for people, reviewing applications, managing the process, and conducting evaluations. The recruitment procedure should draw in a large number of qualified candidates who pass the screening process and accept positions.

Finding a qualified candidate to fill a gap or new post is the main aim of recruitment. Your hiring process entails each action you take to reach your objective. Establishing a robust procedure is crucial. To ensure that every new hire goes through the same screening, each stage should be clearly laid out.

You can investigate a variety of internal and external recruitment avenues to build a pool of qualified applicants. Prescreening, a crucial step in the hiring process, can assist you in identifying applicants who have the best chance of succeeding in the role.

You may streamline future hiring by creating an efficient recruitment process, which will save time and money. A great retention rate and increased engagement can both be achieved with an efficient recruitment process. Although you should know that it’s not always simple to create a recruitment strategy that works for your organisation,

What is recruitment?

What is recruitment?

It is a procedure that includes finding, attracting, screening, shortlisting, interviewing, choosing, employing, and onboarding workers. Depending on the size of a business, recruitment teams can range in size from tiny to large. However, a recruiting manager is often in charge of recruiting in smaller firms.

While many businesses outsource their hiring requirements, others only use job postings, job boards, and social media to find candidates for open positions. Today, a lot of businesses employ hiring software to streamline and improve the hiring process.

Importance of the recruitment 

The process of hiring personnel is crucial to HR management since it guarantees that new hires are a perfect fit for the company while also demonstrating the professionalism of the entire organisation from the moment a candidate wants to join. Additionally, the importance of recruitment includes acquiring competent workers, ensuring cultural fit, saving time and money, increasing employee satisfaction, and preserving a strong brand image.

Gain skilled employees

HR managers may successfully ensure that they are able to hire talented workers throughout the recruitment process. This implies that companies will hire candidates whose qualifications exactly fit their existing demands. Additionally, hiring gives organisations the chance to learn new talents that potential employees possess but do not yet possess within the organisation.

Related: What is a Human Resources Manager

This is crucial because hiring allows human resource management to flourish because they can guide the company in identifying talent that will be very helpful to the overall organisation. Additionally, it is simple to learn the skills required to fill team responsibilities, guarantee that a team strives for high productivity levels to accomplish desired outcomes, and work successfully toward goals

To guarantee successful and productive hiring

Effective hiring refers to selecting a candidate who possesses all the necessary knowledge, abilities, and credentials for the position. On the other hand, efficient hiring entails that the procedure was completed without the firm incurring significant costs. Following the procedure increases the likelihood that the human resources department will find the ideal candidate for the position.

While businesses can perform their hiring procedures any way they see fit, without a system or established rules for their conduct and implementation, there is a risk that the business will spend more money than is necessary. Investigating the possibility of costs that are unnecessary. HR companies can also save recruitment expenses and attract quality candidates by looking into the use of video.

Saves time and money

In order to avoid wasting time and money on searching for a replacement employee in the event that the hired employee does not live up to expectations, HR managers will ensure throughout the hiring process that they will hire the right employee who is fit to meet organisational objectives effectively.

HR managers will accomplish this by carefully choosing a candidate who possesses most, if not all, of the necessary abilities for the position they are seeking to fill. Additionally, by doing this, HR managers can lower the cost of employee training, as demonstrated by the fact that workers who have mastered some necessary abilities already do not require expensive paid training. Additionally, HR managers will save money and time by not having to retrain personnel if one doesn’t work out.

Ensure a positive brand

Employer branding

HR managers can profit from preserving and enhancing their company’s positive brand. Employees who are learning about an organisation and actually have a positive opinion of the business are influenced by the meetings they have in interviews on their perceptions of the business specifically throughout the recruitment process.

The company’s brand image won’t be harmed by HR managers who make sure to perform a favorable interview. Additionally, HR managers can build and strengthen the organisation’s brand image by having a successful hiring process, which encourages people to think the company is a dream to work for. In order to properly manage human resources, HR professionals need to be aware of the significance of recruitment.

