Economics/Business

Stages of recruitment process/15 stages Recruitment and Selection

Hiring new professionals who are qualified and compatible with a company’s culture and needs is always a challenge, isn’t it? Therefore, planning each of the stages of the Recruitment process is essential!

After all, it is through well-structured selection processes that HR and leaders are able to map and select the best talents to compose their staff.

In addition, when Recruitment and Selection has well-defined stages and is supported by effective methodologies, it is possible to fully focus on the candidates’ skills. This contributes to better signings and more diversity in the selection.

Thinking about helping you and your company to carry out well-structured and efficient processes, we prepared this complete content on the subject! Here, you will better understand the main steps of a selection process and how to put them into practice. Come on?

Discover the 15 stages of the People Recruitment Process

Carrying out a good selection process demands attention to detail, knowledge of the business context and a humanized approach.

Therefore, in addition to the basic steps of a selection, such as publicizing vacancies and conducting interviews, it is essential to plan the other actions involved in the evaluation of candidates. Next, check out the main ones!

1. Understand the company’s needs and expectations

The first step before carrying out any corporate action is to study the market context and the moment of the business. Thus, it will be possible to map the real needs of the company and understand which vacancies need to be opened, as well as the deadline and budget for the R&S.

In addition, it is essential to analyze the performance of the sector that the vacancies are destined for, as well as to know who makes up the team. In this way, the next steps will be carried out more fluidly, based on the routine and climate of the team in question.

Another important point to be discussed before opening vacancies is what are the expectations regarding the arrival of new professionals. After all, HR and leadership must be aligned as to why hiring and what results should be expected with the arrival of new people.

Finally, it must also be defined whether internal , external or mixed recruitment will be carried out. This choice will guide several stages of recruitment, mainly the advertising of vacancies and the application of tests.

2. Complete the job description

After defining the company’s needs and expectations for recruitment, it is necessary to carry out a detailed description of the vacancy.

For this, the job description must include what qualification is needed to apply for each opportunity, what are the main functions to be performed and what are the expected behavioral skills. In addition, it is interesting to inform the place and hours of work and what benefits are offered.

These definitions must be based on the organizational culture, company values ​​and the purpose of the team. With this, the chances of recruiting professionals compatible with expectations will be even greater.

3. Establish the competencies expected in candidates

This step takes place almost simultaneously with the job description. After all, from the first moment it is necessary to understand what skills and what level of professional maturity are necessary to occupy a certain position.

However, more specific definitions may emerge later, during contact with candidates. This is because perhaps some of those enrolled for the selection process have qualities that differentiate them from the others.

However, regardless of positive surprises during the selection process, the leadership must inform HR from the beginning what the expected competencies are. That is, what are the fundamental hard and soft skills for the role.

4. Advertise the vacancies

Now that all the characteristics of the vacancies have been established and a deadline and budget have been defined internally for the selection process, it is time to disclose the opportunities!

This is when investing in personalized attraction marketing is critical. This is because with a good communication strategy it is possible to reflect the company’s identity and attract candidates with a cultural fit.

In addition, by segmenting the disclosure and betting on different shooting vehicles, such as the career page , for example, your organization will reach a diverse audience more effectively.

For this, a great strategy is to make periodic publications on social networks, encourage sharing in communication channels and create a careers page on a recruitment platform.

5. Invest in recruitment platforms

Increasingly, processes in companies become more technological and automated. For recruitment and selection, there are already different platforms and intelligent mechanisms, which allow from the management of vacancies to the issuance of reports.

Therefore, investing in recruitment platforms can be a good way to optimize tasks and ensure selection agility. After all, they make it possible for all stages of the selection process to be carried out in a single space.

6. Screen resumes

Initial screening of CVs can be done in two different ways:

  • if your company has received a large number of applications, this analysis can happen in an automated way with the support of smart recruitment platforms;
  • however, if the number of applications is smaller or for very strategic positions, this process can be carried out manually by an HR professional.

