Introduction to Today’s Recruitment Scenario
Recruitment process refers to the procedure of selecting suitable candidates for both paid and unpaid job roles at an organization after recognizing, attracting, screening, shortlisting, and interviewing them.
However, the post-pandemic world has seen a major shift in the recruitment process. Struggles to find “suitable” candidates despite the “lack of talents” crisis has created more barriers to fill in the vacant spaces. Moreover, economic instability has left hiring managers in a struggle to derive better quality talent, says Gartner. According to a Gartner research report:
- 40% of managers say that their present recruits do not possess the required skills to meet and resolve future goals and challenges.
- 29% of hired candidates have high-quality skills
- 23% of recruits have high-futuristic skills
- Only 16% of candidates have the required skills to meet job and organization’s future requirements
Let’s start with the basic stages and challenges in recruitment processes to understand where lies the barrier and how it can be overcome using technological assistance.
What are the stages of Recruitment Process?
Behind every good employee is an ideal recruitment process. But what is a good recruitment process? A good recruitment process enables organizations to select and hire apt candidates quickly and efficiently. Hence, we have created a recruitment process flowchart that will help you to understand the steps in recruitment and selection process easier.
Now let’s take a deeper look into the best recruitment process steps.
And what is the first step in the recruitment and selection process? It is all about recruitment planning. This stage involves analyzing and drafting all the hiring requirements of your organization and forming job descriptions.
It may seem simple yet it is one of the most complicated steps of recruitment and selection processes. The steps of recruitment for finding a candidate replacement differ complexly from finding a candidate for a new position. Some ways to determine the hiring needs of your organization include:
- Check ability, performance, and personality gaps in your current team
- Analyze workload increment issues affecting productivity that needs immediate attention
- Based on the above create a list of the missing skills and proficiencies that needs to be added
- Keep a track of resigning employees and replacement needs
Job Description Preparation
The second step in the recruitment planning process includes creating the perfect job description (JD). Based on the required knowledge, skills, and experience, you must draft a JD that underlines the responsibilities expected out of a candidate. Moreover, a JD will help both recruiting managers and candidates in the recruitment process.
Recruiters will understand the potential required out of the candidates with the help of a JD. While candidates can compare their skills and experiences with the requirements before applying. Hence, having a comprehensive JD is a crucial part of the recruitment and selection process. A detailed JD must consist of:
- About the company
- Company location
- Core values
- Job role/title
- Job benefits
- Duties and responsibilities
- Skillset, knowledge, and experience requirement
- Added benefit-based qualities
- Industry pay
The hunt for suitable candidates falls second in the steps in recruitment and selection process. Usually, talent search can be conducted internally as well as externally. So let’s discuss the two sources of recruitment and selection in detail.
Internal sources of recruitment and selection often enhance employee productivity, job satisfaction, and security while reducing attrition rate, efforts, and costs. Some of the ways how recruiters internally source candidates include:
- Promotion and demotion
- Employee referral
- Recalling retired employees
- Recruiting candidates kept on-hold
When it comes to the demand for a wider talent pool, recruiters often go for external sources of recruitment and selection. The external sourcing recruitment process is much faster and unbiased. Recruiters rely on the following for the external sourcing recruitment process:
- Job portals
- Organization’s career site
- Social media platforms
- Placement agencies
- Campus and Professional Institution placements
Screening and Shortlisting
The third among the recruitment process steps includes screening and shortlisting of candidates. It is one of the most complex stages of recruitment and selection process since recruiters often come across candidates similar in skills and experience. Hence, we have created a list that can help you to simplify this complex recruitment step.
- Screen minimum qualification-based applications
- Sort resumes based on preferred credentials, skillset, and expertise
- Shortlist and categorize resumes under minimum qualifications and preferred titles
- Mark queries that you can clarify during the interview
The fourth and most important part of the recruitment and selection process includes the interview. The interview round usually comprises of the following processes:
- Telephonic or video interview – Candidates are usually approached over a telephone call or a video conference to analyze and screen their potential via this interview process.
- Psychometric testing – Recruiters analyze candidates’ behavior, personality, communication, creativity, aptitude, flexibility, and problem-solving skills with this method.
- Assessment-based testing – Recruiters provider assessment to get a better image of applicants’ domain knowledge, skills, expertise, and understanding.
- Face-to-face interview – The last stage of the interview is usually held by a joint panel of the top management members and recruiters before offering the job approval.
