Knowledge Finding the ideal candidate for a role begins with a good hiring and recruitment process. Understanding what this process entails is key to finding the ideal candidate for a role. This article explores why it is important to follow a well-structured recruitment and hiring process, along with the key steps involved.
Why a well-structured recruitment and hiring process is important
A well-structured recruitment process is important for the following reasons:
- it attracts top candidates and talent;
- it helps ensure a diverse pool of candidates;
- it ensures recruitment aligns with the specific needs of the organisation;
- it helps retain employees; and
- it reduces costly turnovers.
Key steps in a well-structured recruitment and hiring process
A well-structured recruitment and hiring process should include the following:
1. Defining the role: Clearly outline the purpose of the role, its responsibilities, required qualifications and skills, and the proposed remuneration.
2. Developing a position description: Please refer to the third article in the Lifecyle of Employment series, which outlines key considerations for creating an effective position description.
3. Advertising the role: The following are some key questions to consider before advertising a role:
- Will you advertise the role internally or are you looking externally to expand the size of your team?
- Which platforms are best suited for reaching the right candidates?
- Does the advertisement clearly outline the requirements for the role? and
- When does the role need to be filled by and what is the deadline for applications?
4. Screening candidates: This is the process of reviewing applications and choosing which applicants you consider will be a good fit for the role and align with the values of your organisation.
5. Interviewing candidates: The interviewing stage is to ascertain a candidate’s suitability for a role, as well as whether they would be a good fit within the team.
6. Selecting the ideal candidate or candidates: This is the decision-making stage after you have completed your final round of interviews.
7. Developing individual employment agreements: Individual employment agreements are crucial as they set out the terms of the employment relationship.
8. Conditionally offering the role: Extending the job offer is the final step in confirming your chosen candidate for the position.
9. Pre-Employment Screening: Conducting background checks or reference checks helps verify a candidate’s suitability and supports informed hiring decisions.
10. Onboarding: Onboarding is the process of integrating the new employee into the organisation and is a critical step in ensuring a smooth transition into the role.
The selection process, drafting an individual employment agreement, onboarding, and making a job offer will each be explored in more detail in upcoming articles in the Life Cycle of Employment series.
If you’re currently recruiting or planning to hire and would like support with the process, get in touch with the team at Black Door Law.
Disclaimer: This information is intended as general legal information and does not constitute legal advice. If you have a specific issue and wish to discuss it, get in touch with the Black Door Law team by email hello@blackdoorlaw.co.nz or calling (04) 2803980