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7 Steps to Successful Recruitment

While many big companies have an HR department with a Recruitment and Staff Development team on site, smaller companies do recruiting within a small office setting.

Oftentimes the owner or a team manager takes on the duties of recruiting new talent. If you have never had to fill positions within a firm and are seeking ways to simplify the process, look at it as if it were simply seven steps to successful recruitment. Follow them in order and you’ll soon be an old pro at it.

1) Identify Positions You Need

The first thing you need to do is identify exactly what you are looking for in a new hire. What position will they be filling and what do you expect of that person. Be as specific as possible.

2) Write a Concise Job Description

Next on your list of recruitment ‘to do’s’ is to write a concise job description. Of course, you will need to make it as precise as possible but be short and to the point. Many people find that setting up a template in a document management program like Templafy helps tremendously. You can make a template and then simply change the description in key areas such as skills required, pay grade and even location if you have more than one job site that recruit could be hired for.

3) Location, Location, Location

Next, choose where you will be recruiting. Will you be attending job fairs once a year or will you be actively advertising in a local newspaper or at an online recruitment site. Just like in real estate, location is of vital importance. This is your direct supply route to new recruits so find the path that gives you the most direct route to viable candidates.

4) Begin the Interviewing Process

You notice it says ‘begin’ the interviewing process. Interviewing new talent is more than a love at first sight meeting! Go through your prospects by interviewing all of them. This is just the first stage where you will begin compiling your ‘B’ list.

5) Conduct Follow-ups

Narrow down your B list until you have only a few left on an ‘A’ list. It is at this point that the person who will actually be managing that recruit should conduct the third and final interview to ensure a good fit.

6) From Prospect to Candidate

Once you have chosen the candidate or candidates you want to hire, it’s time to offer a new hire orientation. Many companies hire more than one person at a time so that those who don’t make it through orientation will continue on as a valuable employee.

7) Analyze Metrics

What you will find most recruiting teams or HR departments doing at this point is an analysis of what they did on this recruitment go round. Measure your success. Did you find the right candidate or candidates for the positions you had open? Did you find that you had trouble with any of the previous steps? You can always refine your recruitment process later, but only if you can identify where you had problems. Either fix that broken step or eliminate it altogether!

The key to successful recruitment of new employees is finding a system that works for you and sticking to it every time you need one or two new staff members. This process is used by countless HR departments and found to be effective with just a few minor tweaks.