Effective Recruitment Steps Three Steps to Develop an Effective Recruitment Process Are: Step 1: Ensure an Up-to-Date Job Description Which Contains Information Related to: • Specific Tasks and Activities Required for
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Effective recruitment steps
Three steps to develop an effective recruitment process are:
Step 1: Ensure an up-to-date job description which contains information related to: • Specific tasks and activities required for a job • The knowledge, skills and abilities required for effective performance by the job incumbent.
Step 2: Develop an effective recruitment strategy which considers:
• Appropriate sources of recruitment (i.e., advertisements, personal referrals, employment agencies, direct applications)
• Appropriate recruiters (e.g., supervisor or co-worker).
Step 3: Evaluate the recruitment strategy to determine its efficacy. For example:
• Conduct a cost-benefit analysis in terms of the number of applicants referred, interviewed, selected, and hired
• Compare the effectiveness of applicants hired from various sources.
Overview of selection techniques
Evidence-based best practice for three of the most commonly used selection techniques is outlined below
1. Curriculum vitaes
A curriculum vitae (CV) / résumé provides valuable information relating to a person’s professional qualifications and experience. All information in the CV should be verified where appropriate (e.g., asking applicants to explain gaps in employment history). Requesting job applicants to address specific selection criteria (i.e., essential and desirable) can improve the efficiency of reviewing CVs.
2. Conducting interviews
Structured interviews are recommended. A structured interview involves asking each candidate the same set of questions and assessing their responses on the basis of pre-determined criteria. Questions and assessment criteria should be based on accurate, updated job descriptions. It is also helpful to develop criteria to categorise responses (e.g., as excellent, good, average and unsatisfactory). An interview panel consisting of a representative selection of people may also be helpful.
Two common types of structured interview questions are:
•...
Three steps to develop an effective recruitment process are:
Step 1: Ensure an up-to-date job description which contains information related to: • Specific tasks and activities required for a job • The knowledge, skills and abilities required for effective performance by the job incumbent.
Step 2: Develop an effective recruitment strategy which considers:
• Appropriate sources of recruitment (i.e., advertisements, personal referrals, employment agencies, direct applications)
• Appropriate recruiters (e.g., supervisor or co-worker).
Step 3: Evaluate the recruitment strategy to determine its efficacy. For example:
• Conduct a cost-benefit analysis in terms of the number of applicants referred, interviewed, selected, and hired
• Compare the effectiveness of applicants hired from various sources.
Overview of selection techniques
Evidence-based best practice for three of the most commonly used selection techniques is outlined below
1. Curriculum vitaes
A curriculum vitae (CV) / résumé provides valuable information relating to a person’s professional qualifications and experience. All information in the CV should be verified where appropriate (e.g., asking applicants to explain gaps in employment history). Requesting job applicants to address specific selection criteria (i.e., essential and desirable) can improve the efficiency of reviewing CVs.
2. Conducting interviews
Structured interviews are recommended. A structured interview involves asking each candidate the same set of questions and assessing their responses on the basis of pre-determined criteria. Questions and assessment criteria should be based on accurate, updated job descriptions. It is also helpful to develop criteria to categorise responses (e.g., as excellent, good, average and unsatisfactory). An interview panel consisting of a representative selection of people may also be helpful.
Two common types of structured interview questions are:
•...