What does the recruitment process entail?
Let's find out with Snowflair!
What is recruitment process? 😯
Recruiting is the foundation of the company
As we know, every company has its own recruiting team. I am sure that if you are on this page, you have at least interacted with recruiters in the past. Today, we would like to introduce what the main recruitment process entails!
The recruitment process refers to a series of steps that organizations will undertake to identify and attract qualified candidates for job openings. This process typically includes activities such as job posting, candidate sourcing, resume screening, interviewing, background checks/reference checks, and closing/offer negotiation. The aim of the recruitment process is to select the most suitable candidate who possesses the necessary skills, experience, and qualifications to perform the job effectively.
Let's examine each step in detail! 👍
Job Posting and candidate sourcing
Although job posting and candidate sourcing are distinct activities, they share the same objective: to locate the ideal candidate.
Job posting typically entails working with each hiring manager to determine the position requirements, then advertising the job on the company's career page and LinkedIn page.
Candidate sourcing is another effective method for identifying the perfect candidate, but recruiters must take proactive measures to seek out potential candidates. (At Snowflair, we also provide training and tutorial on how to source candidate with different methods! email me and learn more!)
Sourcing! 🔍
How to source?
As mentioned earlier, in recruiting, sourcing refers to the process of identifying and locating potential job candidates. In my opinion, sourcing is often a crucial part of the recruitment process and is typically carried out by recruiters or sourcers who specialize in identifying and engaging with potential candidates.
Currently, the most effective platform for candidate sourcing is LinkedIn. (We offer advanced sourcing training and 1:1 coaching sessions)
Before contacting the candidate, it's important to⚠️:
Position research and Prepare contact notes
Conduct Position Research - Gain a thorough understanding of the position requirements by consulting with the hiring manager and asking detailed questions.
Prepare Contact Notes - Don't underestimate the significance of contact notes! These notes are the first impression that the candidate will receive. (Ask Snowflair how to write a professional contact note!)
Engage and communicate with candidates 🔗
How to engage and pitch the candidates?
Utilize prepared notes and adapt them based on each candidate's individual background. Engage with candidates via phone calls and emails, provide job descriptions, and introduce the company and position while highlighting its benefits.
Alignment on: compensation; location and all other benefits at the beginning! Be courteous and professional, avoiding any false, inaccurate, or subjective information. Also, be cautious with written information, especially regarding sensitive or confidential details such as the compensation package.
Offering constructive feedback throughout the interview process to help candidates better prepare
Closing candidates 💪
How to close out a candidate?
There are usually two situations:
Farewell and Rejection: When writing a farewell email to a rejected candidate, it's important to express gratitude for their interest and time, maintain a positive tone and ensure they have a positive experience.
Offering a Candidate: When offering a candidate, it's important to be transparent, professional, and welcoming. The following steps can be taken to make an offer to a candidate:
Start with a positive tone: Begin by congratulating the candidate on their successful interview and expressing your enthusiasm for the opportunity to have them join your team.
Provide the details: Clearly outline the terms of the offer, including the job title, start date, salary, benefits, and any other relevant details.
Give the candidate time to consider: Allow the candidate time to review the offer and provide a deadline for their acceptance or rejection. (For me, usually from few days but also up to 2 weeks, depend on candidate situation.)
Be personal and provide contact information: Encourage the candidate to contact you if they have any questions or concerns by providing them with your contact information.
Follow up: After giving the offer, follow up with the candidate to ensure they received the offer and answer any questions they may have.
CONGRATS!! Lastly, once they join, make sure to maintain a good relationship with them and check in with them regularly. :)
Great insights into the recruiting process!
Looks good!