What is recruitment process? | HRM | From A Business Professor

0:00hello everyone welcome to business

0:01school 101 have you ever wondered how

0:04companies find the right people for the

0:05job or how you might land that dream

0:07roll it all starts with the recruitment

0:09process so what exactly is it how do

0:12companies go about recruiting what are

0:14some practical tips for the recruiters

0:16are there some real world examples in

0:18this video I'll walk you through the

0:20recruitment process step by

0:23step section one definition the

0:26recruitment process is the systematic

0:28approach organizations to identify

0:31attract and select candidates for

0:33employment this process involves various

0:35stages from identifying the need for a

0:37new hire to extending an offer to The

0:39Chosen candidate effective recruitment

0:41is crucial for an organization success

0:43as it ensures that the right people are

0:45placed in the right

0:48roles section two the process the

0:51recruitment process typically involves

0:53the following key Steps step one

0:56identifying the need this is the first

0:58step where the company recog izes the

1:00need for a new position either due to

1:02growth a vacancy or a new project at

1:05this stage the roles requirements are

1:07defined and a job description is created

1:09detailing the responsibilities skills

1:12and qualifications needed step two

1:14sourcing candidates once the job

1:17description is finalized the company

1:19begins sourcing candidates this can be

1:21done internally by promoting or

1:22transferring existing employees or

1:24externally by advertising the job on

1:26various platforms like job boards

1:29company websites social media or through

1:31recruitment agencies step three

1:34screening and shortlisting after

1:36receiving applications the recruitment

1:38team screens candidates by reviewing

1:40résumés and cover letters they short

1:42list those who meet the job requirements

1:44for further evaluation this stage may

1:46also involve initial phone interviews or

1:48assessments to filter out unqualified

1:50candidates step four interviewing

1:53short-listed candidates are then invited

1:55for interviews which can take various

1:57forms phone video or inp person

2:00interviews during this stage the

2:02recruitment team assesses the candidate

2:04skills experience and cultural fit with

2:06the organization multiple rounds of

2:08interviews may be conducted including

2:10technical tests or case studies step

2:13five evaluating and selecting after

2:16interviews the recruitment team

2:18evaluates the candidates comparing their

2:20qualifications and interview

2:21performances they may conduct reference

2:24checks or background verifications

2:26finally the best suited candidate is

2:28selected for the position step six

2:30offering and onboarding the final step

2:33is extending a job offer to the selected

2:35candidate this offer includes details

2:37about the role salary benefits and other

2:40employment terms once the candidate

2:42accepts the onboarding process begins

2:45where the new hire is integrated into

2:46the company provided with necessary

2:48training and introduced to the

2:52team section three tips here are some

2:55practical tips to enhance the

2:57recruitment process number one clearly

3:00define the role start with a clear and

3:02detailed job description to attract the

3:04right candidates for example if you're

3:06hiring a marketing manager instead of

3:08just saying they'll manage campaigns

3:10specify that they'll create and Lead

3:12social media email and SEO campaigns to

3:15boost brand awareness by 20% annually

3:18this Precision helps candidates

3:20understand exactly what's expected and

3:21whether they're a good fit saving both

3:23you and them time during the hiring

3:25process number two use multiple sourcing

3:28channels don't rely on just one method

3:30to find candidates cast a wide net post

3:33your job on popular sites like indeed or

3:35LinkedIn share it on your company social

3:37media and encourage employees to refer

3:40candidates they know for example if

3:42you're looking for a software engineer

3:44you might attend Tech meetups partner

3:46with coding boot camps and post the job

3:48on GitHub jobs this approach helps you

3:50reach a diverse group of candidates and

3:52increases your chances of finding the

3:54perfect fit number three streamline the

3:56screening process use tools like an

3:59applicant track system ATS to quickly

4:01filter through resumés based on key

4:03qualifications imagine you're hiring a

4:06customer support specialist and ATS can

4:08scan for keywords like CRM or customer

4:11service allowing you to focus on the

4:13most relevant candidates follow up with

4:15a short phone interview to gauge their

4:17communication skills ensuring that only

4:19the best candidates move forward in the

4:21process number four conduct structured

4:24interviews keep your interviews

4:26consistent by asking every candidate the

4:28same questions which makes it easier to

4:30compare them fairly for instance if

4:32you're hiring a sales representative you

4:34might ask each candidate tell me about a

4:36time you exceeded your sales targets

4:38what was your approach this method not

4:40only helps reduce bias but also ensures

4:42you're assessing all candidates on the

4:44same criteria number five maintain clear

4:48communication keep candidates in the

4:49loop throughout the recruitment process

4:51to create a positive experience for

4:53example after an interview you could

4:55send a quick email saying thanks for

4:57your time today we're still interviewing

4:59and will update you next week this

5:01simple step shows respect for the

5:03candidates time and helps keep them

5:05engaged even if the process takes longer

5:07than expected clear communication

5:09reflects well on your company and can

5:10make a big difference in how candidates

5:12perceive you even if they're not

5:14ultimately

5:16selected section four examples let's

5:20look at a couple of examples number one

5:23tech company recruitment a leading tech

5:25company for instance might Source

5:27software Engineers by attending

5:29University Career Fairs posting job ads

5:31on LinkedIn and partnering with coding

5:33boot camps they use coding challenges as

5:36part of the screening process and

5:37conduct multiple interview rounds

5:39including Technical and behavioral

5:41interviews to find the best talent

5:43number two internal promotion a retail

5:46company May identify the need for a new

5:48store manager instead of hiring

5:50externally they might promote an

5:52assistant manager who has demonstrated

5:54leadership potential this internal

5:56recruitment saves time and costs while

5:57rewarding employee loyalty

6:01Section Five summary to sum up the

6:04recruitment process is a critical

6:06function that helps organizations find

6:08and hire the best talent it involves

6:10several steps from identifying the need

6:12for a role to onboarding the new hire by

6:15following best practices such as

6:17defining roles clearly and using

6:19multiple sourcing channels companies can

6:21enhance the recruitment efforts and

6:22build a strong Workforce all right

6:25that's all for today's topic if you have

6:27any questions regarding this video

6:29please leave your thoughts in a comment

6:30below I hope you guys have enjoyed this

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