The ultimate guide to an efficient recruitment process

The recruitment process is a vital HR function that determines an organization’s workforce quality. It refers to identifying talent needs in a company, advertising open positions, application reviews, candidate screening and the final hiring of qualified professionals.

The recruitment process has a direct impact on the productivity of an organization. Therefore, it is crucial to ensure quality and efficacy at every stage.

This blog elaborates on the importance of the recruitment process, key steps to take, technology integration and more.

The ability to attract, evaluate, and select suitable candidates can significantly impact an organization’s performance, culture, and success. A structured recruitment process streamlines employee recruitment and ensures that organizations are bringing in individuals who align with their values and goals.

Attracting talent

This phase involves understanding the target candidate. It means having the appropriate employer brand, letting talent know about the brand, and getting them to want to join the organization.

Engaging candidates

HR professionals and the organization must build relationships with candidates. It is about helping candidates stay interested in working with the company. The way the organization engages with applicants reflects their work culture. Some practices that ensure high candidate engagement during hiring include quick responses to queries and emails, feedback about applications/interviews, and sharing valuable content.

Retaining applicants

Out of the available applicant pool, several could be eligible for the role. While the company may hire one of them and not pay attention to the rest, retaining the others works to an organization’s advantage. Access to other eligible applicants makes it easier for organizations to fill vacancies when they are expanding or when their initial hire does not meet their expectations.

Shortlisting qualified candidates

Shortlisting candidates involves ensuring they are the most appropriate fit for the role and have the skills to execute it effectively. Methods like rigorous testing, assessments and task-based evaluations are helpful at this stage.

All four phases must come together to ensure that suitable candidates make it to the final phase and that the hired candidates are genuinely interested and invested in the role and the organization.

Soft skills assessments: They are crucial in the candidate selection process. Employers believe that soft skills are as critical, if not more so, than hard skills, and often, employee recruitment mistakes are attributed to a deficiency in soft skills. Employees must have problem-solving and communication abilities, which can be evaluated using Mercer | Mettl’s Communication Skill Assessment. The candidates’ soft skills in English can be assessed with Mercer | Mettl’s SpeechX assessment.

Hard skills assessments: These assessments confirm whether candidates can successfully perform tasks specific to the role. They are effective and can open access to a diverse pool of talented individuals. For example, an applicant’s coding skills can be evaluated using Mercer | Mettl’s wide range of coding tests and domain-specific skills can be assessed using technical tests.

Internal recruitment: Moving an employee from one role to another efficiently fills a vacancy without extensive hiring campaigns and external recruitment. Internal recruitment boosts employee engagement and motivation, demonstrating opportunities for growth within the organization.

Reference checks: Reference checks offer valuable insights and perspectives from an applicant’s former employers, managers, and colleagues. This feedback reveals the experience of working with the candidate, their approach to daily tasks, their influence on coworkers and insight into their workplace behavior.

Work sample tests: Work samples are an effective way to evaluate candidates’ job performance. These samples provide concrete evidence of their skills and knowledge. For instance, companies may assess programming abilities for software engineering roles through coding tasks. Work samples are also simple and cost-effective to administer.

Personality assessments: Evaluating personality and cultural fit is crucial for team dynamics. Personality assessments allow for the easy identification of a candidate’s values, preferences, and traits through targeted questions. Mercer | Mettl Personality Map (MPM) maps a candidate’s personality across one-hundred and seventy-five items representing twenty-eight critical personality and behavioral traits. It helps evaluate the personality traits of candidates according to varying job roles in the organization.

Job trials: A job trial, or probation period, is one of the most effective employee selection methods. Candidates work for a predetermined duration, typically a month or a few months, allowing them to acclimate to the work environment and its demands. After this period, the hiring team decides whether to proceed with hiring.

Phone interviews: Phone screenings are a common recruitment practice and can effectively assess potential employees before formal interviews. They provide a deeper understanding of the candidate’s communication style. However, these calls can be time-consuming, leading some hiring managers to skip this step for more efficient talent assessments.

Structured interviews: This involves asking all shortlisted candidates the same questions consistently. This method facilitates the comparison of candidates’ responses based on set criteria, helping to identify those with the highest potential. Employers can leverage Mercer | Mettl’s video interview solutions that enable interviewing numerous candidates anytime, anyplace, helping recruiters and candidates interact and discuss numerous aspects of the job role.

Internships: Paid internships are an excellent way to identify potential hires. Interns or apprentices can learn to succeed while familiarizing themselves with the company. This arrangement allows both parties to assess compatibility. After completing an internship, transitioning the intern into a permanent position can be seamless, providing them with valuable industry experience, benefiting the organization with new talent, and enhancing employer branding.

Social media recruiting: Social recruiting involves using social media platforms and job boards online to advertise job openings at the company. Posting job openings on the company’s social media and actively engaging with commenters can enhance visibility and strengthen employer branding.

