7-Step Recruitment Process To Improve Candidate Conversion And Experience

Many companies struggle to boost candidate flow and conversion. An effective recruitment procedure is needed to attract top talent.

This year’s aim is team growth. Naturally, we needed to review our recruitment process to improve applicant conversion.

Our hiring demands drove our recruitment process redesign. Thus, we improved candidate experience and conversion.

This post describes basics of recruitment process and how we optimized our recruitment process.

Perfecting The Recruitment Process

Based on the firm’s structure, selection procedure, activities, etc., the recruiting process may vary. Any well-planned recruitment process should assist the hiring team finds the perfect individual.

BGB uses a 7-step recruiting process to locate, attract, and retain top talent. Steps:

1. Determine recruiting needs
2. Prepare job descriptions
3. Devise recruitment strategy
4. Screen and shortlist applicants
5. Interviews
6. Evaluate and make the offer
7. Orientation

1.  Determine Hiring Needs

You’re hiring needs? Maybe someone quit or a new job opened. After identifying openings, you may describe employment requirements including skills, expertise, and experience.

• Check your hiring needs.
• Performance, skill, or proficiency gaps you need to fill
• An unexpected workload surge that overwhelms your staff
• Employees departing shortly

•  Write Job Descriptions

Define the job position, responsibilities, and duties after identifying skills, knowledge, and experience gaps.

A detailed job description helps you evaluate candidates. It also acts as a checklist for candidates to verify before applying, resulting in more qualified applicants.

Job descriptions should include the following.

• Title
• Responsibilities
• Required skills
• Benefits, pay,
• Location

BGB creates a candidate persona before creating the job description.

It lets you

• Write more relevant job descriptions, applications, emails, training materials, etc.
• Determine the best-recruiting routes
• Attract appropriate applicants with high-quality, tailored content
• Understand stakeholder candidate needs.
• Update and reuse later

•  Plan Your Hiring Approach

You determine how to recruit and keep top applicants here. Consider whether you can employ from within the organization or outside.

Strategy must include:

• Target region
• The technique of recruiting (employee recommendations, social media, video interviews, etc) (employee referrals, social media, video interviews, etc.)
• Creating relevant job adverts
• Job-posting channels (social media networks, job boards, company websites, etc.)

• Select Applicants

Your recruitment technique yielded a mountain of applications.

We handle this difficulty in a way.

• First, we choose applicants with minimal credentials.
• We separate resumes with desirable qualifications. We evaluate the applicant’s certificates, domain and technical competence, and skills.
• Qualified applicants will be shortlisted.
• If their application raises questions, we’ll note them for the interview.

•   Interview

After the application form or job post, your application will contact you. Candidate experience matters most here.

We improved the applicant experience this way.

Visual Interview Software

Visualizing the interview process makes it easier for our staff and the candidate. It clarifies.

Our first email to our chosen applicant would include it. This helps them grasp the procedure, timeframe, and preparation.

Interview Format (Click On The Template To Edit It Online)

The graphic would show accomplished tasks and the next step they needed to prepare for in the following few emails. Candidate Interviews (Click on the template to edit it online)

Let Them Choose Convenient Times.

You’ll benefit from being flexible and accommodating your candidate’s schedule.  Sharing the link in the relevant email made things easy for us.

•   Offer

Check the candidate’s references. Offer if all checks out.

However, your first prospective applicant may decline. If so, suggest the second or third-best candidate.

Onboarding

Employee onboarding follows. You settle the new hire here. This goes beyond showing the new hire around the workplace and introducing them.

This involves teaching them their duties and providing the materials and training they need. These two resources explain this issue.

• Your Hiring Process

These steps streamlined our recruitment process. We’re not done. We optimize it by frequently monitoring its performance.

Since recruitment processes vary by company, these steps may not apply.