1.

Identifying the Hiring Needs

Whether a job opening is newly formed or just vacated, you cannot find what you need if you
don’t know what you need in the first place. So, your recruitment process should start with
identifying the vacancies that exist followed by analyzing the job specifications including the
knowledge, skills and experience needed for the role. Here’s how you can determine your
hiring needs:

• Figure out where the gaps are in your current team. Check if you have new needs in
terms of ability, performance or personality. Ask yourself if you need someone to take
care of something that is not being addressed currently. This will tell you that there is
a hiring need.
• Keep a track of input versus output when it comes to your team. See if there is an
increase in workload that needs to be addressed by hiring.
• Regularly analyse performance and make a list of missing qualities, qualifications,
skills and proficiencies that you need to add to your team. This can also signal
towards hiring needs.
• Be mindful of existing employees leaving. This is definitely when you will have a
hiring need.

Every time you recognize that there is indeed a hiring need, act before it becomes a pressing
matter.

The recruitment process starts off with recruitment planning that involves analyzing and
describing job specifications, qualifications, experience, and skills required to fill the open
positions.

If the recruitment plan is not well-structured, it may fail to attract potential employees from a
pool of candidates.

Factors That Influence Recruitment

• Size of the organization
• Salary structure
• Work culture and working condition within the organization
• The growth rate of the organization
• The current state of employment in the economy

Setting up the Best Recruitment Team

A strong recruitment team ensures a strong recruitment process. The team’s role in the
recruitment process is crucial because one wrong decision can affect the productivity of the
entire workforce.

The best recruitment team should be able to:

• Clearly identify the job vacancy and define the qualities of an ideal candidate.
 • Write a clear job description to enable candidates to understand the job and to assess
whether they are the right fit.
• Create an outline detailing the qualities needed in an ideal candidate, which will also
help later during the candidate selection process.

2. Preparing the Job Description

Once you know exactly what you need in terms of knowledge, skills and experience, it is
time to determine the duties and responsibilities of the job. Preparing a comprehensive job
description (JD) will help you know what your potential employees must have in order to
meet the demands of the role. More importantly, it provides your prospects with a checklist
or a list that they can compare themselves to before applying. It is a tool to ensure that you
get applications from the right candidates (hopefully).

A job description must include all of the following and can be as comprehensive as you want:

Title

Duties & Responsibilities

Qualification & Skills

Location

Compensation, Perks & Benefits

Checklist to Crafting the Perfect Job
Description
 • Company Name & Description
• Core Values
• Benefits Offered
• Location
• Job Title
• Department
• Industry Pay
• Description of Duties
• Demand (specific skill set, knowledge, experience or training required for
the job)
• Qualities that are nice to have and would be an added advantage
• A conversational CTA

PS: This is a comprehensive checklist that you can customize to suit the unique recruitment
needs of your organization.

Do’s and Don’ts of Writing a Perfect Job

Description
Do’s Don’ts

• Personalize • Don’t use big chunks of text

• Be specific • Don’t use jargons or metaphors
• Use the right keywords • Don’t sugarcoat the challenging aspects – great c
• Use bullets to break the monotony
• Keep the tone conversational
• Provide details when you can

Knowing what goes into making an excellent job description is one thing and creating a great
job description is another. So, check out this quick cheat sheet that contains 12 outstanding
examples of job descriptions to draw inspiration from!
3. Talent Search
Identifying the right talent, attracting them and motivating them to apply are the most
important aspects of the recruitment process. The job listing should be advertised internally to
generate referrals as well as externally on popular social networking sites and preferred job
boards. Recruiters can also conduct job fairs and promote openings in leading industry
publications to cast a wider net. Broadly, there are two sources of recruitment that can be
tapped for a talent search:
Internal Sources of Recruitment
When recruiters use internal sources for recruitment, it works to motivate the existing
employees to be more productive and maximizes their job satisfaction and sense of security.
Recruiting through internal sources also reduces the attrition rate along with cost and effort.