Boomerang hiring: It refers to the practice of re-employing former employees. These individuals are already familiar with the role, understand what it takes to succeed, and align with the company’s values.

Direct hiring: It occurs when a company employs a full-time worker without involving third parties. It consists of the company HR staff sharing job openings online, followed by screening and hiring of applicants. While this can be a significant undertaking for some organizations, it is a common practice for small businesses and startups.

Employee referral networks: Employee referral networks are an effective way to identify strong candidates. Employees act as brand ambassadors, sharing their experiences and hiring qualified applicants. This method helps companies connect with candidates without a lengthy sourcing process, reducing hiring costs.

Reconnecting with former candidates: Maintaining a list of former candidates, especially those who have reached the final stages of the hiring process and contacting them when new positions become available can be helpful. A previous applicant may be a good fit for a different role within the company. Circumstances can change over time, so it’s beneficial to keep in touch by occasionally reaching out with valuable resources, advice, or a friendly message.

Application: One should start with employee applications. The team should create and upload a detailed job description to the most relevant industry job boards to attract top candidates. It is recommended that quality over quantity be focused on in the application process.

Resume screening: The second step involves resume screening. However, many companies are now eliminating this from their recruitment strategies, as resumes do not effectively indicate job performance. Organizations recognize that relying on resumes should be combined with assessments.

Screening calls: Organizations can conduct screening calls as part of the hiring process, where the HR manager evaluates whether candidates possess all the essential qualifications for the job.

Talent assessments: Utilizing Mercer | Mettl’s talent assessments for employee selection provides accurate insights into candidates’ skills and personalities, helping recruit the next successful employee. Finding the most suitable candidate on the first attempt enhances company performance and significantly improves hiring speed and recruitment ROI.

Interviews: During interviews, HR managers can ask relevant questions to determine if the candidates are the best fit for the position. Interviews can take various formats, including a structured interview guided by the talent assessment results. Talent assessments help narrow down options, aiding in only interviewing the top candidates while maintaining a positive candidate experience. Mercer | Mettl’s video interview solutions help save time, reduce costs and overcome geographical limitations.

Background checks: Employers typically conduct background checks next. This step should be quick and is essential for verifying facts. It helps check candidates’ past work experiences and confirm the claims they made during interviews and on their applications. Third-party companies perform background checks to validate claims, such as college degrees.

Reference checks: Some employers prefer to check candidate references before deciding, as this provides additional insight into applicants before giving them an offer. This step is not mandatory, and many recruiters rely on their screening methods, such as talent assessment results and interview outcomes.

Decision: The next step is to review the shortlisted candidates and consider the results from the employee selection methods, including talent assessment outcomes and candidates’ scores in structured interviews. Companies can evaluate skills test results and look for appropriate personalities, cultural fit, and behavioral competencies.

Job offer: The final step in employee selection is extending the job offer. Once the company identifies the most suitable candidate, they can offer the position and discuss a starting date. Organizations can plan for the onboarding process after agreeing and signing the contract.

In the digital era, companies must harness the power of artificial intelligence and machine learning algorithms in recruitment to ensure they remain competitive.

Technology has had a profound impact on the world of HR. It has made processes more efficient, and the recruitment processes have evolved.

Mercer | Mettl’s employee selection methods provide a data-driven approach to hiring, enabling organizations to make intelligent and efficient talent decisions. By leveraging Mercer | Mettl’s broad library of solutions, employers can evaluate candidates beyond resumes and interviews, focusing on skills, cognitive abilities, personality traits, and cultural fit. The scientifically validated assessments ensure that hiring managers can precisely identify top talent, improving objectivity and the overall quality of hires. With customizable test insights, businesses can streamline their recruitment process while ensuring that candidates possess the competencies needed for success in their roles.

Incorporating Mercer | Mettl’s selection methods into the hiring strategy enhances efficiency and minimizes turnover by ensuring a strong match between candidates and job roles. Assessments like psychometric tests, technical hiring tests, sales hiring tests, blue-collar hiring tests, aptitude tests, communication skills tests, behavioral evaluations, etc., create a holistic hiring process that aligns with business goals. By adopting Mercer | Mettl’s innovative approach, companies can hire better, faster, and more confidently, ultimately building a workforce that drives long-term success.

An efficient recruitment process is the backbone of a successful organization, ensuring that the most suitable talent is hired promptly and cost-effectively. Companies can significantly improve hiring outcomes by leveraging technology, streamlining workflows, and maintaining clear communication. A structured approach that includes well-defined job descriptions, targeted sourcing strategies, and thorough candidate assessments helps identify, hire and retain top talent while reducing turnover rates. Prioritizing candidate experience and fostering a positive employer brand makes the recruitment journey seamless and engaging for applicants.