Prospecting process steps in employment contracts

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in this video I'm going to cover the full  recruitment process steps from beginning   to end if you're unsure of what recruitment  is is in the definition or what a recruiter   does then you can check out this video as I  explain all of that at the beginning of that   video if you're not sure what recruitment or HR  career you want then you can check out my jobs in   recruitment playlist here which has you covered  with all the relevant questions and answers for   jobs in Recruitment and HR this video is dedicated  solely to the recruitment process steps and what   they are so this is useful if you're going into  recruitment for the first time and you want to   know or you'll need to explain it in a recruitment  interview or if you're in HR and you need a better   understanding of the recruitment process in  HR perhaps for a presentation or for work but   it's also useful if you want to move up in your  recruitment career because in many interviews you   may be asked to give a presentation of how you've  conducted the recruitment process or how you've   managed the end to end process for a difficult  hire or a normal hire and it helps to be able   to explain it in a way that's clear coherent and  concise but also engaging so let's jump in briefly   I'm Amri Celeste I cover tough interview questions  and answers on this channel but I also cover some   specialist recruitment topics and general  interview advice I've worked in in-house and   RPO recruitment for the last 11 years if you're  not sure what that is I explain the difference   in that internal recruiter video that I mentioned  earlier then before that I spent about nine years   in a mixture of agency recruitment which is a  different type of recruitment sales customer   service and secretarial and admin roles all right  so this video will cover the internal recruitment   process in HR because the recruitment process is  different for external agency recruiters internal   recruiters RPO recruiters embedded recruiters exec  search and so on I say this because it's really   important to remember this as we go through  that internal recruitment is within HR which   is an abbreviation for human resources and it can  also be called the people function as well so the   recruitment process has 10 steps I may have given  slightly less steps in other recruitment videos   mainly because I wasn't able to go into as much  detail as I will in this video but overall there   are 10 main steps approval kickoff or briefing  advertising agency engagement that's not always   relevant but we'll cover that when we get to  that step sourcing shortlisting interviews and   assessments rejections and offers offer acceptance  and employment contracts and although this isn't   included in the recruitment process that last step  it sometimes falls into recruitment duties so I'll   also include onboarding and induction briefly  so the internal recruitment process can also   go by the following descriptions Recruitment  and selection recruitment cycle recruitment   strategy recruitment steps and recruitment life  cycle Step One is approval so approval is where   a manager identifies that they need to hire  someone maybe due to someone leaving maternity   leave or maternity cover long-term sickness or  maybe there's just loads of work that needs to   be done so they need to request a hire and that  request needs to be approved so the job vacancy   goes through internal checks this should happen  before it reaches the recruitment function so   although approval is not technically part of the  active recruitment process I've included it here   because it's critical that the recruiter checks  that it has actually gone through this process   this approval process before starting work on the  role as part of the recruitment cycle so what does   the approval process include well it's cut into  three steps so the first is head count approval   this is where head count of the role is approved  so does the vacancy for this new role fit into   the company structure is there space for it in the  team or department has the department leadership   approved a new job to sit in their function and  are they aware of it so the final Department that   needs to approve a new vacancy is HR and this is  part of HR that is separate to recruitment so this   is normally done by an HR generalist their job  title would likely be HR business partner also   known as hrbp sometimes an HR Manager might  do it as well or in some companies the head   of HR would carry out these steps second is the  job description so the job description needs to   be written by the line manager of the role the  line manager knows what they want that person   in their team to do so they need to write this  down and ideally they'd work closely with the HR   representative whoever it is to make sure it's not  too long too short or has discriminatory language   included in it and also that the skills are  labeled clearly so later in the process the job   advert will be created from the job description so  it's important that it's clear checked over by the   manager and HR rep third is salary benchmarking  so once the job description is done the HR rep   will carry out benchmark marking for the role  so benchmarking is where HR will contribute to   or decide what the final salary on offer for the  role is they'll compare the role against other   roles in the market plus they'll look at other  Market salary data so they'll also look at the   seniority level of the role other salaries within  the company salaries within the team and other   factors to decide where the final salary of the  role should be set so I've cut out a lot of the   