in this video I'm going to cover the full recruitment process steps from beginning
to end if you're unsure of what recruitment is is in the definition or what a recruiter
does then you can check out this video as I explain all of that at the beginning of that
video if you're not sure what recruitment or HR career you want then you can check out my jobs in
recruitment playlist here which has you covered with all the relevant questions and answers for
jobs in Recruitment and HR this video is dedicated solely to the recruitment process steps and what
they are so this is useful if you're going into recruitment for the first time and you want to
know or you'll need to explain it in a recruitment interview or if you're in HR and you need a better
understanding of the recruitment process in HR perhaps for a presentation or for work but
it's also useful if you want to move up in your recruitment career because in many interviews you
may be asked to give a presentation of how you've conducted the recruitment process or how you've
managed the end to end process for a difficult hire or a normal hire and it helps to be able
to explain it in a way that's clear coherent and concise but also engaging so let's jump in briefly
I'm Amri Celeste I cover tough interview questions and answers on this channel but I also cover some
specialist recruitment topics and general interview advice I've worked in in-house and
RPO recruitment for the last 11 years if you're not sure what that is I explain the difference
in that internal recruiter video that I mentioned earlier then before that I spent about nine years
in a mixture of agency recruitment which is a different type of recruitment sales customer
service and secretarial and admin roles all right so this video will cover the internal recruitment
process in HR because the recruitment process is different for external agency recruiters internal
recruiters RPO recruiters embedded recruiters exec search and so on I say this because it's really
important to remember this as we go through that internal recruitment is within HR which
is an abbreviation for human resources and it can also be called the people function as well so the
recruitment process has 10 steps I may have given slightly less steps in other recruitment videos
mainly because I wasn't able to go into as much detail as I will in this video but overall there
are 10 main steps approval kickoff or briefing advertising agency engagement that's not always
relevant but we'll cover that when we get to that step sourcing shortlisting interviews and
assessments rejections and offers offer acceptance and employment contracts and although this isn't
included in the recruitment process that last step it sometimes falls into recruitment duties so I'll
also include onboarding and induction briefly so the internal recruitment process can also
go by the following descriptions Recruitment and selection recruitment cycle recruitment
strategy recruitment steps and recruitment life cycle Step One is approval so approval is where
a manager identifies that they need to hire someone maybe due to someone leaving maternity
leave or maternity cover long-term sickness or maybe there's just loads of work that needs to
be done so they need to request a hire and that request needs to be approved so the job vacancy
goes through internal checks this should happen before it reaches the recruitment function so
although approval is not technically part of the active recruitment process I've included it here
because it's critical that the recruiter checks that it has actually gone through this process
this approval process before starting work on the role as part of the recruitment cycle so what does
the approval process include well it's cut into three steps so the first is head count approval
this is where head count of the role is approved so does the vacancy for this new role fit into
the company structure is there space for it in the team or department has the department leadership
approved a new job to sit in their function and are they aware of it so the final Department that
needs to approve a new vacancy is HR and this is part of HR that is separate to recruitment so this
is normally done by an HR generalist their job title would likely be HR business partner also
known as hrbp sometimes an HR Manager might do it as well or in some companies the head
of HR would carry out these steps second is the job description so the job description needs to
be written by the line manager of the role the line manager knows what they want that person
in their team to do so they need to write this down and ideally they'd work closely with the HR
representative whoever it is to make sure it's not too long too short or has discriminatory language
included in it and also that the skills are labeled clearly so later in the process the job
advert will be created from the job description so it's important that it's clear checked over by the
manager and HR rep third is salary benchmarking so once the job description is done the HR rep
will carry out benchmark marking for the role so benchmarking is where HR will contribute to
or decide what the final salary on offer for the role is they'll compare the role against other
roles in the market plus they'll look at other Market salary data so they'll also look at the
seniority level of the role other salaries within the company salaries within the team and other
factors to decide where the final salary of the role should be set so I've cut out a lot of the
process here because the contract type has also agreed along with other role details and there