Transfer
The recruiter can fill a vacancy in a different location without any changes in the job role,
status, or salary of the employee by transferring a suitable candidate from within the
organization.

Promotion
A vacancy can also be filled by offering a high performing employee to take over a senior
position within the organization for handling additional responsibilities along with a raise.
Promotions motivate employees to perform better and also reduce the attrition rate.

Demotion
Depending on the performance of the employees, sometimes the management has to take the
decision of lowering the position of underperformers. These employees then become a source
for filling the lower positions.
Existing Employees
The employees of your organization can spread the word and create a buzz on their social
media accounts to help you fill your vacancies. Have an employee referral program where
employees are incentivized for bringing in suitable candidates can also help accelerate the
recruitment process.

Retired Employees
In case of an emergency or a mission-critical project, retired employees can also be called in
to fill a position for a short period till an appropriate candidate is found.

Previous Applicants
Keeping applicants on file who have previously applied and didn't make the cut the first time
around makes for a resourceful database. They can be reached out to when matching
positions open up.
External Sources of Recruitment
Recruiting through external sources offers a much wider scope for selection from a big
number of qualified candidates. The process moves much faster even for bulk requirements
while eliminating the chances of partiality or biases.

Advertisements
Advertisements help recruiters build a solid brand identity that attracts efficient manpower.
You can go with the traditional approach by using print media or use digital media for better
results at a reduced cost.

Job Portals
With the growing use of the internet, job portals have come to play a crucial role in
connecting companies with candidates. These portals are a preferred platform for jobseekers
looking for better career prospects so they make an excellent source for recruiters to tap the
top industry talent.

Company’s Careers Site

A mobile-friendly, branded careers site that conveys your work culture and integrates with
the company’s social profiles not only makes it easier for your potential employees to apply
but also attracts top industry talent with a professional theme, attractive headers, compelling
content and engaging employee videos. An ATS-integrated careers site also eliminates the
hassles of manual job postings while improving the candidate experience dramatically with a
customizable application process.

Social Networking Platforms

Social networking sites are the place to find the most qualified, potential recruits and as a
recruiter you would not want to miss out on this massive pool of talent. With a combined user
base of 535 million, LinkedIn, Facebook and Twitter offer you a perfect opportunity to end
up with highly skilled and efficient candidates for your company.

Placement Agencies
Placement agencies are a perfect solution for those hard-to-fill vacancies that often demand a
lot of time, effort and resources. These agencies employ various tools and techniques to find
top talent for your company faster, at a reduced cost.

Job Fairs
Job fairs are a one-stop public event offering easy access to a large pool of talent for bulk
requirements. They bring you an opportunity to create brand awareness without having to
advertise and you also get to network with other similar corporations while saving a lot of
time and money.

Campus Placements
Campus placements are a quick and inexpensive way to find suitable candidates, who are
competent, energetic, enthusiastic and most importantly interested in working for you.

Professional Bodies
Professional management bodies like Institute of Company Secretary, All India Management
Association, Indian Medical Association, Institute of Chartered Accountants, Institution of
Engineers, etc. maintain an up-to-date database of trained and qualified professionals in their
respective fields and make a great resource for tapping top industry talent.
4. Screening and Shortlisting

A survey of recruiters revealed that while 46% struggle to attract top talent in the current
candidate-driven market, 52% confirmed that the most challenging part of hiring was
identifying the right candidates from a large pool of applicants.

In order to move forward with the recruitment process, you need to screen and shortlist
applicants efficiently and accurately. This is where the recruitment process gets difficult and
challenging. You can resolve this recruitment bottleneck by following these four steps:
Steps to Effectively Screen or Shortlist
Candidates
1. Screen applications on the basis of minimum qualifications.
2. Next, sort resumes that have the preferred credentials by looking at their
certifications, relevant experience, domain expertise, technical competencies and
other specific skills that are required for the role.
3. Then, shortlist candidates who have both the preferred credentials and the minimum
qualifications.
4. Finally, flag any concerns or queries in the resume so they can be clarified during the
interview.

