Hiring procedure Rec 2 Rec in 7 easy steps

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Your fledgling recruitment firm has grown rapidly, and you’re finding there aren’t enough hours in the day to maintain existing client relationships, let alone find new ones.

Hiring procedure Rec 2 Rec in 7 easy steps
Hiring procedure Rec 2 Rec in 7 easy steps

It’s now time to hire talented people to help you grow your company. Recruiters, like any other industry, have long been said to be so skilled at recruiting for other businesses that when it comes to their own hiring, they fall short or never get around to it. This is why recreation-to-recreation organizations exist.

Internal hiring can be time-consuming (which is why businesses pay you to do it for them in the first place). The good news is that almost any recruiting campaign can be broken down into seven simple phases, many of which you will be familiar with.


This is a one-stop shop that you can use again and again. Perfect for following regulations, putting in place a failsafe recruitment process, and hiring the best people who will last and save money in the long run.

Determine what you need for Hiring procedure Rec 2 Rec

What is the key to achieving your goals? Having a clear idea of what you’re looking for. That’s when good planning comes in handy. Having a thorough understanding of the position you’re recruiting for will make the rest of the process easier and faster because you’ll be able to assess who has the necessary expertise to perform the function effectively right away. It also ensures that applicants have a clear purpose and defined goals for the role, removing any uncertainty about how they fit into the larger business goals.

Important questions to consider:

  • What is the necessity for a new employee?
  • What will the successful candidate’s tasks and responsibilities be?
  • Where does this position fit in the larger business structure?
  • What talents or abilities are necessary to perform well in the role?
  • Use your company objectives to discover emerging business sectors, then decide on the talents you’ll need to succeed.
  • Employers frequently prioritise sophisticated digital and technological skills, but you should also explore bringing in people with diverse backgrounds.

Create a job description and a personnel specification

These are descriptions of the position you’re looking to fill as well as the type of person you’re looking for.

When job seekers come across your job posting, they’ll be one of the first things they read. Getting these two papers right is crucial to attracting the right candidates throughout the recruitment process, so it’s worth devoting time to them before moving on to the next steps.

  • Include key tasks in the job description to give candidates a clear idea of what the role entails, as well as who they’ll be working with and what success looks like.
  • Individual requirements aid you in identifying the skills and attitudes that will enable you to succeed in the position.
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Decide where to promote

To begin, examine your employer branding and messaging to ensure that they appeal to your target audience, particularly on social media. For bright job seekers, a well-known brand is a key selling point. If you want to hire people who will fit your company’s culture, be open and honest about it.

You can advertise your position on job boards, within your company, on social media, or with the assistance of a professional. We’ll go over the advantages and disadvantages of each.

Job boards
  • Pros: A simple way to get your opening in front of thousands of registered job searchers.
  • Cons: You may wind up with hundreds of CVs to sort through, as people spam their CVs out in the hope of being hired.
  • Pros: The person you’re looking for might be there in front of you! They save time and money on recruitment costs, encourage workers through opportunity provision, and are already incorporated into the business’s culture and rhythm.
  • Cons: For some jobs, bringing in a new viewpoint or set of talents might add depth to your team’s capabilities.
Social Media
  • Pros: LinkedIn is the number one social site for recruiting and screening prospects, with approximately 740 million professionals present, surpassing Facebook and Twitter, and enables exact tailoring of information to the skills and knowledge necessary for a position.
  • Cons: Your company page should have high-quality information – the platform is as much for applicants to see whether your business is the perfect fit for them as it is for you to see if they are suited for your company.

Support from a specialist

Assume you’re already cramming everything into your recruiting schedule. In that case, outsourcing to a rec 2 rec agency might be a good idea, especially if you’re serious about finding the right person.

  • Pros: A professional rec 2 rec agency can handle everything while allowing you to retain control over critical decisions.
  • Cons: The costs of hiring recruiting consultants might be prohibitively expensive, especially for small organisations. On the other hand, using an expert may both enhance and speed up the process, giving you vital time back to focus on other aspects of your organisation.
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Examine your applications

Good candidates should quickly show how their experience is relevant to the open position. Reread your job description and person specification to refresh your memory on what you’re looking for. Don’t be put off by scan-reading software. As soon as possible, your applicants must demonstrate their eligibility. And believe us when we say that after reading about 100 CVs, you’ll be able to spot the standout candidates from a mile away.

No matter how well-written your job description and person specification are, wildcards will always be used. They should also not be dismissed on a regular basis. Flexibility, on the other hand, can pay off if used wisely.

Holding interviews

The interview is an important part of the hiring process because it gives you valuable face time with your candidates. As a result, preparation is critical for getting the most out of the presentation. Enter knowing what talking points are most important to cover, such as highlights from their CV or application and the position’s most important requirements. Due to new video technology, we’re also seeing a rapid evolution of the interview process.

Candidates’ expectations are evolving in the same way that customer expectations are, with a greater demand for mobile experiences that seamlessly transition between digital and physical interactions with a company. As a result, it’s worthwhile to look into how new tools and technology can help applicants have a better experience throughout the application process.

Interview Pointers

  • Prepare questions that will allow you to go further into each applicant’s professional experience to see how well they may fit your position.
  • Avoid asking abstract questions only to see how they react; instead, make the conversation relevant to the position rather than testing nerves for the sake of testing nerves.
  • Keep in mind interviews are a two-way street. Your candidate will be seeking to see if your company is a good fit for their career. Remember to be polite and promote the benefits of the position and the organisation.
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Checking references, drafting a contract, and extending the job offer

It’s time to check references after you’ve narrowed down your top candidates. Many companies overlook this step in the hiring process, but it’s crucial to check your candidate’s background to ensure they’re who they say they are. (Hiring the wrong person could cost you a lot of money.)

If everything is in order, you’ll need to draft an employment contract. You’ll most likely have a template that you can customize based on your income, vacation time, and other requirements.

As your new rising star settles in, greet them warmly

It can be awkward, stressful, and unsettling to be a newcomer. So, here are our top tips for cultivating a welcoming workplace culture, making a strong first impression, and earning big loyalty points by going above and beyond to help your new hire settle in:

  • Start with the basics: do they know where the restrooms are? Or what the lunch plans are? Assign a colleague to teach them the ropes and serve as a point of contact for any additional questions (it’s hard to absorb everything at once!).
  • Take them out to lunch and talk about things other than work. This is a great opportunity to stand out and get your relationship off to a good start. It’s amazing how many companies make mistakes in this area.
  • Meet the members of the team. Make sure they meet with their core team in the first week so they can get to know everyone. It also aids them in grasping responsibilities and duties early on, allowing them to get started right away.
  • Gather feedback on your onboarding procedures so that you can continue to learn, guide, and adapt the procedures for each new hire.

Conducting a recruitment procedure on one’s own is difficult. When you have a proven method to follow, you’ll have more time to focus on the important things, like finding a candidate who fits your company’s culture, budget, and job requirements.

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