Recruitment Management

Recruitment management is a process of hiring the right candidate for a job post in an organization/company. As securing a job is not easy for a candidate, recruitment in HRM is also not an easy task for a recruitment manager. Recruitment and selection are not just limited to choosing a candidate, instead, it also includes posting ads for the job post, going through the application form, and then conducting interviews to choose the perfect candidate.   There are multiple types of recruitment processes depending upon the organization’s set of rules. We will discuss all those recruitment types in brief detail as well as some hiring process steps, so keep reading to gain some useful information.

Recruitment management consists of several processes and multiple stages of screening and choosing the exact match candidate according to a job description. Stages of recruitment involve posting job ads, screening and critical analyzing all the job applications, and then interviewing the right person to see his credibility and confidence which is then followed by actual hiring of the candidate. To ensure the ideal working and efficient productivity of an organization, recruitment managers need to check and make a critical analysis of the applications of the willing candidate for the job post. There are different stages of choosing the right person and these stages depend upon the organization’s type and category. To ensure efficiency, the hiring process is divided into multiple sections and each section is analyzed and worked upon with keen care and critics. All the steps involved in the sectioning for choosing the right candidate are listed below in a brief manner:

This process includes self-screening.  Self-screening means checking your requirements and expectations from an ideal candidate. Check on what you require for the job, and what kind of job description will result in an ideal candidate. This part is necessary otherwise, you will end up praying and hoping to get a good candidate by luck. That is why you must make a self-check to have an idea about your needs. So, it is always good to analyze and spend some quality time on yourself before start looking for a person. 

A person who can complete the job requirements on the time and has good communication skills, praiseworthy management, and leadership qualities is often considered an ideal candidate for any job position. But multiple job positions require different types of characteristics. For example, some jobs require remote work of the employee. In such a case you will have to check for that candidate that is willing to work remotely on multiple worksites and have a good experience of work management in that regard. That is why you must make a self-check on yourself to see your requirements and then move to the step of attracting the perfect talent to your organization. 

After checking all these suitable candidate requirements, you can go for the advertisement and run campaigns for the open job post. 

Attracting the perfect talent towards the job post means mentioning the exact traits you expect from the willing job candidate. By clearly mentioning the job requirements you can attract the perfect talent towards your organization that will do wonders to the organization. Other than these, find multiple strategies to look for talent on multiple platforms, like the internet world, social media, public crowded places with a good literacy rate, etc. By doing so, you can have more exposure to talented people out there in the world, and in this way, you can attract a suitable match.  We recommend that you choose multiple platforms like LinkedIn hiring feature to have a better and faster application process.

This process includes checking your click rate of the posted jobs. If you think that you are facing a much longer time in the selection process which is less efficient in some cases, then in this case have a look at the click rates to see the reach of people on your advertisement. Check and make a stat on how much time it will take for a candidate to see, analyze, and file an application to the job. Then analyze that which part of the job application is the most time-consuming and see if you have made extremely exceptional requirements. Make sure that you stay within the possible limits because not everyone in the world is a Wizard in everything you require. Allow some flexibility to make the procedure less time-consuming and increase the click rate. Click rates are often rendered as conversion rates also, but the literal meaning is the same.

After successfully going through all the advertisement applications and checking the conversion rates, proceed towards the screening applications. If you think that you have had received enough applications and now you can start screening the application, then stop the advertisements and start looking for a perfect candidate.

 

There will be many applications of the willing candidate but all of them will not be eligible for the job. Hence you must be very careful so that you do not waste the time by choosing the wrong candidate. Other than that, there will be many hidden talents as well in the application. Therefore, each form will take a lot of focus and time for its screening. 

