recruitment process.

Recruitment is the responsive process of a talent strategy that focuses on finding candidates for available roles in your company. Successful recruitment ensures your company has the human resources it needs to function day to day. You need an efficient and proactive recruitment process to guarantee that you’re making the right hiring decisions for your immediate and future needs.

As a field, recruitment is fast-moving, with emerging innovations and evolving candidate expectations. Companies often struggle to leverage the most valuable recruitment methods and technologies, and they don’t always demonstrate to the right candidates they are a desirable company, either.

You may know exactly what tasks and responsibilities your new recruits will take on, and you may know the experience and attributes candidates will need to do the job properly. But finding the right candidates is difficult, and the consequences of unsuccessful hires can be long-lasting. Lengthy recruitment processes can become costly and affect business performance as well.

Finding the right candidates for your available roles is a costly process. When the talent you need is not actively seeking you out, you must dedicate resources to seeking that talent yourself, whether or not you have the internal budget and capacities to do so.

Hiring the wrong workers is costly as well. Costs associated with this mistake compound by the day and affect every aspect of company performance where human resources are critical to business success. The typical cost to replace an employee is 21% of the employee’s annual salary as well, Forbes reports.

A successful recruitment process ensures you find the right talent and acquire the right number of people for your workforce. It ensures you’re not wasting time and resources on inefficient recruitment processes as well.

Getting recruitment right pays off. In complex jobs that are information- and interaction-intensive, “high performers” are an astonishing 800% more productive than average performers, McKinsey reports. A recruitment process that brings in high performers can become a foundation for business success.

transforming your business starts with the recruitment process

Although a poor recruitment process takes away organizational value, an efficient and successful recruitment process creates it. Finding and hiring the right talent reduces turnover, improves productivity and retention, and minimizes the amount of internal resources required for success. As you will find, adding efficiencies such as digitization and preselection can help as well in these efforts.

Working with HR leaders who think strategically about different roles can drive as much as a 40% increase in the quality of hires and a 12% decrease in first-year attrition, McKinsey reports — just by becoming more thoughtful and data-driven during recruitment and hiring processes.

Getting access to great talent saves you time, reduces the risk of bad hires, and ensures you find talent that transforms your business for the better. But you must understand the necessary steps, the right tools, and the best sourcing techniques to optimize your recruitment process. A recruitment or HR solutions partner can optimize the recruitment process for your company, giving your team more time to focus on activities that generate immediate value for the business as well.

Your recruitment process should be tailored to reflect the unique characteristics and requirements of your company. A successful recruitment process means allocating time and resources in a cost-effective way, ensuring only good hires come through.

Here’s a look at the five key stages of a successful, world-class recruitment process. You will see how a combination of technology with human empathy and ingenuity deliver the best results for your company and your candidates.

1. identifying needs and planning

Start by identifying the skills and labor gaps within your company. This includes understanding gaps within individual departments or specific teams. You must develop a deep understanding of your organizations’ available roles and growth objectives to proceed. Answer the following questions:

• Why do you need additional staff, and what are the wider business contexts of this need (e.g., its impact on sales or revenue)?
• What are the specific labor requirements of the roles for which you are recruiting?
• Do you need staff long-term, to complete a single project, or to handle a temporary workload?
• How will recruitment today contribute to growth (i.e., your company’s needs in 24 months)?

Once you have a foundational understanding of your needs, you can begin planning the most effective and relevant path for recruitment. Begin identifying channels you trust to connect with the right candidates. An HR solutions partner that draws from an extensive talent network can help you find the ideal combination of connections and tools to meet these needs.

2. preparing a job description

100% of hiring success starts with getting the right candidates through the front door—and that begins with your job descriptions and advertisements. Writing a successful job description is the critical next step. In 2019, the Society for Human Resources Management (SHRM) described the job description as “the currency of recruiting — you should never hire without one.”

Find an HR solutions partner that can help you develop a simplified, holistic, effective approach to creating job descriptions — aligning the right candidates with the role for which you are hiring, and with the future success of your organization. You can also access our guide to learn more about writing successful job descriptions.

3. searching for talent

Next, you must select the best channels to advertise your job description. This may include internal channels to solicit employee referrals, but it must also include highly visible external platforms such as job boards (e.g., Monster) that get your opportunities noticed by as many likely candidates as possible.

With the right data and insights, you can choose platforms that ensure your advertisements are connecting with the right candidates. An HR solutions partner may provide access to powerful talent engines that align appropriate job seekers with your available roles as well.

4. preselecting and screening candidates

Narrow down the range of appropriate candidates and conduct assessments to identify those who are the best fit for your company. This starts with a thorough preselection process, during which you can begin to identify suitable applicants.

The preselection process can be expedited with technologies like chatbots, which can make prescreening much quicker and more efficient. That’s because successful prescreening involves questions about hard skills that often require only a “Yes”or “No” response from candidates (e.g., known languages, having a driver’s license). These can be adjusted to include or exclude certain candidates. These tools can also provide instant responses and answers to questions—from applicants and your team—at any time of day.

This phase of the recruitment cycle may also include screening and testing, which help build a picture of an individual’s cognitive abilities, their potential to learn, and their fitness for the role. Testing also helps reveal relevant technical skills, such as the ability to operate certain systems or machinery. The decision on which tests or screening methods are necessary will depend on the unique requirements of the role.

