The Stages of Recruiting

It’s time to find the next great employee for your business, one who will meet the challenges set

for him or her, and who will grow with the company. You know that making the right choice

from the beginning helps you to retain good employees. Using recruitment software can ensure

that the firm maximizes the training and knowledge the company will invest in the employee

over the long haul.

Some sobering numbers underscore the real cost to firms when hiring new employees. According

to a survey by HR advisory firm Bersin & Associates in 2011, the average cost per hire for a

medium-sized firm is $3,632, and for a small firm, $3,665 (in contrast to a large firm, which

spends about $1,949 per hire).1 Given the costs, there is more pressure than ever on human

resource managers, and others involved in hiring, to make the right choice.

Follow some important steps through the stages of recruiting to quickly and efficiently attract,

screen, and hire the very best candidates for the job. The process may seem complex, and the

stakes are high. Using a sophisticated recruiting management software program, like

Recruiterbox, can lighten the load, with an easy, step-by-step process that is customized to your

requirements throughout.

Recruiting Stages

Start by preparing to launch your recruitment process.

Step One – Identify new positions that need to be filled, along with any job openings resulting

from employees that leave or are terminated.

Step Two – Develop a thorough, attractive job description that serves your needs while

appealing to highly qualified individuals. This is your first chance to sell the company’s

strengths to the ideal candidate, one who will become a sterling employee. Have the company’s

mission, success stories, and greatest strengths in mind when writing the details.

Ask for the kind of information you need to evaluate a prospect. Be sure to list important

qualifications that are essential to the job, preferred education, and types and levels of

experience. Describe fundamental job duties and opportunities.

Step Three – Outline your recruitment plan, including channels you will use to reach candidates.

Indicate the most popular methods for outreach, such as:

employee referrals and internal recruiting (current employees)

social media posts on company pages

online job boards

job fairs

print ads

company website careers page

Recruiterbox software can post information and listings directly from you to the selected social

media, saving valuable time and effort.

Step Four – Organize a candidate selection committee of qualified individuals to assist with

various parts of the screening and hiring process. Include the job supervisor, a co-worker who

will most closely work with the new hire, and an individual who is well-versed in the job

functions.

The committee approach enables you to organize and review the many candidates who will apply

for a good job listing, and increase the odds of spotting a winner among them. Involve committee

team members through the appropriate options in your recruitment software, for the best chance

of developing a top-notch group of prospective finalists.

The Search Begins

Step Five – You are organized and ready to launch the search. Once the job has been posted in

all your preferred outlets, you are likely to receive a flood of resumes. If you don’t, go back and

review your job description to make sure it presents an appealing, competitive image of the job.

Next, check your company’s online presence to determine if there are negative impressions you

need to correct.

Assuming all goes according to plan, resumes will arrive, and can then flow directly into one

collective bucket. You are now faced with managing resume flow and screening.

Selection and Hiring

Step Six – Use your software’s applicant tracking system, assigning different committee

members to handle each stage of a candidate’s progress as you contact prospects, conduct

telephone screening, and schedule in-person interviews for the top picks. Everyone can refer to

the tracking page to easily monitor status on each candidate.

Resumes can be uploaded from desktop or email attachments, for preliminary evaluation by the

software. Designated screeners are notified each time a new resume is added. They will have an

opportunity to instantly add notes to the record that can then be shared with all.

Automated applicant tracking means that repetitive tasks are done by the software program,

freeing up your time to engage in meaningful interaction with the top candidates and with your

involved colleagues.

Lastly, candidates will either receive automated notices according to the criteria you select, or be

the lucky recipient of that “welcome on board” phone call.