Speaker 1: 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, as 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 headcount approval. This is where headcount 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 HR BP. 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 benchmarking 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 is 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 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. In this meeting, the recruiter will also run through their recommendations for where the role should be advertised and the manager might 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 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 manager's 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 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 at step two, which was an internal briefing. And this is because the manager is best placed 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. A 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 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 shortlist 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 manager's 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's 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 roles 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 are physical contracts sent out in the post but today it's all done digitally so the contract will normally be sent via DocuSign or some other digital equivalent. Step 10 is where HR onboards 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 starting 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.