Recruitment Process Design

The recruitment process belongs to key HR processes with the value added for the company. The recruitment process delivers new employees and promotes employees to another job positions. Managers are the main clients of the process, and they evaluate the performance of Human Resources using their experience with the hiring process. The proper design of the recruitment process is essential for the effective Human Resources function in the company.

Recruitment Process Design and HR Strategy

The recruitment process has to be aligned with the global HR Strategy. The HR Strategy is always about building the competitive advantage. The sourcing of human capital is a part of the competitive advantage. The most innovative companies have the original recruitment process usually, and they can be used as the recruitment process design best practice.

The recruitment specialist has to keep in mind the HR Strategy and has to evaluate the importance of the individual recruitment process steps. Each key recruitment process step contributes to the process differently and has a different impact on the overall recruitment and HR strategies.

Recruitment Measures and Recruitment KPIs

The recruitment measures and recruitment KPIs are directly derived from the HR Strategy. The right set of the recruitment measures helps to drive the recruitment process and its design. The recruitment measures should be always the starting point of the recruitment process design. The recruitment specialist should decompose the HR Strategy to identify the main success factors for the recruitment process.

The design of the recruitment process will not be successful, when it does not support the general strategy. The alignment with the strategy is always beneficial.

When the recruitment measures are identified, the target values should be set for the individual measures. The target values have to be approved by the business leaders. The business leaders have to accept costs of the recruitment, overall quality of delivered job candidates and time to hire.

The results of the recruitment process have to be communicated to the line management. It is the best way to communicate real results of HR. HR has to communicate implemented and planned improvements in the recruitment process.

Main Recruitment Process Steps

The recruitment process is fairly straightforward. It consists from several key recruitment process steps:

• Job Opening
• Recruitment Source Selection
• Pre-screening
• Job Interviews
• Make Offer

The recruitment process design should be as straightforward as possible. On the other hand, it has to be compliant with the recruitment measures and HR Strategy. It defines that some process steps can be complicated as the results are delivered.

The relationship between measures and the process has to be tight. When the measures define a low number of job candidates in the job interviews process step, the pre-screening process step has to be complicated to choose just few candidates.

The recruitment process design has to include several points for the performance measurement as the recruitment specialist can report the process performance on the regular basis.

The recruitment process design should include other recruitment processes like monitoring the number of job vacancies and promoting the job vacancies internally.

Regular Recruitment Process Performance Feedback

The recruitment process design has to be ready to change quickly. The competition on the job market pushes the players to change the tactical approach almost on a daily basis. The new recruitment sources evolve regularly, and the recruitment process has to adapt.

The regular performance feedback of the recruitment process helps to identify gaps in the process and gives a clear direction for the potential changes in the process.