Reduce the likelihood of legal consequences

You lessen your chances of running into employment-related legal concerns when you have a methodical process in place that you adhere to for every candidate. If a candidate believes there was any form of discrimination that contributed to their not getting the job, they may sue the employer for bias. To avoid any misunderstandings, it’s crucial to keep interview questions professional and avoid asking personal inquiries.

No one received preferential treatment because all candidates took the same skills exams. Employers are not permitted to discriminate on the basis of disability, age, gender, or any other category.

Aligning skill sets properly with company goals

Organisations use recruitment to guarantee that the workforce’s skill sets continue to be in line with their aims and objectives. The appropriate action can be taken to address this, perhaps through job redesign, workforce reorganization, or the implementation of job enrichment programs, if it is discovered that some positions do not actually assist the organisation toward its goals.

Phases in the recruitment process

Recruitment Process

Many people contend that the recruiting process actually starts when the job description is in place and the hiring managers start looking for candidates. However, if we take a more comprehensive approach, the process starts much earlier.

The company must first identify the opening and assess the necessity for that position before beginning the hiring process. If that position is not filled, will the company suffer? Is it truly necessary for someone to fill that unfilled position? You can move on to the recruitment process if the response is yes.

1. Performing a job analysis

In essence, this stage will inform the human resources manager, hiring manager, and other management personnel of the duties the new hire would be expected to perform in the job that is open for filling. The job analysis is used to ensure that this is done in a methodical manner.

The position or job description is the “heart of a successful recruitment process,” says human resource professionals. After all, it serves as the primary instrument for creating the applicants’ evaluation tests and interview questions.

What is involved in this stage?

  1. Building a job description

The process of job analysis includes identifying the tasks involved in the position as well as the skills required. These are the key components of the job description. When it comes time to find talent, the job description will also be utilised in the job posting, therefore this portion must be done correctly.

The following is typically included in the job description:

  • Position title and other general information
  • the position’s goals within the department, unit, and organisation as a whole.
  • essential duties of the profession or job
  • Basic criteria or prerequisites
  1. Take a look at the job description

Once the job description is written, it is a good idea to check it for correctness and determine whether or not it is still relevant. If the job description is already dated, what happens? A review will show that the job description has to be updated for current applicability.

Three advantageous effects occur from reviewing the job description:

To make sure the organisational structure is continually improved. To ascertain which positions are superfluous and, therefore, no longer required, and which ones are, this might be an effective method of conducting organisational audit.

To assess the needed competencies for each role. Jobs change. The qualifications for the position will change as circumstances and working situations do. It is feasible for a job to call for a new competency from the employee that it had not previously required. The effectiveness of the position within the organisational structure is ensured by evaluating the competencies.

To assess the pay or benefits for each position. The worker or employee performing a certain job could be under-compensated without management being aware of it, which would cause unhappiness. Management can determine whether the salary for the position is commensurate with the necessary skills and abilities by analysing the job description.

Finally, you want to be prepared with a strong job description to draw in candidates.

  1. Establish basic requirements for the worker who will perform the job.

These are the prerequisites that candidates must meet in order to be taken into consideration for the post. These are necessary for the employee to carry out the crucial duties of the position. As a result, they ought to be pertinent and directly related to the job’s stated duties and obligations.

In addition to the required minimum or fundamental qualifications, the organisation may decide to mention extra desired qualifications that they are seeking.

  1.  Establish a pay scale.

The compensation range for the post must be regarded as appropriate for the duties and obligations that come with it. The organisation should base this on current industry rates in addition to following the law (such as minimum wage and other legal requirements for compensation).

For instance, if the position is a computer programmer, the salary range should be comparable to what other businesses in the same sector are willing to pay

2. Recruiting talent


At this point, the company will publicly announce that there is an available position and that they are seeking a candidate to fill it.