process here because the contract type has also  agreed along with other role details and there   are other steps that are taken in some companies  such as checking redeployment lists to check   whether there are employees that are going through  redundancy that should be offered the role before   a new vacancy is signed off looking at Talent  mapping or succession planning to see if someone   internally should be moved into the role but they  are individually long processes and I want to try   and make this as concise as I can if possible so  that you can take away key information and use it   so once that's all done all the information and  will go on to an approval form and that will be   signed off by management and leadership in various  areas so that will go through to a recruiter and   the recruiter will book in a briefing meeting  with the line manager or hiring manager of the   role step two is the kickoff or briefing meeting  so now that the recruitment Basics are done the   recruiter will meet with the manager to agree  the recruitment process and they'll also agree   the advertising strategy so the first part of  the recruitment briefing meeting is confirming   the details of the role that has been approved so  sometimes between approval and the role going to   the recruiter the manager might change something  about the role so sometimes they'll change the   job title sometimes they'll switch from wanting  a temporary position to a permanent person for   example so they'll tell the recruiter in the  meeting so depending on the change it may have   to go back through step one which is approval  and in this meeting the recruiter will also run   through their recommendations for where the role  should be advertised and the manager might also   also have avenues that they recommend and this  could include external job boards as well as the   company's own internal careers website they'll  also discuss whether a recruitment agency will   be involved and this will usually be the case  if the role is a very Specialist or perhaps   quite senior so the company will normally have  a PSL which is a preferred supply list a list   of agencies that have pre-agreed that they'll  work on some of the vacancies for that company   and they can be used whenever a new role is  approved that the company needs help with or   the internal recruitment team needs help with  now agencies are quite expensive so generally   the internal recruiter would encourage the manager  to utilize their in-house Services as a first step   and normally a budget would need to be approved  as part of the first approval step in order to   consider agency usage but it's not the case in  every company so next is the interview process   so this includes how many people will be in the  interview and how many stages of the interview   there will be who will conduct the various stages  and what type of Assessments will be included so   usually there's between one to three stages of  interview and someone from HR will be included   as well as the hiring manager or someone from  the managers department so assessments can vary   from online assessments numerical testing verbal  testing and even personality profile Assessments   in some cases the recruiter will run through the  interview framework with the manager so these are   the interview questions that the manager will ask  and how the answers will be assessed so depending   on the job type they could include technical  questions competency-based questions Behavioral   or situational interview questions I do have  videos covering all of these interview questions   and answers if you want a flavor of the typical  questions asked by HR or a hiring manager in a   job interview so you can check out those videos  below I'll link them in the video description   um below this video so step three is advert  creation so this might be done by the recruiter   or an HR coordinator or a recruitment coordinator  if you have one in the company so I cover both of   these roles too in separate videos so if you need  to understand the typical duties of each of these   roles I cover that in the first half of these  videos so now the advert is then created from   the job description as I mentioned earlier  but it is separate to the job description   or at least it should be so it should be much  shorter and should highlight and sell the key   parts of the role and the areas that are most  attractive to candidates that's what the job   advert should do so candidates don't want to and  don't read two to four pages of a full job on an   advert so it should include key parts of the  main duties in a conversational style and it   should include the company benefits but only if  they're competitive or unique and lastly what's   in it for the candidate so if you're getting value  from this video do click like it's really helpful   to this Channel and it really helps this video to  show up for others on YouTube who are looking for   help with the recruitment process steps and there  are other ways that you can support the channel in   the description box below this video so step four  is contacting and briefing the agency so normally   this is done by the recruiter if agency usage  is involved then the agency will be briefed on   all the relevant details they'll have the job  description salary range estimated time frames   of the process and interviews then they'll have  an initial briefing chat with the line manager   directly so this will be a little different to the  briefing step two which was an internal briefing   and this is because the manager is best place to  explain the day-to-day of the role and who their   ideal candidate is so often this call is directly  with the recruitment agency they will take that   information