are other steps that are taken in some companies such as checking redeployment lists to check
whether there are employees that are going through redundancy that should be offered the role before
a new vacancy is signed off looking at Talent mapping or succession planning to see if someone
internally should be moved into the role but they are individually long processes and I want to try
and make this as concise as I can if possible so that you can take away key information and use it
so once that's all done all the information and will go on to an approval form and that will be
signed off by management and leadership in various areas so that will go through to a recruiter and
the recruiter will book in a briefing meeting with the line manager or hiring manager of the
role step two is the kickoff or briefing meeting so now that the recruitment Basics are done the
recruiter will meet with the manager to agree the recruitment process and they'll also agree
the advertising strategy so the first part of the recruitment briefing meeting is confirming
the details of the role that has been approved so sometimes between approval and the role going to
the recruiter the manager might change something about the role so sometimes they'll change the
job title sometimes they'll switch from wanting a temporary position to a permanent person for
example so they'll tell the recruiter in the meeting so depending on the change it may have
to go back through step one which is approval and in this meeting the recruiter will also run
through their recommendations for where the role should be advertised and the manager might also
also have avenues that they recommend and this could include external job boards as well as the
company's own internal careers website they'll also discuss whether a recruitment agency will
be involved and this will usually be the case if the role is a very Specialist or perhaps
quite senior so the company will normally have a PSL which is a preferred supply list a list
of agencies that have pre-agreed that they'll work on some of the vacancies for that company
and they can be used whenever a new role is approved that the company needs help with or
the internal recruitment team needs help with now agencies are quite expensive so generally
the internal recruiter would encourage the manager to utilize their in-house Services as a first step
and normally a budget would need to be approved as part of the first approval step in order to
consider agency usage but it's not the case in every company so next is the interview process
so this includes how many people will be in the interview and how many stages of the interview
there will be who will conduct the various stages and what type of Assessments will be included so
usually there's between one to three stages of interview and someone from HR will be included
as well as the hiring manager or someone from the managers department so assessments can vary
from online assessments numerical testing verbal testing and even personality profile Assessments
in some cases the recruiter will run through the interview framework with the manager so these are
the interview questions that the manager will ask and how the answers will be assessed so depending
on the job type they could include technical questions competency-based questions Behavioral
or situational interview questions I do have videos covering all of these interview questions
and answers if you want a flavor of the typical questions asked by HR or a hiring manager in a
job interview so you can check out those videos below I'll link them in the video description
um below this video so step three is advert creation so this might be done by the recruiter
or an HR coordinator or a recruitment coordinator if you have one in the company so I cover both of
these roles too in separate videos so if you need to understand the typical duties of each of these
roles I cover that in the first half of these videos so now the advert is then created from
the job description as I mentioned earlier but it is separate to the job description
or at least it should be so it should be much shorter and should highlight and sell the key
parts of the role and the areas that are most attractive to candidates that's what the job
advert should do so candidates don't want to and don't read two to four pages of a full job on an
advert so it should include key parts of the main duties in a conversational style and it
should include the company benefits but only if they're competitive or unique and lastly what's
in it for the candidate so if you're getting value from this video do click like it's really helpful
to this Channel and it really helps this video to show up for others on YouTube who are looking for
help with the recruitment process steps and there are other ways that you can support the channel in
the description box below this video so step four is contacting and briefing the agency so normally
this is done by the recruiter if agency usage is involved then the agency will be briefed on
all the relevant details they'll have the job description salary range estimated time frames
of the process and interviews then they'll have an initial briefing chat with the line manager
directly so this will be a little different to the briefing step two which was an internal briefing
and this is because the manager is best place to explain the day-to-day of the role and who their
ideal candidate is so often this call is directly with the recruitment agency they will take that
