The recruitment process is the most critical HR Process, which affects the performance of the organization. HR needs to design the simple recruitment process, which guides managers during the whole exercise. HR has to introduce the regular recruitment measurement, and it has to introduce regular process improvements and innovations.

1. Key Recruitment Process
Steps & Measures
CREATIVE HRM
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2. Recruitment and Staffing
Recruitment:
– Process aiming to discovering, attracting, hiring and retaining talents
from the job market
– Internal promotion process helping to improve the performance of the
organization by utilizing the full potential of employees
Recruitment Process:
– Highly sensitive HR Process impacting the performance of the
organization
– Many stakeholders involved in the process, who can influence the
general feeling of line managers
– Costly process offering wide range for cost optimizations
– External providers and partners involved
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3. Recruitment Process
Steps
Select
Open Prescreenin Job Make an
Recruitment
Vacancy g Interview Offer
Source
WHO
HR HR HR HR HR
Manager Manager Manager Manager
OUTCOME
Job Description Channel Few resumes Final Candidate New Hire
Simple and straightforward recruitment process brings best results
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4. Vacancy Opening
Vacancy:
– The defined and approved need for hiring a new employee
– The HR Manager and Line Manager has to describe the role of the
employees in the team and key performance indicators
Vacancy Opening:
– HR should not open the vacancy without the approval and without the
approved job description
– Most critical step as it sets boundaries for the search of the best
candidate; HR has to focus the search in the right direction
– Line Manager has to deliver the job description and confirm the profile of
the ideal job applicant
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5. Source Selection
Source Selection:
– Each job vacancy needs a different mix of recruitment sources and
channels to be used
– Internal process step affecting the cost of hiring new employee and time
to hire
How to select the recruitment source:
– The recruitment measurement is a good basis for the selection of the
right recruitment channel
– The performance of channels differs by the seniority of the position and
the function
– HR Recruiter needs to analyze the performance of channels and has to
develop the recruitment decision matrix for HR Managers
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6. Prescreening
Prescreening:
– The quick selection of the job applicants to be invited for the job
interview
– Time saving activity using information from the job resume
How to prescreen job resumes:
– Match of the job description and the previous experience of the job
applicant
– Important information in the cover letter
– Formal style and logics of the job resume
– Phone call with the last few applicants to reduce the final group of
applicants
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7. Job Interview
Job Interview:
– The structured interview with all applicants to confirm information
contained in the job resume
– Finding additional information about the personality and personal
values, confirming the match with the corporate values
Job Interview as the process step:
– HR has to be present at the 1st round job interview
– Line Manager should explore the technical skills and HR should explore
the soft skills and values of the job applicant
– HR and Line Manager should prepare the standardized set of questions
for applicants as they can make a fair comparison
– Strict compliance of the job interview is required
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8. Make an Offer
Make an Offer:
– Choosing the winning job applicant and making the formal job offer
– Confirmation of the compensation package and other conditions
How to make the offer:
– The basic compensation package has to be approved with the job
description
– HR makes the offer and can adjust the package within boundaries of the
compensation policy
– Exact terms formally summarized and agreed with the applicant
– Final decision of the applicant
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9. Drive Performance
Business Partner: Change Agent:
• Key HR Role in the modern • Leads complex projects and initiatives
organization with the aim to change the corporate
• Builds, maintain and develop the culture.
relationship with managers and • Engages employees and manages the
employees change management process.
• Single Point of Contact for the • Plans and executes programs for
management employees to ease and speed up the
• Shares goals with business leaders adaptation.
and takes ownership of the strategic • Acts as the contributing project team
HR agenda member, who is responsible for the
• Drives employee and performance people agenda.
related agenda
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10. Recruitment Process
Measurement
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11. Recruitment:
Why measure?
• Recruitment is a transactional HR process
• Huge impact on the satisfaction of managers with services
provided by Human Resources
• Ability to identify strengths and weaknesses of the recruitment
process
• Statistics for the management decisions
• Analysis of costs and recruitment KPIs
• Basis for the feedback for external recruitment services providers
• Competitive analysis of the job market
• Early warnings for Human Resources and the executive
management
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12. Key Recruitment
Measures
• Recruitment is a transactional HR process
• Huge impact on the satisfaction of managers with services
provided by Human Resources
• Ability to identify strengths and weaknesses of the recruitment
process
• Statistics for the management decisions
• Analysis of costs and recruitment KPIs
• Basis for the feedback for external recruitment services providers
• Competitive analysis of the job market
• Early warnings for Human Resources and the executive
management
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13. Thank You
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