The process of finding and hiring the best-qualified candidate (from within or outside of an organization) for a job opening, in a timely and cost effective manner. The recruitment process includes analyzing the requirements of a job, attracting employees to that job, screening and selecting applicants, hiring, and integrating the new employee to the organization.
After the job description has been approved, the recruitment begins. Each organization has a different recruitment process, but it typically includes posting the job opening internally and externally. Jobs are posted on the organization's Internet site, Internet job boards, newspapers and industry professional organizations. Recruiting can also include representatives from the organization attending college and career fairs.
Candidates are selected to be interviewed based on their qualifications. Most employers will select several candidate's resumes that qualify for the position, and schedule those candidates for a basic phone interview. The interviewing process may include candidates taking assessments to evaluate their skills and personal characteristics as they relate to the job opening. From that group of candidates, the candidate pool is often narrowed to several candidates who will interview for the job opening by meeting hiring managers and other staff members at the organization.
After interviews are conducted, hiring managers and human resources personnel meet and select a candidate to offer the job to. The team carefully considers the candidates' qualifications, assessments and interviews to determine whom to offer the job. If hiring managers are not satisfied with any of the candidates, the recruiting process may start again. In most cases, the hiring team has the ability to select a candidate and a job offer is made. If the candidate declines the job offer, the recruiting process may start again.
When a candidate accepts the job offer, the induction process begins. Most organizations send the candidate a welcome package and employment contract to be signed and returned. A date for the new employee to start working for the organization is then determined.. After this information is received, applicable pre-employment screening, such as background and reference checking is completed. When all pre-employment information is verified and accepted, the candidate is informed and reports to the employer on the date and time selected. The new employee is then introduced to the organization.
It's all about digital
When LinkedIn and online job applications first began to gain traction, they were seen as supplements to the traditional paper résumé and in-person interview. Today, the world of recruiting has gone nearly 100-percent digital. We see recruiting and talent acquisition tools like LinkedIn, Glass Door, Monster, Indeed, Smart Recruiters and Zip Recruiter leading the recruitment industry.
"From the résumé to the search to the interview, we're moving toward a digital hiring model," said Bob Myhal, director of digital marketing at CBC Advertising and former CEO of NextHire. "Résumés will be displaced by constantly evolving representations of individual experiences, skills and aptitudes that exist purely in the digital realm. Innovative tools that use social media, big data and other technologies to give tremendous insight into individual job seekers will [be] the primary screening method."
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