and conduct their own candidate search  and check their own database step five is active   sourcing or searching for the right candidate  so while the advert is Running part of the   recruiter's role is to go out and find candidates  without just relying on the advert to bring   in applications and this could be searching an  internal or external talent pool or candidate pool   if there is one the candidate pool is a stored  list of candidates that have previously applied   for similar roles but they were not successful or  they didn't move forward in the process for one   reason or another so the recruiter might contact  those candidates as a first step this sourcing   step can also include and this is the most common  way of sourcing is using LinkedIn so LinkedIn has   a lot of tools that make it extremely effective  for direct sourcing and Recruitment and that would   be a whole other video in itself as LinkedIn has  become increasingly efficient at developing the   tools and insights that recruitment functions  need so I don't believe that there is any other   tool out there at the moment with the same level  of advanced search functions plus they are always   introducing more and more such as Talent insights  which is a brilliant tool for understanding what's   important to different candidate groups as well  as a bunch of other information like Trends income   in competitor companies the recruiter can also  utilize local Partnerships to draw candidates   from whether projects or Charities that the  company works with and one other Avenue to   Source candidates from is through referrals so  if the company has an attractive referral scheme   colleagues will make more of an active effort  to refer their friends so step six is creating   a short list of the strongest candidates so of  all the candidates from applications sourcing   and other methods and avenues the recruiter will  select the best and present them to the hiring   manager the manager will confirm which candidates  they want to take through to interview and either   the recruiter or an administrator or the hiring  manager will book in the job interview themselves   so step seven is where the interviews that were  agreed at the briefing in step two are carried   out some of the time frames will likely have  changed this is really common due to managers   workload annual leave and other usual work related  delays the panel might also be slightly different   from what was previously agreed the recruiter will  usually make sure that before the interviews are   carried out the candidates have confirmation  emails detailing all the interview details and   that the interview panel conducting the interview  have all the relevant documents like the candidate   CV the interview questions and the job description  as well step eight is where an offer is made to   the successful candidate by the recruiter and  once the candidate has hopefully accepted the   recruiter will then reject the unsuccessful  candidates so rejections can be done by email   or Auto sent from an ATS or recruitment system  but preferably the candidates would receive a   phone call or at least for the candidates that  have reached interview stage and have given up   their time to interview so with candidate feedback  it's best to ask the candidates if they would like   to be kept on file for future roles then you can  add them to that candidate pool that I mentioned   earlier and it makes future recruitment for the  same or similar the rolls much easier so sometimes   at this step the candidate will negotiate  asking for flexible working higher salary   Etc the recruiter will then need to share this  with the manager and in some cases the HR rep   as well to see how flexible they can be on the  package that's on offer to the candidate then   the candidate accepts and we can move into  step nine so step nine is where candidates   details are verified sometimes references are  collected although less and less companies are   collecting references nowadays as they are  often very limited in what they can include   often after acceptance the recruiter will  hand the next steps including the employment   contract over to another person in HR such  as an HR coordinator and they'll keep their   activities highly focused on recruitment  but in some companies the recruiter will   do the employment contract and Trigger any  background checks that are needed and an   employment contract is then sent out sometimes  they they are physical contracts sent out in the   post but today it's all done digitally so the  contract will normally be sent via or   some other digital equivalent step 10 is where  HR on boards and inducts the candidates in some   companies particularly smaller companies where  the recruiter covers everything they may also   do onboarding and inductions but usually this is  done by the other areas of HR so this is a big   process so I'll only outline it here onboarding  a candidate involves working with the manager to   make sure the candidate is ready to come on board  and start in the company so from an HR standpoint   it's making sure that the manager knows how to  request equipment system access building access   and other things like that for the candidate so  induction is getting the candidate inducted and   introduced to the company so sometimes this  is a group induction which includes company   introduction introduction to other employees  that are start at the same time sometimes a   building tour if it's not virtual and that can  also include the signing of company policies as   well so if you have any questions about steps  in the recruitment process just leave a comment   below I do check the comments thank you so much  for watching and I'll see you in the next video