5. conducting interviews and background checks

Once all the necessary assessments have been completed and you have identified the most suitable applicants, you can conduct interviews, background and reference checks, and any other evaluations you feel are necessary. A recruitment partner can manage a large portion of the preselection and checking process, presenting your team with only the best-qualified candidates and a clear explanation of their qualifications. That way you need only to conduct final evaluations before your approval. Or, you may choose to retain certain steps in the preselection process—such as personal interviews—and outsource the rest as well.

Randstad is the world's largest talent company and a partner of choice for clients. We combine the latest HR technology, our people knowledge and experience to find the perfect matches for the roles available in your company.

As the world's largest HR services provider, we have an extensive global reach and an equally strong local presence. No matter where you are, we will provide you with the talent you need to achieve your goals.

No business can succeed without the right people and skills in its workforce. Therefore, it is vital to ensure that your recruitment process is tailored to help you find strong talent to support your company in achieving its goals.

Hiring the right people will set your organization on the path to success, but hiring the wrong person can expose you to all sorts of risks. The Society for  Human Resource Management (SHRM)  estimates that hiring a new employee takes an average of 42 days and costs $4,129, but all of that could be wasted if you make the wrong decision. 

These are the calculation formulas that can help you determine where you are

1. Time to Hire, you need to know the number of days in which you manage to hire: Formula: (total number of days / total number of hires)

Example: (100 days / 4 hires) = 25 days

2️. Total Cost of Hiring formula: (total recruitment cost / total number of hires)

Example: 15,000 / 4 = 3,750

Important details: announcements, recruiters, social media, commercials, billboards, etc.

3️. New Employee Retention Rate formula: (total number of new employee departures / total number of new hires) * 100

Example: (3 departures / 5 hires) * 100 = 60%

an improper fit

There are many other possible repercussions of ineffective recruitment, such as:

The financial and operational costs of inappropriate hiring: 

• Loss of productivity when you discover that the new employee cannot do the job to the required standard
• Disruption and low morale among existing employees
• Employer brand is affected by a high staff turnover rate

All of these are strong arguments why you should team up with an experienced recruitment company to minimize risks and make the right decisions.

Here are 4 other great benefits you could get if we become your partner to optimize your hiring practices:

legal compliance

There are various legal obligations involved in recruitment that you should be aware of to protect yourself from penalties that could seriously affect your business. Failure to comply with employment laws – whether deliberate or due to lack of awareness – can lead to fines and long-term reputational damage.

If you are a smaller company, chances are you don’t have the time or resources available to keep up with the latest developments in human resources and labor law. This can be particularly challenging if you operate in different geographic areas that have their own local rules and regulations.

Failure to comply with rules and regulations is a risk you can’t afford to take. That’s why it pays to work with a trusted partner who can provide you with the legal knowledge and expertise you need to operate in compliance and build strong, lasting relationships with your employees. 

We begin each relationship with our partners with a focus on getting to know your company, understanding your different needs and priorities. This allows us to build a detailed picture of your compliance posture, potential risks and the steps you can take to address them.

flexibility

Flexibility is a very important and valuable aspect for modern businesses. The traditional idea of working from 9 to 5, in an office, is no longer normal, especially in light of the COVID-19 pandemic, which has normalized the idea of working remotely.

When it comes to recruiting, adopting a flexible approach can lead to a number of important benefits for your company, such as the ability to scale your resources and become more efficient. If you work in an industry that is affected by seasonal trends, such as hospitality, retail or construction, you don't need the same number of staff throughout the year. 

You may also find that requirements fluctuate depending on the needs of your partners, economic trends, and the details of individual projects and contracts.

Partnering with a recruitment company makes flexible staffing much easier. We work closely with all of our clients to understand the different trends and patterns affecting their business to ensure they can acquire the talent they need, when they need it. We can also give you quick access to an extensive network of experienced talent, validated as professional experience, when you need to make quick hires.

time to focus on core business

Perhaps the biggest benefit of outsourcing your recruitment activities to an external partner, such as Randstad Romania - especially if you are a smaller company - is that it gives you more time to focus on the most important thing of all: managing your core business.

It's not uncommon for small and medium-sized business leaders to hold a wide range of roles. You might move from human resources manager to finance director to any number of other jobs, all in the course of a day.

This can become difficult when you are faced with the various complexities and demands of the recruitment process, without the time and specialist expertise needed to properly address them.

Being able to outsource essential tasks such as hiring, payroll, onboarding processes and development programs to a trusted partner, without fear of a drop in standards or failure to meet key goals, will make your life easier and less stressful. It will also help your business achieve its corporate goals. We follow a rigorous process to ensure we deliver the best possible results for each of our clients.

recruitment options offered by randstad

When you work with Randstad, your company leaders can be as involved as they want - whether they want to sit back and let our team handle the work, or whether they want to be more closely involved in every step of the process. Companies can outsource all or part of their recruitment functions to Randstad:

• recruiting permanent talent: we work closely to find, interview and vet a candidate to join the team permanently.
• temporary talent recruitment: Randstad hires, manages and pays the employee on your behalf. You pay Randstad a fee to access the services.
• Internal Services: We take care of your internal HR processes, handling everything from recruitment to onboarding and day-to-day workforce management. This solution is best suited for companies with a large number of flexible employees.
• Development programs /We provide you with various leadership development programs, focused on concrete business results, working with real situations of participants to develop their skills