Here's what you need to know about the full life-cycle of recruiting
A job description, recruitment, interviewing selection and induction
all form part of the full life-cycle of recruiting.
Let's take a look at each of these…
1. Job description
Before you fill a position, the human resources department must work with hiring managers to create a new job description or ensure the job description for the job opening is current and accurate, says smallbusiness.chron.com.
Reviewing a job description when a job opens is an efficient procedure to continually improve your company's structure. It's also a great way to as evaluate competencies and salaries for each position within the company.
After the approval of the job description, the recruitment begins.
This means you'll start posting the job opening internally and externally.
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You'll then select candidates to interview after looking at CVs.
To find the best candidate, experts behind the Labour Law for Managers Loose Leaf Service
recommend you use these five hiring methods to supplement the interview.
After the interview process, you must select the right candidate for the job so you'll be able to present a job offer.
Check out this article
– it contains two legal criteria you must use when selecting suitable job applicants.
When a candidate accepts the job offer and signs the relevant documents, the induction process
This process is important because, if you induct the new employee correctly, he'll be more productive and effective quicker.
Understanding the full life-cycle of recruiting will help you become an effective and efficient recruiter.
PS: If you want to ensure every step of your
recruitment process is legal and effective, we strongly recommend you check out Recruitment: The Complete Guide