Evaluation and Selection
The fifth stage of the recruiting process includes evaluating the candidates’ interview performance for the final selection. In this recruiting process, recruiters usually:
- Checks for professional references
- Verify candidate details
- Creates the job offer letter
- Onboards the candidate
The last stage of the recruitment and selection process is onboarding. Here applicants are introduced to the organization and made familiar with their job roles and responsibilities. Fresher candidates often go through the training process before they become permanent employees of the organization.
Yet the whole recruitment and selection process is conducted manually in most organizations. This often leads to several challenges that bars managers to get their hands on the right candidates. Let’s have a look at some of the challenges that many organizations face during recruitment of employees.
What are the challenges of the Recruitment Process in an Organisation?
Since most organizations follow the traditional hiring process steps, they come across a lot of errors and time-consuming processes. Some of the most common recruiting process challenges voiced by major organizations include:
Attracting the apt applicants
The recruitment progress slows down simply because there is a shortage of qualified talents. Hence, recruiters are left with a handful of talent after shortlisting. Due to this limitation, hiring managers often choose the right “person” rather than the right “talent”.
Persuading the right candidates
Candidates with the right skill sets consider multiple job opportunities at the same time. Hence, you need to provide a massive effort to retain these candidates from joining hands with your competitors.
Slow recruitment progress
Most recruitment processes are slow and frustrating. Moreover, vacant positions keep a hold on your business operations and increase costs.
Organizations work on spreadsheets to handle massive data manually. This often leads to human errors, making data and trends tracking a major problem.
Creating a concrete employer brand
Investing time in creating a concrete employer brand is a long and continuous process. Hiring managers need to step out of their normal duties to promote organizations’ culture for better candidate engagement.
Maintaining a great applicant experience
Whether a candidate joins your company or not depends largely on his or her hiring experience. In this way, poor applicant experience often results in missing out on good candidates. Positive experience often improves brand name. But it is a tedious job and often uncertain.
Unconscious biases and legal obligations often lead to failure in hiring suitable and diverse candidates.
Effective recruitment process development
Lag in administrative processes, poor communication, and coordination procedures, turn recruitment processes ineffective.
Even if all the manual processes are handled with extreme accuracy and efficiency, will it end up in a good recruitment process? If no then how to make a good recruitment process better? Continue reading to know more about it.
What makes a Good Recruitment Process Better?
Major business organizations are enhancing recruitment and selection process in HRM by leveraging technology. According to McKinsey, automation and data analytics in recruitment and selection have increased 40% of quality hires and 12% reduction in first-year attrition rates.
According to IBM, innovative technologies like artificial intelligence (AI) and data analytics can help in the recruitment and selection process in HRM enhancement in the following ways:
- Intelligent workflows: Combining the above technology enables a better understanding of both candidates and recruiting communities. Moreover, the combination of AI and data science also allows organizations to prioritize effort-level for the different recruiting processes. Hence, the duo helps to enhance ROI on behalf of organizations.
- Automation for personalization: Automation acts as a catalyst to elevate candidate engagement and experience throughout the entire HR recruitment process. Moreover, the real-life use case of automation includes – workload distribution and balance, applicant barrier identification, and maintaining a flow of potential candidates through the entire recruitment process.
- Experience-segmentation alignment: AI and data analytics helps organizations with experience modification based on candidates’ expectations and requirements. Moreover, managers can also redesign to form an ideal recruitment process using automation. HRs also get real-time labor and talent pool insights using this duo.
And that’s not the end. More benefits await those who are ready to implement AI and data science in their recruitment strategy today. Thinking about which solution can help you out with the recruitment and selection process in HRM?
Hence, we have developed the best-in-class Video Interview Software – Birbal. Backed by automation, data science, and secured AWS cloud servers, Birbal solves all your recruitment strategy and process challenges. Hence, enable a smoother path to the recruitment of employees. Get a free trial today right from here!
How does Video Interview Software help to overcome challenges in the HR recruitment process?
For a simple hiring process, major organizations have shifted from basic video conferencing platforms to video interview software. Since they have witnessed efficiency in job applicant tracking, accurate recruitment and selection results, effective branding, and much more. Hence, we have listed some of the features of this software and how it enables an ideal recruitment process.
Using this software, recruiters can get a 360° view of their recruitment strategy and processes. Starting from registered and interviewed candidates to interview results, organizations can get a segmented view of each minor detail of their recruiting process. Moreover, recruiters can create job descriptions and schedule interviews from the same. Hence, with video interview software recruitment steps human resource management becomes easier.
