Steps Involved in the Recruitment Process
Hiring the right employee for the right job is a challenging task and will be cumbersome if not dealt efficiently. Recruiting a wrong employee can prove expensive and become costly to your work environment. More importantly, all the time and efforts involved will go in vain. On the other hand, hiring the right employee will not only be counter-productive to any company but will also enhance your work culture. Let’s see the ideal recruitment process involved in hiring a new employee.
Consider the right persons for hiring decisions:
Persons responsible for hiring decisions will be the key to any organization. Depending on the size and various verticals of your company, consider having the appropriate number of people to handle hiring decisions. The primary objective of these members should represent the best interests of the company and thoroughly understand the position you are trying to fill.
Precise Job Description:
Ensure that the description of the job is exactly replicating what you are looking out for. You will attract the best candidates when you have an excellent job description. Key areas to cover while writing an effective job description should be the job title, department, who the resource will report to, goals and objectives, expectations and responsibilities, academic skills, learning curve, salary, benefits and company culture. A perfect job description will make candidates feel good while applying for the job and will also give clarity on the kind of resource you’re looking for.
Make sure your job advert is not confined to just one place. Instead, try placing it in number of platforms that will eventually increase the number of prospects and will give you more options in finding the suitable candidate. Some of the best places to have your job advert would be on the company’s website, social media, dedicated job sites and local job centers. Try to acknowledge the applicant once you receive an application, it is not a bad idea to have an automation process in place for sending automated replies.
Shortlist the applicants and conduct interviews:
Once you have the resumes in hand, shortlist the right CV’s and ensure that you do not discriminate during the recruitment process. The discrimination factors could be age, gender, religion, region, disability or marital status. Conduct interviews for the selected candidatures that is feasible to both of you. Ideally, a face-to-face interview will help understand the person better, else you may opt for video call or just a telephonic interview. Make sure you are asking the right questions and observe the candidate closely if he/she is efficient enough to handle the job you are looking for. On an average basis, an interview could last for about 30-40 minutes but there is no rule to adhere. Do not hesitate to call for another round if you still have an iota of doubt in selecting the right candidate. Remember, if you make a wrong decision, you will have to bear the repercussions.
Check references and release the job offer:
It is always better to check references before releasing the job offer. Though most of the companies do not follow this protocol, it makes more sense to keep a check on the references, especially, when you try to fill in positions for key roles. By doing this, you will have more visibility on the character and attitude of the person.
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The company, headquartered in Plainsboro, New Jersey (US), with offices in India, Singapore, Sydney, deploys a global delivery model and deep domain expertise originating in the Trader Voice and Financial sector, with a focus on transforming traditional PBX to SIP-based telecommunications services.
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