How to Kick Off the Job Application Process
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November 30, 2021How to Kick Off the Job Application Process
At a point in time, your company will need to expand by employing more hands. However, before hiring people, you need to create a job description to set things in motion. Before crafting the job description, there are several steps to put in place. Alternatively, you can outsource your recruitment process to a third party to save time and effort.
This article discusses the steps necessary to kick off your recruitment in detail.
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1. Setting Up a Recruitment Team
Before recruiting, you need to put a team that will be involved in the recruitment process together. The team should include a hiring manager, interviewers, recruiters, and HR. The hiring manager is the person that will most likely manage your prospective employees. In contrast, the interviewers are the team members that will participate in the interview. The recruiters are responsible for talent acquisition, while HR is in charge of sending out contracts and planning employee onboarding.
If your firm is a smaller startup, your hiring manager could also be the CTO or the head of a product, and a recruiter can be the HR.
2. Approving the Position
Before crafting the job description, it is essential that the position is approved and has a budgeted salary. Candidates can have a wrong impression about a firm if they find out that the recruitment process cannot continue; this eventually harms the firm's reputation and wastes time and resources.
3. Defining the Job Role
When defining roles, they should be clear and well detailed. In addition, job roles should include the company's vision, the potential and possible career path of the position, and the skill set necessary to pull off the role. Also, the job role should include the budget, including estimated salary, bonuses, and relocation costs. Location and timing should also be included. Will the job be remote? Is the hiring process urgent?
When defining the role, you can sit with the skilled members of your team to get their opinions about the mandatory skillset for the position.
4. Defining the Interviewing Process
During this stage, you have to outline the details of the interview process clearly. It would be best to assign who will be in charge of the first phone screen, technical interview, cultural interview, and recruiting debrief. It is also necessary to designate who will make the final decision, do the offer call, and take care of the onboarding process.
5. Creating the Job Description
Several job listings platforms like LinkedIn and AngelList require you to create a job listing. A job listing should ideally contain a brief description of your company, its values, and its mission. Also, the listing should include the general responsibilities and key tasks required of the prospective employees.
Furthermore, the job listing should contain the necessary tech stack, qualifications, education, previous job experience, and skills. You should also include the challenges and the impact the prospective employees are expected to make on the company. Summarily, the job description should be short and attractive and contain a concrete overview of the role.
6. Creating A Sourcing Strategy
After posting your job description, the next step is to decide your sourcing strategy. You should determine the platforms your firm wants to use for sourcing and a list of companies you want to source from. Also, you can create templates for sending out messages and even describe the ideal candidate profile.
You can also source for talents by creating referral programs and incentives and also partnering with boot camps.
To Round Up…
Hiring is much more than calling candidates for an interview. There should be steps in place to kick off the job application process. Creating a job application process reflects the company's professionalism and ensures that each step is clearly outlined, saving time and money.
After creating a job description and kicking off the application process, it is best practice to have a template that will be useful for future hiring. Nevertheless, the template should not be generic but subject to revisions per time.
Contact The Experts
FSS Staffing is a recruitment agency with many years of experience in recruiting top talent for firms. Although creating the job description ensures a professional process, hiring a recruitment agency can save you time and effort. Contact us today for your recruitment needs.
