How to Run a Recruitment Process
by Imogen Gibb, Associate Consultant
‘I consider the most important job of someone like myself as recruiting’.
Steve Jobs: The Man in the Machine.
In this quote, Jobs recognises the crucial role recruitment plays in an organisation’s success. For any company looking to improve its hiring practice, the impact of an effectively managed recruitment process cannot be overlooked. Below, we have identified the key factors which help ensure a smooth and effective process, and guarantee the best chance of your company making a successful hire.
Clarity of vision
In order for us to source the best candidates, we must have a good understanding of your vision for both the role and the company. Before a briefing, ensure you have a clear idea of what you’re looking for and a list of the important qualities and requirements. Examples of topics to cover include salary, cultural fit, timeframe, skills, experience, and responsibilities.
A clear vision of how you want the recruitment process to be managed is also important. We can help you brainstorm and solidify this. How many stages are you hoping to do? How many interview panels are going to be held and with whom? Will they include written tasks? These are questions candidates will be asking in our screening calls and approaches, and a well-prepared process ensures a smooth process for both parties.
Communication lines
This is an important, and often overlooked, part of the recruitment process. It is a good idea to have one person in your company as the main point of contact for your recruitment consultant, and it is necessary that this line of communication is constant, open and clear.
In order to achieve this, communication over the timeline of the process is vital. For example, keeping us informed on when feedback will be available, when the next steps will be decided, or when a final decision will be made. Of course, these may change during the process but conversing with us about these changes will help ensure the process can be appropriately managed and altered, candidates are kept updated, and the company is showing itself to be both organised and respectful of candidates’ time.
It is also vital that speed and efficiency are prioritised in the process. Companies often lose out on perfect candidates because the process has taken too long, and the candidate is active elsewhere. Candidates can also be put off by slow replies, or a badly organised process. Your recruitment process is often the candidate’s first insight and introduction into your business. If a candidate is frustrated by the process, there is an increased risk of a rejected offer and damage to your company’s reputation.
In-person meetings
Our last blog post explored the benefits of in-person meetings with candidates. In-person briefings with the consultant are equally helpful; they help build trust, ensure both parties understand one another, and ultimately strengthen the working relationship.
When possible, it’s a good idea for these meetings to take place in your workplace; this allows us to get a better grasp of the company’s culture and values, so that we can better inform candidates, and get a clear idea of which candidates are likely to fit in and excel in your organisation. It also helps us tailor the recruitment process to fit your company.
Feedback
The importance of feedback in a recruitment process should not be underestimated. During a process, it allows us to properly prepare the candidate so that they are able to showcase their full potential, but it is also important for a rejected candidate. Taking the time to provide detailed, constructive feedback shows appreciation and respect for the candidate’s time, and helps leave the candidate with a positive impression of the company.
A company is only as good as its people, which is why Jobs describes recruitment as ‘the most important job’. A speedy, considered and effectively communicated recruitment process helps ensure your company has the best chance of making successful, long-lasting hires. The recruitment process must be considered as a strategic priority, and given the time and resources needed to be successful - it is important to remember that your company is looking to impress the candidate as much as the candidate is looking to impress you. For help and guidance with your recruitment process, reach out to us here at MadlinHanna.
MadlinHanna Consulting is a recruitment consultancy specialising in public affairs, corporate communications and financial PR. Contact us in London on +44 (0) 20 8088 4102 or in Brussels on +32 (0) 2 586 38 98 for more information or a confidential conversation about these services and more.