However, the company must first know where to look for possible candidates before advertising. They should look for places where candidates who could be able to fill the position will be looking for work. They will be able to target their advertisements accordingly.

Organisations use a variety of techniques to promote open posts.

Networking. The most effective type of advertising is word-of-mouth, and it is even more powerful when it involves networking. This is frequently accomplished in recruitment by company representatives attending college and career fairs and informing attendees about the position in their company. Large software and IT organisations use this strategy when looking to bring in new, talented, and youthful employees. Targeting the best pupils, they go to colleges in person. In order to draw in the best talent, they also make use of their relationships inside the business.

Posting. Recruiting frequently entails applications from both inside and outside the organisation. Therefore, it is advised that the open positions be advertised both within and externally in order to draw the greatest talent possible. Internal posting typically takes the form of the job opening being posted on bulletin boards and in other places across the company’s premises where it is likely to be seen by both employees and customers. Flyers may be handed out, or vacancy notices may be posted in other locations outside the company’s facilities, as examples of external posting. Many businesses with websites list open positions there, and some additionally use job boards.

Media and print advertising. The Classifieds section of the neighbourhood daily or weekly newspaper serves as a prime example of this. Companies that are hiring post job announcements in the newspapers detailing the requirements for the positions as well as the contact information for potential candidates to submit their application materials. The organisation employs a number of strategies and tools in an effort to draw in qualified individuals. It shouldn’t do things carelessly if it wants to hire the best applicants.

Creating and utilising appropriate methods. The business might offer a variety of incentives to entice top job prospects. Examples include competitive pay, bonuses and incentive plans, extra benefits and career prospects, adequate workspace, and various programs for development.

Using the reputation of the company. Perhaps the best publicity that the company can use to attract candidates is its own reputation in the market. If the company is known for being a good employer, one that aids in its employees’ personal and professional growth and development then it is a good point for the company to capitalise on in advertising its open positions.

3. Selection of candidates

Most likely, the recruitment process’s most labor-intensive step is this one. Here, the applicants’ abilities and personalities will be put to the test and analysed to see if they are a good fit for the position and its requirements.

Preliminary examination. One available post will frequently generate hundreds to thousands of applications from individuals, especially in large firms. In a perfect world, hiring managers would have the opportunity to speak with every applicant. But that is also unnecessary and tiresome. Not really a good idea, especially if the organisation needs personnel as quickly as feasible. As a result, the list of candidates needs to be reduced, which is accomplished through a preliminary screening. Typically, this is done by reviewing the supplied resumes and selecting just those who can fulfill the minimum requirements. This might reduce the pool of candidates, leaving a smaller pool that could be handled.

First interview. The initial interview will now be held with the candidates who made it through the preliminary examination. The initial interview is typically conducted over the phone. Some people use their internet connection to conduct interviews using videos. This is frequently a basic interview where the candidates are asked questions to analyse or assess their fundamental abilities and other personal traits that are pertinent to the open position.

Numerous recruitment examinations are conducted. The hiring managers may ask candidates to take exams to see how well they use their abilities and skills. The use of behavioural testing and personality evaluation assessments is another common practice.

The last interview. Typically, a series of interviews may be held to gradually reduce the pool of applicants for a position, depending on the number of applicants for the position and the preferences of the hiring managers and senior management. This may continue until the business has compiled a shortlist of individuals who will participate in a final interview. A face-to-face encounter between the applicant and the hiring managers as well as other staff members are frequently required for the final interview. 

Depending on the job or position being filled, top management may even participate in the final interview.

Selection. At this point, the hiring managers, human resources officials, and other participants in the process come together to choose a candidate from the group who made it through the final interview. The topics discussed throughout the session include:

  • Qualifications of those applicants who advanced to the final round of the selection process
  • Results of the evaluations and interviews that the final group of applicants underwent

If they all agree on the applicant who will receive the job offer, there won’t be any issues. If there are conflicting views, the majority rule will apply. If they are unable to come to a resolution, it could be necessary to restart the hiring process until they are able to make a choice that will satisfy everyone.

