Too many organisations assume candidates will find them. However, this isn’t always the case. In fact, the best employees often come from recruitment efforts. Specifically, the right kinds of recruitment efforts.
Thus, you can’t just assume that you can find the right candidates simply by looking in specific places. You have to consider what you’re looking for, how this suits your organisational values and goals, and the potential benefits from a long-term perspective.
As such, developing a cohesive, thoughtful recruitment policy is beneficial because it:
- Ensures your job descriptions match your needs;
- Assesses candidates based on a standardised array of criteria;
- Maintains legality of the process;
- Builds confidence in recruits; and
- Allows for all relevant parties to follow the same process and procedures
So, what qualities should you focus on in creating your own recruitment processes? Below, we outline five considerations you should be mindful of as you create your own recruitment process.
Finding candidates that are well-suited for your position is amongst the most important of any consideration in the recruitment process. After all, you need employees that meet all core competencies and bring additional, unique skills to the table.
The simplest way to guarantee suitability is to write an accurate description of the position. By doing so, and taking the time to thoughtfully put forth all preferred qualities and skills, you can eliminate wasted time interviewing candidates who may not be the best fit for your company.
Consistency (and Fairness)
Because you’ll have the same criteria to apply to each candidate, you can rest assured that there will be no inconsistencies or worse, discrimination, in the process.
When you’re first evaluating candidates, you should do so on the basis of these criteria alone. Then, you can begin taking other factors into account.
Recruitment must be fair and transparent. Moreover, you cannot exhibit discriminatory behaviour toward any candidate based on factors like their age, sex, religion, disabilities, sexual orientation, or other, similar considerations.
Though discrimination may be unintentional, candidates who feel as if they were unjustly dismissed from consideration may attempt to bring a legal claim against you. As such, it’s important to consider the legality of your marketing materials and other processes to prevent such an occurrence.
The right recruitment procedures will lend prestige to your organisation.
Individuals want to work for companies that are credible. With a well thought-out recruitment process in place, you can encourage candidates to view your company as one that they actually want to work for. Moreover, this will distinguish your brand from others also vying for the most skilled candidates in your field.
Transparency and fairness go hand-in-hand. Each step in your recruitment process should be clear and none of the processes in evaluating any step should take place too far behind the scenes.
Always aim to keep candidates informed of their application and your decisions.
Build Your Employee Recruitment Policy
Whether you’ve recruited employees in the past or are planning to do so for the first time now, following the process above is critical to your success. It fosters respect for a diverse workforce, imbues ethics in the workplace, and allows for equal treatment that keeps your organisation in compliance with all relevant legal authorities.
If you aren’t sure where to begin on your own policy, The HR Booth can help. With decades of combined experience, we’ve created policies and actually recruited employees ourselves using other services for organisations like yours.