An External Agency or Recruitment Outsourcing Agency, on the other hand, is a third party which performs the whole recruitment process on behalf of the company & fulfills the vacant position.

Factors that influence the Recruitment process

Recruitment is mainly affected by several factors which play a big part in whether the process of recruitment will be successful or not. Some of the important factors are as below:

Factors of Recruitment Process

Tools of the Recruitment process

There are many tools and technologies which have been developed to help the HR department make much more effective use of emerging recruitment or existing recruitment channels. According to the reports, the mobile career and recruitment websites now account for 20% to 30% of traffic. This could even be higher for the organizations who are embracing social media especially Facebook since half of the Facebook users are on mobile.

Below is the rundown of some technological tools which plays important role in the recruitment process in HRM:

• Applicant Tracking System (ATS)

In today's competitive world, ATS is the integration platform which can connect to other tools and services used in the process of hiring. They help us to bring many recruitment functions into a central place thus further streamlines the practices. It’s important to feature i.e. intelligent skills matching is based upon the semantic technology and thus provide the built-in real-time analytics to evaluate what channels perform the best.

• Mobile Recruiting Tools

Research from Comscore says that about 2.8 million job seekers a month already had crossed the access of job listing from their mobile devices in U.K., with daily looking of 67%. In studies, it is found that 88% of people look for the job on their mobile phones, with one in three keen to apply using their mobile devices. The mobile recruiting tools can be broken down into several areas, QR codes, text alerts, app, and mobile-optimized websites.

• Gamification

Gamification is the broad trend to apply game mechanics to the non-game environment, such as recruitment, to motivate people or change the behavior- “said Gartner”.According to the analyst's forecast, over next 5 yrs, and by the next 5 yrs, there will be more than 70% of the global 2,000 organizations that will have at least one gamified application. It has the power to deliver the efficiency significantly at the front end development process both to attract and engage the people with correct skills for the particular role.

• Location Technology

The Geolocation is the process to identify the real-world geographic positions of the person with the help of their mobile phones or desktop devices. It has the potential to bring recruitment and HR teams much more lose with the right talent. At the time of hiring, when you ask the candidate what is most important to you, they will always focus on three main things as salary, job title, and location.

• Video Interviewing

According to the survey of OfficeTeam, UK found 41% of the HR directors who had increased their use of video conferencing to conduct the interviews as compared with 2010. The video is the medium for new generation candidate, so HR must become more accepting of its place in the process of hiring. The video clip can be shared with everyone in the hiring process. There are no tools which can be used in the process of video interviewing as Sonru, Tazio, LauncPad, etc.

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Steps Involved in Recruitment Process

Creating a basic flowchart for recruitment process sometimes helps in tracking full process. Not every recruitment process is the same, but this is general as it gets. It is an essential part of an acquisition function which is defined as the process of creating a pool of candidates who are interested in the job and then hiring the best candidate well qualified for the job.

There are some of the steps which are involved in the process of recruitment as follows:

• Identify the need for hiring

This is the process of understanding and identifying the need of requirement from Recruiting manager about what his/her expectation is to be the vacant seat of the job. The things which are required to be considered re the education qualification, the flexibility of the candidate, knowledge, skills, compensation, experience, etc. Because the changes for the candidate may be good as from their last job, so you also must look at the candidate perfectly about his/her background.

• Planning

Once you have identified what actually you need both in terms of hard and soft skills, now it’s time to put a plan together to find what you need from the candidate. Who all are involved with the hiring process on the steps that will be taken and the use of communication channel that you will be using to hire the candidate, you must always make sure that you get the “buy-in” of everybody who is all you need is one misstep to blow everything.

• Searching

This is the important stage where the companies are required to be a “hunter”, not a “gatherer”, as there are many companies who think that professional and amazing candidate will be going to rain down from the sky into their company to fill the vacant position of the required job. No, it does not happen. This is why most of the companies hire “headhunters”. Even the companies with internal recruiters or the hiring authorities cannot match the expertise connections of the recruiter who works in the trenches of the industry day after day.

• Identify viable candidate

Finding the desired candidate is not enough, anybody can find the candidate. But, to find a suitable candidate for the job role is much more important. So, the most important factor, which is also most difficult, is to find them, identify them and search for them. You must always make sure that the candidate you find fit in your job role & must be well qualified, talented and challenging enough to face the competitive world.

• Recruiting candidates

• Screening

Now, you have the batch of viable candidates, most likely the passive candidates who are curiously interested in the job position. But not every single of them will be going to take it through the process. The first stage of the screening process is the telephonic interview. The phone screening whittles the list down so that you can move to the next stage of the process. In this stage, many of the candidates are refined during their telephonic conversation.

• Interviewing

There are two main aspects of face to face interview. The first one is if the process is stretched out for too long then the candidate involved loses interest. Another is the employer must communicate with the candidate where they are in process and what they expect in the near term or will start looking somewhere else. There are the two most important aspects, which most of the companies neglect at the time of interviewing.

• Offering employment

The most delicate stage of the recruiting process is the offering stage. A hiring manager should never take for granted whether a candidate is going to accept an offer or not. If any organization is working with the search consultant, then the hiring manager of that organization should let the search consultant extend the offer. This is what the candidate expects and this is what should be done.

• Hiring of candidate

Why should the step of offering and hiring be combined together? This is because not every employment offer is accepted. If every offer is accepted, then yes this can be done. If 1 candidate rejects the offer, then the company may extend it to another candidate, if 2 rejects the offer, it can be extended to the 3 one and so on. Once the candidate does accept the offer of employment, that’s when the official hiring is successfully done.

• On-boarding the candidate

If you cannot retain the employees, to whom you have hired, then what’s the point of hiring the best candidate in the marketplace? When we offer onboarding, then we are talking about more than just new employee paperwork. Many companies have failed to do that which results in the new employee showing up for their first day of work only.

Conclusion

The process of recruitment is much more than just offering and managing the services of employment. It is all about boosting an employer brand, finding out the best talent possible for a specific profile and retaining the employees moreover.