4. Completing the job offer

Introducing and integrating the new hire

The best applicant from the pool of applicants is chosen in the final step of the preceding phase. It is now time for the company to extend the job offer to the chosen candidate.

Making the offer: In order to formalise the situation, a company representative or member of the human resources division will get in touch with the candidate and let him know he has been chosen for the position. The applicant will also be given full disclosure of the remuneration package at this point.

The candidate must additionally acknowledge his acceptance of the offer in writing for it to be accepted as final. Please be aware that the hiring process will need to start over if the chosen candidate declines the job offer.

5. Introducing and integrating the new hire

The instant the candidate accepted the job offer, he transitioned from being a candidate to a member of the team. Now the induction procedure will start.

The signing of the employment contract and the delivery of a welcome present to the new employee typically signal the start of the induction process. The newly hired employee will be informed of the time and date for the first day that they must report for duty and begin working for the company.

But things don’t stop there. The candidate must still go through pre-employment screening, which frequently entails reference and background checks. The employee will now be introduced to the company when all of these pre-employment details have been confirmed.

Benefits of a Good Recruiting Process for the Organization


Recruiters are increasingly personalising the hiring process for a pleasant applicant experience with an ATS, as opposed to subjecting prospects to a drawn-out and challenging application procedure followed by every exam conceivable. Using an applicant monitoring system, recruiters can do their regular hiring duties while concentrating on more crucial activities. Additionally, it keeps you informed of any process bottlenecks that let problematic hiring proceed, allowing you to address problems early on and save a ton of time.

Engaged personnel

Motivated, passionate, and dedicated workers are engaged, employees. It is simple to forecast an applicant’s level of commitment by using a recruiting and selection process that seeks to hire candidates with a work history that demonstrates commitment, consistency, and career growth. The greatest way to gauge a potential candidate’s level of excitement and productivity is through an extensive interview process.

Recruitment that is Active

Recruitment is active

The ability to adopt a proactive stance is enabled by a recruitment process that is built to anticipate deficiencies and keep the talent recruitment team on the same page. This enables the recruiter to assess and improve the hiring approaches in real time for higher-caliber employees. The main lesson to be learned from this is that it is critical to pinpoint the elements that appeal to and affect new hires while assessing the recruitment and selection process. This will show you what’s hindering your hiring process and which benefits could increase your appeal as an employer.

Enhancing Performance

Any candidate who is actively looking for a new job is most certainly not in danger of losing it due to subpar work. The competence and skills of the candidate that affects job performance are revealed through a thorough selection procedure. The first step in projecting a candidate’s future productivity is for skilled recruiters to use the interview process to extract replies that reflect the candidate’s strengths, limitations, and areas for progress.

Different methods of recruiting

The 1998 article by Schmidt and Hunter on the reliability of the selection procedure is one of the studies to which we will frequently refer in this essay.

General Mental Ability (GMA) test or IQ test

Perhaps the most thoroughly researched idea in social sciences is IQ testing. Whether we like it or not, your IQ is the best indicator of your achievement in school, your capacity for learning, your level of success at work, and the amount of money you will make in your lifetime.

IQ can be used to hire for any position, whether in IT or marketing, whether senior or entry-level, because it is not explicitly tied to job expertise.

The intriguing thing is that, in terms of the workplace, IQ predicts two things. It first foretells how quickly a candidate would pick up new skills. As a result, applicants with higher IQ scores will have a shorter “time to productivity,” a criterion that gauges how quickly a new hire contributes to a company. Second, it forecasts a candidate’s likelihood of employment success.

Obviously, IQ is not the only factor.

Schmidt & Hunter’s (1998) meta-analysis found that GMA can accurately predict up to 26% of a candidate’s performance on the job. 74% of this is still up for interpretation.

