A recruiter does multiple jobs, from when he/she is given a job description to when the best candidate is chosen for the post. Job recruitment can be split into three parts; i.e., sourcing a candidate, job management, and post-placement.
Sourcing a candidate
Candidate sourcing is the first step of recruitment. A recruiter is responsible for searching and the candidates and filters them to get only qualified skills. An effective recruiter is different from a less effective recruiter by selecting a proficient candidate from an unqualified one using the resumes.
The recruiter should understand the job requirements and push the candidates on the suitability of the vacant position.
It is suitable for the recruiter to have industrial and social knowledge. The hiring manager should also participate in the early stage by giving the recruiter a brief description of the post. A good recruiter will hold dialogue with potential candidates to gain interest in the job and feel comfortable working for the business.
Job and offer management
In this stage, the recruiter participates actively in decision-making for the organization and the potential candidates. The recruiter sells the opportunity to probable candidates by telling the candidate the business’s culture and mode of operation. This includes hours to be worked, mode of payment, motivational programs, training programs, and how it relates to the external environment.
A qualified recruiter will reveal to the candidate how the business promotes employees’ wellness compared to other related companies. The recruiter prepares the interview by informing the candidates before the interview what they should expect to minimize anxiety on the panel. Candidates feel comfortable when they know exactly what’s they will undergo in the panel.
The recruiter is at the Centre and retrieves information from the candidates and forwards it to the hiring manager. Likewise, he/she retrieves data from the hiring manager and passes it to the candidates. By doing so, the manager and candidates get feedback.
Though it is good to hurry the hiring process, it is risky to avoid making the wrong decision when uncertainty and added time should be allocated. Candidates and recruiters should be happy throughout the process.
In this stage, the recruiter conducts both the candidates and the hiring manager to identify early-stage problems. In case of an issue, the recruiter reports it to the relevant party and participates in the solution.
In simple words, the hiring wants to know whether the candidate likes its mode of operations. Hiring certified candidates are determined by the competence of recruiters you chose to allocate a recruitment role. The risk of hiring the wrong person is minimized. Choosing competent recruiters maximizes business return on time invested.
In conclusion, every stage of recruitment should be highly valued because a mistake in one step messes the whole process. A business should carry out thorough research on whom to trust with the role of recruiting process. On the other hand, hiring managers should take their time to design a good job description that will aid the recruiter in coming up with certified candidates.