If you break it down, the hiring process is made up of many stages. Each one is equally important if you plan to recruit, select, and appoint the right person for the job.

To make sure each step runs smoothly, your organization should have a clear policy on how employees are hired. The recruitment plan should be approved by the department head, the HR and finally the CEO. It should be within the recruitment budget and as per company policy.

No system is perfect, and there is always room for improvement. Here are some ideas for improving certain aspects of the hiring process:

1. Advertising

One of the most effective ways to ensure you’re accessing an extensive pool of applicants is good advertising. Limiting yourself to one or two methods of advertising can prevent you from reaching the right person.

Today, just about everything is done online. Your job advertising should be done this way too. You can use an online tool which will advertise on your behalf.

The tools have millions of subscribers and can reach more possible applicants than you can. Your company should also utilize its social media presence to advertise, making use of multiple platforms like LinkedIn, Facebook, and Instagram.

Investigate the application process. Is it easy for people to submit their resumes if they want to apply for the job? If the process is slow or complicated, people won’t bother to finish it. Make sure you keep things streamlined and convenient for both yourself and potential employees.

2. Interviewing

Recruitment research has made it apparent that while the resume gives you a partial picture of the candidate, an interview should fill in the blanks. It is your chance to interact with the applicant in person. How they respond during the interview gives a clearer picture of what type of person they are.

As the interviewer, you need specific skills. Can you tell if an applicant is lying during the interview? Hone your sixth sense so that you don’t have the wool pulled over your eyes.

In addition to the answers the candidate supplies, watch their body language as it gives a lot away. The verbal response constitutes only 10% of the answer. The other 90% is conveyed through non-verbal communication such as body language.

Structure the interview into three phases. The first phase is comprised of the questions you’ve drawn up beforehand. Have an idea of what kind of responses you’re expecting. You can even score the candidate on how they tackled the answer.

The second phase is where you give the candidate the chance to talk about themselves or ask you any follow-up questions they might have. This is a more informal interaction that allows you a better opportunity to see the candidate’s natural disposition.

The third phase should include a practical test, assignment, or scenario. It gives you an accurate indication of the candidate’s level of knowledge and what their problem-solving style is.

3. Induction program

The recruitment process is not over until the new employee is fully settled in his role. Once you’ve made an offer and it’s been accepted, it’s your employee’s first day on the job. You must have a program to get them on board. Throwing them into the deep end on the first day is seldom a good idea.

Provide them with an induction kit that has everything from company policies to org chart. Make them spend time with the HR team and run a company presentation for them to start the induction. If possible, conduct the induction program in a batch.

Assemble all the new employees under one roof. The diversity in terms of their previous work experience, departments, age groups and positions will help them mingle and create a positive environment.  

The way you introduce a new employee to the workplace says a lot to them about what kind of employer you are. Making a new worker feel welcome helps them to feel like they’re part of a team from the first day.

You cannot expect an employee to perform at their maximum potential if they don’t yet know what you expect of them. Take the person through their job description and offer them any practical training they need. Track the performance of the employee in the first few weeks to make sure they are managing their job well.