Although GMAs are frequently seen as a beneficial tool, several researchers have questioned their applicability based on job role/industry and the fairness of the assessments themselves. Overall, while GMAs is still an excellent tool for forecasting future success, choices should never be taken only on the basis of these results and should always be balanced with other recruitment strategies.

Interviews for jobs that are structured

Schmidt and Hunter’s meta-analysis found that the GMA test plus structured interviews were the second-best predictors of future performance. Structured interviews are thought to be much more accurate in predicting future performance precisely because all candidates must answer the same questions in order to be evaluated and scored. According to studies, comparing candidates using the same standards reduces the likelihood of a biased interview.

Additionally, spending the time to discover the appropriate interview questions will aid in your ability to make wiser recruiting decisions. Tech giant Google analyses the data underlying its previous interview questions as part of its ongoing effort to make its processes data-driven. After determining that the answers offered no new insights, the business recently decided to discontinue its iconic brainteasers.

Why are manhole covers circular is a well-known example of a brain teaser.

Face-to-face or phone interviews can be a terrific approach to observing a candidate’s communication style and qualification presentation, but they don’t always reveal everything. The truth is that some individuals are considerably more adept at promoting themselves and their skills than others. Are we letting incredible talent pass us by simply because they don’t feel at ease in interviews?

Workplace knowledge exams

Job knowledge tests provide you with a more complete view of a candidate’s role-specific competence than tests that focus on just one component of their talents. There is no attempt, unlike a GMA, to gauge the applicant’s ability for learning. The hiring manager can learn more about an applicant’s prior expertise by looking at their job knowledge.

Traditionally, job knowledge assessments have emphasised procedural knowledge (which procedure should be followed in response to case x?) According to a 2005 study, performance in jobs with a strong military focus has historically been predicted more accurately by job knowledge tests than by actual performance. Instead, the authors increased the scope of their tests by incorporating decision-making data.

They discovered that a job knowledge test may actually offer a better indicator of potential performance than cognitive ability assessments. If you choose to employ this strategy, think carefully about the questions you’re posing and the demands of the position. Job knowledge is more difficult to test for hires without experience, just like work sample tests. It does, however, allow you to determine whether or not applicants have a thorough understanding of the position they have applied for.

Some people think that techniques like IQ tests, interviews, and job knowledge tests fall short of truly understanding an applicant’s character and capacity for adaptation and success in the workplace. The following two techniques offer to test that

Validity checks

A GMA test, interview, or work knowledge screening won’t be able to reveal an applicant’s behavioural characteristics. Even if someone has a high level of intelligence and expertise in a certain profession, they could lack the interpersonal skills necessary to work well with others or even exhibit toxic tendencies. Integrity assessments reveal a person’s predisposition for dependability, honesty, and reliability. By employing this kind of evaluation, businesses want to choose candidates who are more likely to behave well at work. The outcomes are favourable.

The integrity exam independently predicted 17% of future performance in Schmidt and Hunter’s study. It accurately predicted 42% of future performance when paired with the GMA test! Despite the fact that this approach is very effective, it is wise to be aware of its limitations. The assessment’s acceptance and impartiality are one of them.

It is unethical to utilise the findings of integrity tests to make recruiting decisions. Should we gauge a person’s honesty using a self-evaluation like this? What about the potential for erroneous positive results? Additionally, people who are disqualified based only on the test results could feel that they are being branded as “dishonest.” Therefore, clear communication of test results is essential for a positive candidate experience.

This brings up the second issue, which is the requirement for qualified test administrators. Untrained test administrators may make the fairness problem worse by incorrectly classifying or interpreting the results.

 Tests of conscientiousness

Conscientiousness tests, like integrity tests, gauge a person’s level of self-control and dependability through organisational abilities and the capacity to set long-term goals. Some of the more well-liked techniques include personality assessments like the MBTI and NEO-PI Big Five.

Personality qualities can predict how someone will behave at work. Of the Big Five, conscientiousness is most strongly associated with improved job performance. Conscientious people are characterised as being organised, obedient, goal-oriented, self-disciplined, and diligent.

