Recruitment process makes or breaks any organisations. If you are an aspiring or experienced human resource professional,then grab these concepts to sharpen your skills.
Table of Contents
What is recruitment ?
Recruitment makes any organisation stronger or weaker than others by all means. In other words , we can say Recruitment starts from planning of hiring of manpower to till on boarding of an employee in an organisation in an cost effective manner. Now a days in this highly competing age,finding a most suitable talent is most crucial thing on the planet for your company.
What is recruitment process full Cycle?
“Full Life Cycle Recruiting” is a term used for a complete process of recruitment, from start to finish. Full Life Cycle Recruiting encompasses different recruiting stages. It starts when a need for a new employee rises and ends up with a new employee on-boarding.
Some companies make it 5 ,6 or 7 stages based on their company guidelines. Here we will be discussing 7 stages of recruitment life cycle.
The 7 stages of recruitment process is discussed below. Employers that want to attract the best and brightest need to ensure their process is running at peak efficiency. To do that, you need to break down the different recruitment stages and optimize for each.
There are several options based on your level of need, frequency of hiring, complexity of process, etc… You can outsource the process to a consultant, you can hire an experienced Talent Acquisition leader, or you can just implement some basic internal structures on your own with your current team. You can outsource to us. https://sadangiconsultancy.com/
1. Identifying Job Requirement :
This is the first stage of any recruitment life cycle. Before posting an ad vacancy to any of the media ,company must identify following parameters to make the first stage better :
- Positions for which hiring will happen
- What are key roles & responsibilities for that position
- Find out KSA (i.e. knowledge ,Skills & Abilities ) for this position
2. Preparing job Description & Job Specifications :
After identifying your first stage ,you have knowledge on job requirement. Here comes the second stage of recruitment.
In this stage you will formulate & document all the responsibilities,Knowledge,skills ,Experience , Qualifications in your job description (JD ) or Specification sheet as per company guidelines.
This sheet will also include who will be reporting supervisors,working hours of that position in details. once JD is completed ,congratulations you are just half mile away to fill that vacancy.
3. Advertising the vacant positions :
In this stage you need to think strategically & effectively where to advertise your company’s vacant positions so that you will attract best resources for that position.
It can be done in several ways like either by posting jobs in different job portals , news paper etc or by internal employee referral Program.
4. Attracting candidates to apply for the job :
According to survey, efficiency of company increases by 7x times if best fit employee works according to their position.
Lets take an example of Mechanic of two wheeler position.
CASE A:
We attracted and hired Ramu who has already worked as a two wheeler mechanic for 3 years in an organisation.
CASE B :
We hired Shyam who does not have previous experience of mechanic.
Out of Ramu and Shyam which one you think can do the work faster and error free way ? obviously Ramu . Because he has prior experience and skills to perform the work faster & better.
We are able to hire Ramu because he has applied to this mechanic vacancy either any of the job portals that we have advertised or through our employee referrals.
Now you must have understood how important is to attract best candidates for vacant position.
5. Managing job applications :
After you have posted job in all portals ,so many interested candidates must have applied for the job.We call it as job applications.
Job applications has to be updated somewhere in database as per your company guidelines. After that comes findings the best candidates from the all job applications.
6. Scrutinizing job applications :
Here comes the skilled part from recruiter’s perspective. Best skilled recruiter finds out best suited job applications out of applied candidates . It can be based on experience, skill set , knowledge etc.
7. Shortlisting job applications :
Once recruiter has scrutinized the applications based on JD, best suited candidates are lined up for interview. Candidates are generally informed about interview via call or through mail.
Full cycle recruitment Synonyms :
Full Life Cycle Recruiting is also known as:
- Life cycle recruiting
- Full cycle recruitment
- Full cycle staffing
- Full circle recruiting
- Recruitment life cycle
- 360 recruitment cycle
- 360 recruitment
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