We recommend that you make a list of your requirements and formulate a criterion for the perfect candidate. Try to mention the most compulsory traits on the top of the criteria list. Make sections about the expected feature of the candidate and then start screening the application according to the set criteria.  Initiate the screening process and reject those applications which do not meet the necessary criteria. Keep in mind that, this criteria list must not be made public. Otherwise, you will end up getting wrong and manipulated applications that will be written like they are perfectly eligible for the job post. Continuing our screening procedure, reject those applications which are useless and do not meet the criteria. You’ll be left with a few numbers of applications in this way. Make a deep analysis on those forms, check the experience of the person, see the traits and other necessary stuff. Then choose the candidate who you think must be interviewed for the job post. 

This process is the most important in candidate selection. Here you will have to critically analyze the behavior of the candidate. An interviewing committee must be formulated and each person in that committee will be responsible to check for a specific trait in the candidate. For example, a psychiatrist can observe the nature of the candidate and see if he is ideal or not w.r.t the job description. Similarly, an experienced person can check if the candidate truly can fulfill the job requirements and manage the daily tasks. Check for the confidence of the candidate and ask him what difference he made in his previous work life, and why he wants to work in this organization. This section will involve the head-to-toe screening for ideal candidate selection. 

Check for the references which candidate attached with the final selection form. Make sure that these are legible and are not made up. Ask the referee about the personal habits of the candidate and his behavior towards workload. Assure the traits which the candidate has narrated in his job application letter. Make yourself satisfies with the vague confusions in your mind. If you have more than one successfully interviewed candidate for a job post of a single person, then all your selection will depend upon the referee’s detail he gave about the candidate. Make sure that you do not end up hurting the feelings of the candidate by asking about his personal life. After the deep analysis, choose the ideal one and inform him about the selection. 

Warmly inform the hired person about the selection you made. Make sure that you congratulate them, welcome them, and with the best of luck. Such warm welcomes will motivate the chosen candidate to show his best output and this way he can do wonders for your organization.  Make the necessary paperwork for record purposes, define a proper timetable for the candidate. We will recommend that you provide a month of training to the candidate in which he will not be evaluated for his tasks. Once he becomes aware of his duties and tasks, then he will be able to do the job more efficiently.

By following all these mentioned steps, we assure you that you will have a better selection process in HRM that will help you improve the management as well. 

A recruitment manager oversees the work of hiring the perfect candidate for the open job post. A recruitment manager is responsible to go through all the above-mentioned steps. For example, advertising the open vacancy, job post, interviewing the suitable candidate, and then hiring. All these tasks are a daily work of a recruitment manager. A recruiter is answerable in front of the HR recruitment department head.  He plays a great role in the job hiring process. All kinds of organizations have recruitment managers working in them, and there are recruitment firms in each organization. Below are listed some duties of a recruitment manager:

There are many more duties of a recruitment manager, but these all sum up the actual work expected from a recruiter. 

Recruitment consists of multiple tools. These tools differ based on their usage and need. Below are mentioned some useful recruitment tools applicated in an HRM department:

1. Job advertisers

2. Tests and assessments

3. Artificial intelligence and automation tools

4. Application tracker

5. Recruitment helper

6. Interviewing tools.

Multiple organizations use these tools to simplify the recruitment process. There are multiple other tools as well that will help you to organize your recruitment working tasks in a better appealing way. 

If we conclude this discussion in a few words, we can say that recruitment management is the screening of job applications for the selection of a perfect candidate. We can also refer to it as candidate management in a broader way. Multiple stages of recruitment involve advertising your requirements about the vacant seat, making interviews, screening applications, and choosing the right candidate for the vacant seat. All these tasks are done under the supervision of a recruitment manager with efficiency. 

A recruitment manager can use multiple tools to evaluate the applications and conduct interviews with the competing candidates. As securing a seat in an organization is not easy for a candidate, similarly, it is also not easy for a recruitment manager to find the ideal candidate among thousands of applications. If you like our content, then make sure you share it with your family and friends as well who are finding it difficult to understand a recruitment management process. We are always up for suggestions and ideas, so type them out in the comments. Head to our website to get some amazing and useful daily life content.

Check the following Recruitment templates for your reference: