The Phases In Requirement Process In Media?

Whether a job opening is newly formed or just vacated, you cannot find what you need if you don’t know what you need in the first place.

So, your recruitment process should start with identifying the vacancies that exist followed by analyzing the job specifications including the knowledge, skills and experience needed for the role.

Here’s How You Can Determine Your Hiring Needs?

Figure out where the gaps are in your current team. Check if you have new needs in terms of ability, performance of personality.

Ask yourself if you need someone to take care of something that is not being addressed currently, this will tell you that there is a hiring need.

Keep a track of input versus output when it comes to your team. See if there is an increase in workload that needs to be addressed by hiring.

Regularly analyze performance and make a list of missing qualities, qualifications, skills and proficiencies that you need to add to your team, this can also signal towards hiring needs.

Be mindful of existing employees leaving. This is definitely when you will have a hiring need.

Every time you recognize that there is indeed a hiring need, act before it becomes a pressing matter.

Preparing The Job Description?

Once you know exactly what you need in terms of knowledge, skills and experience, it is time to determine the duties and responsibilities of the job.

Preparing a comprehensive job description (JD) will help you know what your potential employees must have in order to meet the demands of the role.

More importantly, it provides your prospects with a checklist or a list that they can compare themselves to before applying, it is a tool to ensure that you get applications from the right candidates (hopefully).

Do’s And Don’ts Of Writing A Perfect Job Description?

Do’s

• Personalize.
• Be specific.
• Use the right keywords.
• Use bullets to break the monotony.
• Keep the tone conversational.
• Provide details when you can.

Don’ts 

• Don’t use big chunks of text
• Don’t use jargons or metaphors
• Don’t sugar-coat the challenging aspects great candidates want to make things happen.

Talent Search?

Identifying the right talent, attracting them and motivating them to apply are the most important aspects of the recruitment process.

The job listing should be advertised internally to generate referrals as well as externally on popular social networking sites and preferred job boards.

Recruiters can also conduct job fairs and promote openings in leading industry publications to cast a wider net. Broadly, there are two sources of recruitment that can be tapped for a talent search.

Internal Sources Of Recruitment?

When recruiters use internal sources for recruitment, it works to motivate the existing employees to be more productive and maximizes their job satisfaction and sense of security.

Recruiting through internal sources also reduces the attrition rate along with cost and effort.

External Sources Of Recruitment?

Recruiting through external sources offers a much wider scope for selection from a big number of qualified candidates.

The process moves much faster even for bulk requirements while eliminating the chances of partiality or biases.

Screening And Shortlisting?

In order to move forward with the recruitment process, you need to screen and shortlist applicants efficiently and accurately. This is where the recruitment process gets difficult and challenging.

Interviewing?

The shortlisted applications will now move through the interview process prior to receiving an offer letter or a rejection note.

Depending on the size of the hiring team and their unique recruitment needs, several interviews, may be scheduled for every candidate.

Telephonic Screening/Video Interviewing?

This is a quick, easy and convenient way to screen candidates and their capabilities. The telephonic or video interview is also your first opportunity to leave a lasting first impression on your potential employees.

So, while you need to keep your very first interview short make sure you also take the time to screen them against the knowledge, skills and experience mentioned in your job description, so you can eliminate the relevant profiles first.

Evaluation and Offer Of Employment?

This is the final stage of the recruitment process. You should never take it for granted that the candidate will accept your offer.

However, if your candidate has patiently completed all the paperwork and waited through the selection process, the odds of accepting the offer are high.

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