It is necessary to remember that this is only the first step of the journey and it is necessary to be very careful when analyzing CVs. Therefore, to perform a more accurate screening, pay attention to the job description and leadership expectations.

7. Conduct the first interviews and dynamics

After screening resumes, it is essential to have a conversation with the people who apply. If the volume of applications is still large, there are two alternatives: bet on group dynamics or, if the volume is really significant, carry out logical tests to eliminate profiles.

It is common for companies to choose to conduct group interviews at this first moment. However, if it is more strategic for your organization, do not hesitate to propose individual conversations.

In this initial contact, it is important to align expectations regarding the filling of the position and introduce some more information about the company. In addition, seek to know who the candidates are and ask objective questions about their experiences and what they understand about the organization.

Also, if it makes sense, propose group dynamics or gamification . Thus, evaluators will be able to better understand how each candidate thinks and behaves.

8. Apply technical and general knowledge tests

From the initial contacts, it is possible that the recruiters already have in mind which profiles can be most compatible with the company.

However, it is necessary, in fact, to test the technical skills informed by the candidates. For this, technical or general knowledge tests can be applied in different formats.

For an administrative vacancy, for example, professionals may be asked to send a particular spreadsheet template. For a commercial opportunity, a sales process can be simulated.

9. Conduct behavioral tests

A very important aspect to observe in selection processes is the candidate’s behavioral profile. After all, from the understanding of how a person thinks and acts, it is possible to understand in which roles he will perform better and how compatible it is with the company’s culture.

Therefore, applying behavioral tests and predictive analysis is essential to ensure effectiveness in hiring based on data analysis and cross-referencing.

10. Direct finalists to the manager interview

One of the last steps of the selection process is to send the people selected as finalists for an interview with managers. At this point, the leadership will seek to know who were the candidates chosen by HR and identify which ones have skills and personality closest to the team.

11. Analyze candidates and make a decision as unbiased as possible

After all the stages of recruitment, it is time to choose which professionals will be hired. Here, HR and management must jointly analyze the potential of each person and reach a final decision on who will be part of the team.

At this stage, it is essential to monitor the results of each delivery and seek to have the least possible bias in the selection, an alternative may be to adopt the strategy of carrying out the recruitment blindly .

12. Offer feedback

At each stage of recruitment and selection, some candidates are eliminated from the selection process. Therefore, it is important that, regardless of approval, all registrants receive feedback at each stage of the process (positive or negative).

Especially when choosing to hire, it is essential to offer complete and constructive feedback to people who were not selected after the interview with managers. Thus, you not only take care of the image of the company itself, but show zeal for these professionals and help them to develop for future opportunities.

13. Carry out the hiring of approved

At this point, the selection process can almost be considered closed, right? However, it is still necessary to pay attention and plan for the hiring of approved people.

Normally, it is at this stage that the company’s Personnel Department is further ahead, taking care of more bureaucratic processes. It is also at this stage that the contract and portfolio are signed and information is collected for sending work accidents with sick leave, and unpaid leave for personal matters. In the latter case, the firm may cut the employee’s salary and other corporate benefits, for example.

14. Invest in effective onboarding

Onboarding is more of a development strategy than a step in the recruitment process. However, it is important to emphasize how onboarding practices are strategic for organizations, resulting in:

  • retaining talent;
  • turnover reduction ;
  • improvement in engagement.

In addition, the onboarding process is very important for the alignment of expectations, for the integration of teams and for the competitive differential itself. For this reason, it must be well planned and carried out in the best possible way.

15. Count on the support of those who understand the subject

Finally, there is an investment that can make all the difference in the quality of the stages of the Recruitment  process in your company. This is because choosing to have a company specialized in R&S can enhance the organization’s results.

After all, a team specialized in carrying out selection processes in different segments will have much broader knowledge and aimed at your business niche. With this support, it will be possible to explore the candidates’ full performance potential.

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