The management of recruitment processes, which is the most basic function for the human resources department, is the first step of the efforts to create the manpower needed by the institution and organization. Short and long term plans of the business by human resources, the emerging workforce gap is not defined, job analysis and determination of the competencies required to meet the job, and finally, the recruitment process is started by selecting the right candidates from the candidate pool created. Process management can be carried out by using internal and external resources in line with the company's own vision. Both types of resources have their own advantages and disadvantages.
The recruitment specialist fulfills one of the most important duties of the human resources department, namely managing the recruitment processes, which undertakes the task of evaluating the applications made to work in the relevant company in accordance with the criteria determined according to the company dynamics.
The recruitment specialist organizes the recruitment stages and policies of the institution, determines the terms of the job postings, and shares the job posting on social media and career sites. It collects the applications in a candidate pool and selects the most suitable candidates and calls them for an interview. Responsible for termination processes as well as recruitment processes.
In the dictionary of human resources department, the equivalent of internal resource is promotion. Promotion of existing personnel according to their abilities increases the motivation of the personnel and enables them to reveal their new talents. Since the former position of the promoted personnel will be vacant after the promotion, a new recruitment process must be initiated for this position.
The use of internal resources in the recruitment process can bring advantages as well as disadvantages. There may be a loss of motivation for other personnel who are in the same position as the promoted personnel and are waiting for promotion. This situation can cause various frictions and difficult situations among employees. Companies that do not want to deal with such problems may prefer to turn to external resources instead of using internal resources in their recruitment processes.
Corporate organizations are like living organisms. In the company structure, which becomes monotonous over time and may face the risk of moving away from the targets, fresh blood can bring new ideas and synergy. The training process required to adapt the promoted personnel to their new position in the promotion system can be minimized in outsourcing. Outsourcing in recruitment processes allows the recruitment of needed personnel without causing internal polarization. Of course, this method also has its own disadvantages.
A certain time is needed for the new employee who joins the company organization from outside, to learn the company structure and dynamics, to master the duties and responsibilities undertaken, and to establish a professional relationship with other employees. However, the HR department can also make mistakes and hire a candidate who is not suitable for the job. In such cases, problems such as loss of motivation and moving away from the sense of belonging may arise for other personnel waiting to come to that position within the company.
During the pre-interview phase, which varies from company to company in the recruitment process, candidates can be interviewed over the phone or face to face. In the light of technological developments, companies can also make video calls in some cases. However, the preliminary interview is an important stage where standard recruitment questions are asked and the candidate's suitability for the job is measured.
Candidates who are not eliminated during the pre-interview phase are collected in a pool. Each candidate in this pool is compared by examining both the interview notes and the CV they submitted. Every detail in the CV is valuable information for the HR department. For this reason, even the hobby field should be filled with complete and correct information while preparing the CV.
Candidates who can also pass the evaluation process are subjected to written tests covering knowledge, intelligence, talent, personality and psychology.
Candidates who pass the previous stages in the recruitment process without loss are invited for a face-to-face interview. The recruiter and the manager of the relevant department are also present at this meeting. During the interview, the candidate may be subjected to structured, unstructured and mixed interviews or stress interviews.
The data collected from the candidates who have successfully passed all the stages are discussed by the managers responsible for the stages and a decision is made. While doing this, the references submitted by the candidate are checked. The recruitment process is carried out after the candidate who does not have any problems, performs the necessary health examination and is certified as suitable for the job.
Human resources-based software relieves almost all responsibilities of HR personnel in the management of recruitment processes. Stafik provides services to HR departments in the management of recruitment processes with data supply, analysis and other modules.