Recruitment refers to the process of hiring a new employee. It can be a challenging task to choose the right employee for your business, but with a well-established recruitment process you increase the chances of hiring the most suited individual for your business.
The recruitment process refers to:
- Identifying and creating a position description in consideration of role and company need.
- Drafting and advertising a job advertisement/descriptor.
- Reviewing applications.
- Conducting phone screening/ interviews.
- Interviewing eligible candidates.
- Reviewing and selecting favourable candidates.
- Informing the unsuccessful candidates.
- Conducting reference checks.
- Letter of offer administered to the chosen candidate.
- Pre-employment documentation sent, received, and completed by the candidate (inclusive of employment agreement).
There are several types of recruitment that define where a position is advertised or how the new hire is sourced. The following are the most common types:
- Internal recruiting – When a position is advertised internally within a company and the position is filled with an existing employee. The downfall to internal recruiting is that in promoting or repositioning an existing employee another position remains to be filled. Opposingly it can increase staff retention through opportunities of growth. It is recommended that a formal recruitment process takes place to reduce discrimination within the workplace.
- External Recruiting – Is the process of advertising and searching to fill a position outside of the current company pool of candidates, usually placed within an online or printed job agency. This can be conducted by a staffing/recruitment agency that receives applications and selects the most favourable applicants. External recruiting increases the quality of candidates and likelihood of being adequately qualified and experienced within the role. Opposingly, it is a time consuming and costly process, as the new employee will require training in company procedures, processes, and tasks.
- Contingency or Retained Recruiting – Hiring a third-party agency to undertake the recruitment process on behalf of your business. A retained recruitment requires a fee to be paid upfront prior to the position being filled, with the remainder of fee being paid upon completion; whereas a contingency recruitment conducts the work and asks for a one off payment upon finding the business a new hire.
The recruitment process can become an ineffective and costly process if conducted incorrectly. Assurance HR Management assist many businesses with third party recruitment, relieving the stress of advertising, candidate interviewing and selection, and the pre-employment, onboarding and induction processes. Contact us today on 1800 577 515 to discuss an effective HR framework that addresses your business specific needs.