The Process called Recruitment

- May 31, 2020

I made a promise but couldn’t fulfill it. These past days since Thursday 21^st May have not been very palatable. Being offline unavoidably is a lot of sacrifice, that kind of sacrifice that you have no choice but to pay. Still tendering my sincere apologies. Working towards being back online fully. And I must say, I missed you, I know you missed me too #coversface.

So, we talked about branding in my last two posts and I believe we all get it, Branding is broad, therefore, we will definitely revisit it.

In my last post, I mentioned that to build a successful brand, you will need people do build it with you. You as the brand owner can actually not do it alone. I will love to learn about recruitment so why not let’s learn it together. So, what is Recruitment? According to Google, Recruitment is the overall process of attracting, shortlisting, selecting and appointing suitable candidates for jobs within an organization. In simple terms I would say, Recruitment is a PROCESS, not a one-time thing. Okay, so let’s look at the steps involved in the process.

1. Recruitment Planning:

This is the first step in the process of recruitment. Here, you have to know what you need someone for. You have to outline all the responsibilities attached to the job, the job specifications, the skills needed, the qualifications and experience needed, level of pay that you can afford, starting date, if the position is temporary or permanent, if there are special conditions attached. If you don’t know all these things, you can’t successfully recruit someone.

So, let’s see this example, Light Designs and Prints want to employ a Digital Marketer, what do we need to outline? We need someone who will understand the company’s promise to customers, carry it on his/her head and relay it perfectly to the customers. So now, in relaying it to customers, not that they should just hear and go, they hear and patronise. For qualifications, we don’t mind as long as he/she is a B.Sc. holder. And well, for conditions, pay is on commission basis. So now that we have outlined, what we want, we can easily communicate it. Remember, you cannot communicate what you don’t know.

2. Strategy Development

Now that you know what you want to get from your new member of staff, you can decide what strategy to use to get them. You either train them, from the people you have on ground or you bring in new set of people who are trained already. You decide what geographical area you want to consider for candidates and what sequence of activities you want to follow, is it exam, is it a project, is it an interview? Make your decision.

3. Searching

Now we go about attracting job seekers. There are two sources as I mentioned earlier, is it internal? Your people, or is it external? New people. What method would you prefer using, do you want to pay for advertisement? Do you just want to tell people around you? Do you just want to involve only your customers? Use the methods you prefer and search for people that are eligible for the position.

4. Screening

In screening, you select applicants qualified for the position based on the job specifications. Screening happens in a lot of stages here, from the general when you eliminate some applicants, the ones left are invited to interview, screening happens again before the final selection. The job specifications like qualification, knowledge, skills, abilities, interest and experience which you have outlined at the beginning will help you in the screening process.

5. Evaluation and Control

Here, you need to sit down and think, is the recruitment process appropriate, valid and effective? Are you spending too much to recruit and you are not getting the right person over a long period of time? Ways by which you may incur costs during recruitment process can be through the Salary of recruiters; Cost of time spent for preparing job analysis, advertisement; Administrative expenses; Cost of outsourcing or overtime while vacancies remain unfilled; Cost incurred in recruiting unsuitable candidates. If the method of recruiting is not effective, evaluation makes you realise fast so as to be able to control it, i.e. change it.

With these 5 steps above, I believe, recruitment should be easy to carry out. Now after recruitment, it is important to carry out proper orientation for the new employee(s), this is because in building your brand, everything about the company must be saying one thing which is your promise to your customers, everything including your staff members.

Thank you for reading always! Apologies once again for being away for a while. Don’t forget to subscribe to get notifications for new posts. Also send in your topic requests to me on olamipoada2@gmail.com I would love to hear from you again.