People are the most valuable asset of a business. They determine the success of a company. Therefore, in order to have a high-performance team, it is essential that the recruitment process be effective.
The company’s recruitment strategy must be properly aligned and planned to carry out a successful hiring. Therefore, the objectives must be well-defined and the steps properly structured.
Once the company manages to manage this process efficiently, the ideal professionals will be hired, consequently increasing the organization’s productivity and performance.
Keep reading to learn more about what it is, what the steps are, and why a structured recruiting process is important.
What is the recruitment process?
The recruitment process is responsible for attracting and identifying qualified candidates for a specific vacancy in the company.
Its objective is to hire professionals with the necessary skills and competencies to occupy the position and the profile aligned with the company’s culture. Therefore, it is important for the company to develop a strategic plan to ensure its effectiveness.
In addition, this process can be carried out internally by the organization’s HR sector or by a company specializing in recruitment.
Thus, it is essential that the recruitment process is structured and has a series of clear and defined steps for effective hiring.
What are the stages of the process?
Establishing a recruiting workflow is extremely important to the effectiveness of the process. Thus, the alignment of the steps should be the first part in planning to increase productivity and, finally, select the ideal candidate for the vacancy.
1. Identify needs within the company
When a company is growing or changing, activities tend to increase, and new demands may arise. Because of this, the first part of the process should be to identify which areas and positions in the company have a need for personnel.
2. Decide recruitment model
After selecting the positions to be filled, the company must define which type of recruitment model will be implemented. The process can be carried out internally by the HR team or with the help of a third-party company.
3. Define the job profile and scope
One of the most important stages of recruitment is defining the profile and skills required for the vacancy. That is, define the level, skills, and knowledge of the desired professional. Likewise, the functions and responsibilities of the new employee are also identified and aligned in this step.
4. Talent attraction
After aligning the profile, the next step is the search for qualified talent. It is important to publish the vacancy through job sites, on the company’s own website, or even on social networks such as LinkedIn. To do this, the description should be clear and structured and include all the necessary job information. Additionally, the search can also be carried out organically or using internal sources to fill the position.
5. Screening CVs
Before starting the selection process, the screening stage is responsible for evaluating the candidates’ CVs. In this way, it is possible to determine whether the candidate’s profile is aligned with the job description and the company’s culture. Some points to analyze include the training, skills and abilities, experience, and expectations of the professional.
6. Selection process
The selection process is essential to determine the ideal candidate for the vacancy. As such, in-depth assessments are essential to get more information about candidates and compare their skills and knowledge. This step may include tests and assessments, face-to-face or online interviews, and case studies.
Creating a good candidate experience during the recruitment process is extremely critical to hiring the best talent and strengthening the company’s employer branding. Therefore, sending feedback, whether positive or negative, to candidates during the process contributes to its effectiveness.
After the decision, the next step in the process is to hire the selected candidate. In this part, the company makes a job offer, both sides agree on the terms, and, finally, gather the signatures of the contract. It is also important to align relevant information such as salary, benefits, working hours, etc.
Finally, the last stage of the recruitment process is the definition of a strategy for integrating the professional into the company. Onboarding should include team and organization introductions, training, and other onboarding activities. With this process, the new member will feel motivated and prepared to work in the company.
Why is a structured recruitment process important?
In addition to facilitating the search for the ideal candidate, a well-defined recruitment process can bring numerous benefits to the company. Therefore, defining and structuring the stages of the process is essential for a successful hiring.
Hiring highly qualified professionals directly contributes to teams becoming more productive, more engaged, and achieving better results for the company. In addition, reducing the turnover rate, strengthening the culture and improving the employer branding are other advantages that this process can bring.
In addition, a bad contract can cause high financial losses and result in loss of time and productivity. Not to mention the negative impacts that candidate dissatisfaction can have on brand image.
In summary, creating an effective process can avoid these problems and help identify candidates who are aligned with the needs of the job and the culture of the company as a whole.
The recruitment process is not simple and requires a high level of experience and resources to put together an efficient strategy. With this, Pacifica Continental offers recruitment solutions and consultancy to strategically select the best and most suitable professionals for your company. Check out our Specialized Recruitment solution to increase productivity and drive your business growth.
Written by Maria Eduarda Magalhães