GMA testing and a conscientiousness test together can predict 36% of job success because personality traits and IQ are two completely separate factors. Only extraversion appears to have some relationship to performance among the other personality qualities. For instance, extraversion and conscientiousness are both positively

 related to sales performance.

Peer reviews

Peer reviews are a different resource that some recruiters utilise to locate applicants who will be both a great fit for the team and top performance. Peer feedback is being used by more and more businesses nowadays to evaluate employee performance. Peer ratings, as opposed to conventional manager-to-employee performance assessments, give a complete picture of a person’s skills.

These answers provide us an indication of how the candidate is seen by the people they work with directly, unlike integrity and conscientiousness tests, which are both based only on self-assessment. Naturally, this strategy can only be applied to internal hires who have a history of peer-review data. Peer reviews may be influenced by variables like popularity, which is another worry.

Tests on work samples

A quick assignment is an excellent approach to evaluate a potential hire’s abilities. To gauge how much care goes into their planning, event planners are frequently asked to create a fictitious event plan. To gain a feel for their writing style, content marketers are frequently given a brief writing assignment. To check how diverse people can work together and complete a task, you can even conduct sample exams for group work.

But is this the best approach?

Work sample exams are one of the finest ways to determine how well a candidate will do in their position, say Schmidt and Hunter. It works just as well as a formal interview!

One potential disadvantage is that they could not be successful in hiring applicants without prior experience. People today frequently change their job trajectories. It’s important to be open to candidates, especially in new or difficult-to-fill positions, who might not yet possess the requisite abilities but who possess the learning agility needed to develop, grow, and adapt in line with organisational goals.

Unstructured interviews for jobs

A structured interview predicts 26% of a new hire’s success, compared to an unstructured interview’s prediction of 14%! In comparison to 1 structured interview, this suggests that you would need around 3 unstructured interviews to feel as sure about someone’s skills.

Instead of a fair and balanced comparison, hiring decisions made after unstructured interviews are made on the basis of a gut feeling. According to a number of studies, unstructured interviews make it more probable that the interviewer’s prejudices will prefer some candidates over others. More frequently than you might imagine, unconscious bias can seriously undermine your recruitment efforts. Instead, increasing the likelihood of a fair evaluation is having a predetermined list of questions that each applicant must respond to.

Checking references

Reference Checks

One of the most traditional recruitment practices is checking references. And it is logical. Who better to contact than a candidate’s former employer if you want to learn more about them?

In fact, reference feedback was revealed to be a reliable predictor of first-year involuntary turnover in a peer-reviewed study by Skillshare. Schmidt and Hunter’s research discovered that reference checks only accurately predict job performance by roughly 7% despite being such a widely used tool. When employing this strategy, there are several things to keep in mind.

We must take into account the possibility of prejudice when utilising references as a recruitment strategy, just like with interviews. According to studies, 62% of a rater’s assessment is an evaluation of themselves. In other words, our personal standards and ideals will influence how we view another person and their performance. References can be useful, but make sure you combine this approach with more foresighted evaluations.

We’ve covered the most well-known and well-researched ways up to this point, but in order to truly uncover the best recruitment strategies for your needs, we also need to take into account some contemporary difficulties that might be affecting your search.

Enhancing job listings

A significant obstacle that many HR managers must overcome is increasing diversity. A closer examination of our hiring practices might yield some solutions and aid in hiring people from diverse backgrounds.

Instead of focusing just on the techniques used to evaluate each applicant, we want to take into account the strategies we employ to draw applicants in the first place. The applicants that apply may actually be significantly influenced by the manner in which we publicise a position and our company. The language we employ is particularly crucial.