No wonder, the most arduous task of the recruitment process is reviewing resumes.
Fortunately, you can make this complicated, time-consuming task a total breeze with an
applicant tracking system that is designed to screen resumes in a jiffy. Using an ATS will
ensure that you have an unbiased, objective filter that will smartly wade through the sea of
resumes to narrow down your talent pool in no time!
5. Interviewing
The shortlisted applications will now move through the interview process prior to receiving
an offer letter or a rejection note. Depending on the size of the hiring team and their unique
recruitment needs, several interviews may be scheduled for every candidate.
Telephonic Screening/Video Interviewing
This is a quick, easy and convenient way to screen candidates and their capabilities. The
telephonic or video interview is also your first opportunity to leave a lasting first impression
on your potential employees. So, while you need to keep your very first interview short, make
sure you also take the time to screen them against the knowledge, skills and experience
mentioned in your job description, so you can eliminate the irrelevant profiles first.

Jobsoid’s video interviews allow recruiters to streamline the initial screening process by
eliminating the need for phone calls and narrowing down the number of on-site interviews.
Get started with a Free Trial today!

Video Interviews

Psychometric Testing
This is a very crucial step of the selection process because the information revealed from this
assessment will help you know if your potential employees will perform and stay productive
in the long haul. This screening is absolutely unbiased yet an important eliminator that
efficiently identifies the right fit for any job. Psychometric tests can be your reference model
for any given position because these tests specify the complete personality profile, behavior,
flexibility, aptitude, creativity, communication and problem-solving skills that are required to
perform in a given position.

Face-to-Face Interviewing
Personal interviews can last longer because this is the last step before the recruiter does a
final evaluation and makes the job offer. Final interviews may be conducted by the top
management and are typically extended to a very small pool of standout candidates. The final
choice should be agreed upon at this stage along with a backup candidate selection.
Interview Tips
• Interviews are a two-way process. During the process, the potential candidate also
assesses whether your company is the right fit or not. So, be courteous, respectful and
sell the benefits of the job role and the organization.
• Prepare questions that give you deep insights into every job applicant’s professional
background to assess whether they might be a good fit for your open role.
• Refrain from asking abstract questions to check your candidate’s reaction; Rather, keep
your questions relevant to the role.

6. Evaluation and Offer of Employment

This is the final stage of the recruitment process. You should never take it for granted that the
candidate will accept your offer. However, if your candidate has patiently completed all the
paperwork and waited through the selection process, the odds of accepting the offer are high.
Things you Should do Once you Zero in on a
Candidate
The recruitment process is not easy, so if you have a structured format to follow, you wind up
with more time to stay focused on finding the right fit for your business.

Checking the References

Once the final selection for a position is done, it is time to check the candidate’s professional
references and verify all the employment details. If you find that everything is in order, it is
time to draft your employment contract and make the offer.

Making the Job Offer

The offer letter should include everything from the start date and the conditions of
employment to the work hours and the compensation while ensuring that every detail is clear
and unambiguous.

Onboarding
Every new hire feels awkward at first, but you can win some really good loyalty points here
by putting in some extra effort and helping your new hire settle in. Instead of just showing
them around the office and making sure all the essential supplies are handy, make them feel
welcome by making special arrangements for lunch and getting colleagues to talk about non-
work stuff.

Evaluation and Optimization of the Recruitment Process

Given the considerable amount of time, effort, cost and resources involved in the recruitment
process, evaluation becomes imperative. While it may not be humanely possible for you to
stay on top of everything at every stage of the recruitment process, having an ATS with real-
time dashboards and analytics reporting will keep you organized with all your mission-
critical data. Recruiting metrics reveal valuable insights into how well your recruitment
process is working and also help you identify areas of improvement.
7. Introduction and Induction of the New
Employee
When applicants accept the job offer, they officially become the employees of the company.
The joining date and time is communicated to the employee. Once that’s done, pre-
employment screening that includes reference and background checks are conducted. Once
the verification is done, the employees are then introduced to the organization. The induction
process of the employees then begins. During the induction process, a welcome kit is usually
given to the new employees, and then the employment contract is signed.