HR Recruitment Process
A typical HR Recruit recruitment process
1. Client Meeting
Shape the process, determine the priorities
Understand the unique challenges facing the organisation. Understand the role, the company culture and structure. Determine the skills, knowledge, abilities and personality traits required. Discuss remuneration, establish timescales and agree project plan.
2. Job Specification
Articulating the position and candidate specification.
Collaborate with client to build a formal role brief. Identify role responsibilities, objectives, performance expectations, reporting line, working relationships, preferred experience, core competencies and personal attributes required to ensure success.
3. Determining Search Strategy
Research / Headhunt / Advertise / Database
Perform targeted research into companies and candidates. Access and examine internal and external databases, online resources and industry contacts. Consider advertising in trade press. Create a list of target candidates and determine the best means of approaching each individual.
4. Attract & Assess
Approach candidates and qualify their suitability
Contact candidates with the opportunity and screen individuals against the job specification to evaluate suitability. Assess the individual’s interest in the position. Where a match is identified, invite candidates to an interview. Review the list of pre-qualified candidates along with the search criteria. If required, generate additional candidates using revised criteria.
5. Shortlist Interview / Profiling & Referencing
Assess and verify a candidate’s suitability
Evaluate and screen candidates against the job specification through in-depth interviews. Where possible, conduct preliminary reference checks to validate the past performance and where appropriate engage experienced personality profiling partners. Candidate confidentiality is maintained when required by an individual’s circumstances.
6. Shortlist Presentation
Identify the best candidates
Present a candidate profile for each candidate noting their academic credentials and career history. Each profile also includes an assessment of the individual’s strengths, weaknesses and appropriateness for the role. Client selects a shortlist of four to six strong contenders to meet.
7. Client Interview Process
Facilitate an efficient recriutment process
Client-candidate meetings are scheduled. Successful candidates move on to additional rounds of interviews, often broader in reach and deeper in scope. The client interview process often crystallises search criteria and priorities. If required, new candidates may be identified at this time.
8. Offer, Resignation & Candidate Search
Complete the search
The client selects the preferred candidate. The search consultant works closely with both the client and candidate to negotiate a remuneration package. The search consultant maintains regular communication with the candidate once the search is closed to ensure a smooth transition and a successful fit in the new organisation.