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How To Establish An Effective Hiring Process

 

In the plan of every company is the hiring process. This refers to the procedures used by a company to recruit staff members to fill necessary positions and carry out specific tasks.


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This process is usually committed to the Human Resources Management (HRM) team. It is, however, not enough for a company to be aware of the fact that they need talent (staff) to carry out a smooth-running operation, it is also vital that the company engages in a systematic hiring process that can produce the desired results.

In this article, the steps on how to establish an effective hiring process for any company committed to growth will be discussed.

  • Identify The Gap

The gap here refers to the position that needs to be filled; the job that needs to be done. Before an organization will go ahead with calling for applications, it should obviously have either recently vacated positions or newly created positions that need to be occupied. It is at this stage that you will decide if your organization even needs to hire persons or that the existing staff need to be trained to increase competency and efficiency.

  • Create A Recruitment Plan

Starting anything at all requires that you have plans in motion to ensure it works out. After you have identified that there is a gap and have determined the gap to fill, the next step is to map out how to go about it. Write it down. This process involves planning how to publicise the position, what channels to use and the interviewers that will be involved.

  • Draft A Job Description

Every job placement comes with a job description. This usually includes the basic qualifications of the desired candidates, their professional and academic backgrounds and skillsets. It also includes the job requirements and salary expectations. The job description is usually added to the job contract when a candidate is finally hired. This means that it needs to be as explicit and exhaustive as possible.

  • Call For Applications

This is the part that some organizations jump into without carrying out their due diligence with respect to the hiring need and plan. In this step, the organization is to advertise the position on the platform that has been chosen. The call for application can be done either within the organization or externally. Sometimes, the applications are called for in both ways. The organization can utilize job posting sites like LinkedIn, Jobberman, etc or even via newspapers and blogs.


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  • Collate And Review Applications

Most times, this tends to be the most hectic step in the hiring process. This is because several candidates must have submitted and the HR team will do the work of sorting out the most qualified and arranging their applications in preparation for the interview.

  • Interview

Depending on the nature of the vacant position and the organization in its entirety, the interviews will be done in stages or will be a one-time activity. As an organization, you can have systems in place for giving the candidates tests and tasks to further sieve out the less qualified ones. After that, the final interview which can be done physically or virtually will commence. At this point, you will get to ask the candidates questions based on their applications and the value they will be adding to the company.

  • Applicant Assessment

After the interviews, more intensive assessments should be carried out on the most qualified applicants to determine if they are the best fit for the job. Necessary background checks should be done on their personal profiles, portfolios, social media accounts and likes. The references provided by the applicants should also be contacted to ensure that they are truly who they claim to be and that they have good reports from others.

  • Decision/Job Offer

At this point, the organization decides on who best fits the position. There should be a top choice and a backup choice, in case the top choice declines the offer or for whatever reason, will not be available for the job. When the top candidate is, however, contacted and is available to start work, the candidate will then be given a job offer letter. This letter should contain the company policy, working hours, salary/benefits and other details which the candidate should know.

Once the offer is accepted and signed by the candidate and other paper works are concluded, the process comes to an end. However, there is an onboarding stage that some organizations take for granted. Here, the new employee is meant to be trained hands-on on what is required of him/her and necessary supervision should be done to ensure he/she settles in well. This way, you have successfully gone through the hiring process and have hopefully recruited your chosen staff.

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Chidiogo Shalom Akaelu holds a degree in English and Literary Studies, from the University of Nigeria. She is a freelance writer, editor and founder of Loana Press, a budding online publishing outlet.

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