Numerous studies have discovered that the language we employ occasionally deters particular groups from applying for jobs. This may depend on factors such as parents, gender, race, age, introversion or extraversion, etc. However, a number of tools are also developing to assist us to identify potential prejudice in our job advertisements, like Textio and Gender Decoder. According to one study, recruiters will actually receive a 42% boost in applications when gendered language is removed from job advertisements.

Employee recommendations

Employee Recommendations

Unbeknownst to you, your organisation actually has a far larger network. Utilise your employee ambassador network to locate your next hire rather than limiting your search to those who apply through the traditional job portal.

Employee recommendations have the highest return on investment (ROI) of any recruitment strategy, according to surveys, and they also minimise hiring costs and times. A reference is also more likely to result in new hires who stay on the job longer. In fact, according to a Deloitte report, 51% of businesses use employee recommendations as their top source for hiring. By providing bonuses to employees for each new recruit they make, some businesses are making the most of this strategy. Like all techniques, there is a drawback.

Employee recommendations may have an effect on your company’s diversity. The people in an employee’s network are almost certainly those who are similar to them, whether they belong to the same social group, reside in the same area, or attended the same university. According to a recent BCG study, businesses with above-average management team diversity also had a 19 percentage point increase in sales of new goods and services over the previous three years.


Working in the technology sector is extremely challenging for recruiters. Because of the increased need for tech skills, traditional hiring practices frequently have less success with this group of applicants. These new workers, especially the younger ones, are not willing to go through rounds of interviews, examinations, and assessments.

Instead, many businesses have turned the tables and reconsidered how to make the hiring process more enjoyable for candidates and efficient for businesses. Hackathons are a good illustration. Hackathons give recruiters a chance to observe how developers communicate with one another, deal with issues, and put their abilities to use, much like situational group interviews do.

Examining gamified applications is another application. Their dependability is still up for debate. Although some claim to be quite effective at forecasting performance, findings should be viewed cautiously because they are frequently evaluated by the organisation itself.

Video applications, interviews, and job postings

Companies in today’s globally connected world aren’t just looking locally for talent. Hiring people from other countries is now commonplace. The effectiveness of some of the more established recruitment strategies we covered, however, may also be impacted by this.

Video-based job advertisements, applications, and interviews are becoming more common in the digital world. Indeed, Facebook job advertising with video attracts 36% more applications. Hilton was able to decrease its hiring time from six weeks to one after transitioning to a video-based recruitment procedure.

AI-based screening method 

AI in Recruitment

Recruiters won’t have to spend their time sorting through resume after resume thanks to new developments in automation and AI technologies. In fact, if you don’t automate some of your duties, you can be losing 14 hours per week.

AI is being used in recruiting in a variety of fascinating ways, including automated candidate sourcing, candidate rediscovery, candidate matching, candidate preselection, and everything in between. In order to estimate a candidate’s likelihood of success in the job they are applying for, pre-employment assessment systems frequently integrate (parts of) GMA, work samples, integrity, and conscientiousness tests in an online experience.

AI uses past data analysis to make judgments, to put it simply. When technology is used improperly, this can sometimes signify

AI uses past data analysis to make judgments, to put it simply. As Amazon discovered after launching an AI-based recruitment tool that developed a preference for male candidates, sometimes, in cases of careless application of the technology, this may mean that the AI will reproduce the prejudices of the conventional recruitment method.

Using independent contractors and freelancers

Finally, the growth of the gig economy is giving businesses an increasing number of recruitment possibilities. According to a Bersin by Deloitte survey, it now takes longer on average to fill a post. As a result, the hiring process will cost more money, and less money will be made while the post is open.

A great, affordable alternative is to hire independent contractors and freelancers. Freelancers still need to go through a recruitment process, but hiring them comes at a significantly lesser cost. Additionally, if you happen to hire someone who isn’t a good fit, the ramifications won’t be as severe.

In conclusion

Each firm will have unique hiring requirements as well as obstacles to overcome. With the help of this list, you should be able to have a better understanding of the possibilities available and their potential efficacy in helping you accomplish your recruitment objectives.

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