information and conduct their own candidate search and check their own database step five is active
sourcing or searching for the right candidate so while the advert is Running part of the
recruiter's role is to go out and find candidates without just relying on the advert to bring
in applications and this could be searching an internal or external talent pool or candidate pool
if there is one the candidate pool is a stored list of candidates that have previously applied
for similar roles but they were not successful or they didn't move forward in the process for one
reason or another so the recruiter might contact those candidates as a first step this sourcing
step can also include and this is the most common way of sourcing is using LinkedIn so LinkedIn has
a lot of tools that make it extremely effective for direct sourcing and Recruitment and that would
be a whole other video in itself as LinkedIn has become increasingly efficient at developing the
tools and insights that recruitment functions need so I don't believe that there is any other
tool out there at the moment with the same level of advanced search functions plus they are always
introducing more and more such as Talent insights which is a brilliant tool for understanding what's
important to different candidate groups as well as a bunch of other information like Trends income
in competitor companies the recruiter can also utilize local Partnerships to draw candidates
from whether projects or Charities that the company works with and one other Avenue to
Source candidates from is through referrals so if the company has an attractive referral scheme
colleagues will make more of an active effort to refer their friends so step six is creating
a short list of the strongest candidates so of all the candidates from applications sourcing
and other methods and avenues the recruiter will select the best and present them to the hiring
manager the manager will confirm which candidates they want to take through to interview and either
the recruiter or an administrator or the hiring manager will book in the job interview themselves
so step seven is where the interviews that were agreed at the briefing in step two are carried
out some of the time frames will likely have changed this is really common due to managers
workload annual leave and other usual work related delays the panel might also be slightly different
from what was previously agreed the recruiter will usually make sure that before the interviews are
carried out the candidates have confirmation emails detailing all the interview details and
that the interview panel conducting the interview have all the relevant documents like the candidate
CV the interview questions and the job description as well step eight is where an offer is made to
the successful candidate by the recruiter and once the candidate has hopefully accepted the
recruiter will then reject the unsuccessful candidates so rejections can be done by email
or Auto sent from an ATS or recruitment system but preferably the candidates would receive a
phone call or at least for the candidates that have reached interview stage and have given up
their time to interview so with candidate feedback it's best to ask the candidates if they would like
to be kept on file for future roles then you can add them to that candidate pool that I mentioned
earlier and it makes future recruitment for the same or similar the rolls much easier so sometimes
at this step the candidate will negotiate asking for flexible working higher salary
Etc the recruiter will then need to share this with the manager and in some cases the HR rep
as well to see how flexible they can be on the package that's on offer to the candidate then
the candidate accepts and we can move into step nine so step nine is where candidates
details are verified sometimes references are collected although less and less companies are
collecting references nowadays as they are often very limited in what they can include
often after acceptance the recruiter will hand the next steps including the employment
contract over to another person in HR such as an HR coordinator and they'll keep their
activities highly focused on recruitment but in some companies the recruiter will
do the employment contract and Trigger any background checks that are needed and an
employment contract is then sent out sometimes they they are physical contracts sent out in the
post but today it's all done digitally so the contract will normally be sent via DocuSign or
some other digital equivalent step 10 is where HR on boards and inducts the candidates in some
companies particularly smaller companies where the recruiter covers everything they may also
do onboarding and inductions but usually this is done by the other areas of HR so this is a big
process so I'll only outline it here onboarding a candidate involves working with the manager to
make sure the candidate is ready to come on board and start in the company so from an HR standpoint
it's making sure that the manager knows how to request equipment system access building access
and other things like that for the candidate so induction is getting the candidate inducted and
introduced to the company so sometimes this is a group induction which includes company
introduction introduction to other employees that are start at the same time sometimes a
building tour if it's not virtual and that can also include the signing of company policies as
well so if you have any questions about steps in the recruitment process just leave a comment
below I do check the comments thank you so much for watching and I'll see you in the next video