Video interview software provides easy registration, leading to a seamless recruitment process in an organisation. You can manually enter your credentials, such as mailing address, contact number, and password to set up an account. Moreover, the software also allows you to integrate your Google mailing address for automatic registration. Hence, within a few minutes, you get yourself registered for a blazing recruitment and selection experience.
Often recruiters have to manually search and compile information to form a job description as listed in the above section. However, video interview software provides free auto-generated templates for comprehensive job description development. Moreover, the software can be integrated with third-party job sites as well as social networking sites for easy JD sharing and job applicant tracking. Hence, no more banging your head over perfect JD development, sharing, and tracking. Since video interview software is here to help you out with it!
Interview Questionnaire Formation
A crucial step in the recruitment and selection process is the development of interview questions. Video interview software enables you to upload pre-developed or recorded questions or create questions in real-time. Moreover, the software allows you to add questions in three formats – text, audio, and video. The preview option in the software enables recruiters to recheck their sheet and its appearance and to edit it accordingly before putting it LIVE.
Branding and Timing Formatting
You may be tense about how the page will appear to the candidates. But don’t worry. Since a video interview software provides you with two options before uploading the questionnaire on the server, Firstly, it allows you to set up the appearance of the page. You can select from the default themes, colors, and graphics or upload pre-designed logos and themes. Secondly, it allows you to set the time required for each answer. That is, the time you allocate for each answer for the candidates. Hence, branding is no longer a problem with video interview software.
Soon after you put it live, the software automatically creates a link for the interview page. Recruiters get the option to select the privacy of the link by keeping it open for the public or selected candidates.
Moreover, HRs can share the link to various integrated platforms from the software itself. Or, recruiters can also update CSV files with selected candidates’ mailing addresses for automatic link sharing.
The software automatically composes a mail and attaches the link before sharing. Hence, recruitment and selection process in HRM with a video interview is streamlined.
Candidate Data Collection
Video interview software also makes the data collection process automated. After opening the link, candidates can fill in their personal and experience details, upload their resumes, and much more. On the other hand, using data analytics the software segments the data and displays them in a default format. Recruiters can also export these details in a CSV file format. Hence, data collection and segmentation with this software make the recruitment and selection process in HRM a streamlined one.
The unique part of a video interview software recruitment process is that candidates appear for an interview without a recruiter. Candidates can record their answers in the form of videos and the software automatically saves them on the AWS server. The software stops recording once an answer exceeds its time. Hence, this one-way interview makes the recruiting process a hassle-free and time-saving one.
Automated Analysis and Assessment Insights
Video interview software removes the hassle of manual interview checking. Using ML algorithms, Natural Language Processing (NLP), and face recognition technology, the software automatically analyzes the video for accurate results. Based on candidates’ pitch and modulation, iris movement, hand gestures, body posture, and others to assess verbal and non-verbal communication skills. Hence, the confidence and ability of candidates are assessed automatically by the software.
Moreover, recruiters can insert parameters based on which candidates’ answers are to be assessed. This enables the software to automate the entire assessment and review process. In the end, the video interview software rates the candidates for a time-saving and strong recruitment process.
Data Security and Access Control
The HR recruitment process includes sharing sensitive information of both candidates and organizations. Thereby, data security is a must. Hence, video interview software provides top-notch data security. This software is developed using robust firewalls, data encryption, malware protection, secure cloud servers, access control, and the best security development practices. Hence, no more worrying about security with video interview software.
So get your hands on a video interview software today and streamline recruitment steps human resource management. Get your free trial now!
What benefits are reflected in the recruitment and selection process after using Video Interview Software?
Apart from developing a robust recruitment strategy streamlining the recruitment process in an organisation, a video interview software also offers the following benefits:
- Multiple HR recruitment process monitoring from a single platform
- Improves recruitment and selection process efficiency and accuracy
- Allows job applicant tracking with ATS recruitment integration
- Reduces 50% of hiring time with automation
- Cuts down 60% of hiring costs
- Enhances candidate experience
- Intensifies organizational branding
- Third-party site and server integration
- Seamless data sorting and segmentation
- Enables remote hiring
Still thinking about getting a video interview software. Reach out to us and get a free consultancy and quote today!
Technology has helped in several sectors across the globe. The demand for optimized and efficient processes has enabled many solutions to create a blazing presence in the marketplace. Hence, the video interview software market is said to touch $407.5 million by 2027 with a CAGR of 11.3%!
Major organizations have been said to optimize their recruiting process by conducting over 20 million interviews using this platform. So why not optimize your recruitment and selection process too?