What exactly is recruiting? Let's discover techniques and tools for this fundamental HR process.

The term recruiting refers to the research, selection and hiring of a company's staff.Recruiting can be internal, in the case of vertical or horizontal staff shifting, or external when looking for new candidates suitable for the roles.We can summarize recruitment in 5 macro-processes, as illustrated in the techniques for optimizing recruitment:

• Research analysis and preparation;
• Candidate search and attraction;
• Selection;
• On-boarding;

Let's take a closer look at how recruiting works and what business benefits a successful recruitment brings.

Phase 1. Analysis and preparation

The first step is to analyze in detail the needs of the company regarding the figure to be sought. For this, it is advisable to actively involve the management to understand the characteristics that the person must have, the must and nice to have, and what tasks he will have to perform.After that, a complete and effective job description can be drawn up which will form the basis of the job posting with which to advertise the research and attract talents.

Phase 2. Search for candidates

Once the job offer is published, applications will arrive.But that's not enough. In fact, the search also serves to find those talents who may not be actively looking for a job. In this case, Social Recruiting is one of the techniques to be implemented to identify passive candidates who could have all the characteristics in line with our position. Furthermore, the applications received will not all be suitable, it will be necessary to screen the CVs and select those most in line with the management's requests in terms of qualifications, professional experience, skills.

Phase 3. The selection

Once a shortlist of the best candidates has been identified, interviews should be organized promptly. Modern recruiting techniques involve organizing not only interviews (group or individual, in person or remotely) but group tests, skills assessment sessions, quizzes and challenges to verify the real skills declared in the CVs and evaluate the candidates on the basis of soft skills. Gamification is one of the techniques used by recruiters to objectively and quickly evaluate the soft skills of candidates.

Also, don't forget to give feedback to candidates, whether they are selected for an interview or not. Artificial Intelligence can help the recruiter in this phase, which is fundamental for a valuable candidate experience.

• The selection of the person

The interview can take place in several stages, especially for those positions that require a deeper test of the candidate's skills and abilities. After identifying the right person, you can formulate a job offer and make sure it is accepted. Otherwise, the other candidates in the shortlist will have to be reconsidered (with whom it is good to stay in touch) or continue the search, even if this has an impact on the timing of recruiting.

• Onboarding

The recruiting process does not end once the hiring proposal is signed. In fact, recruiting also includes the subsequent stages of insertion into the company, with the preparation of a plan that supports the person and the establishment of good relationships with colleagues.

• Monitoring

The entire recruiting process must be analyzed and monitored, with precise metrics that provide HR with the picture of the situation and allow corrective actions to be taken in the event that management is not satisfied or the process proves to be ineffective.

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Recruiting: the key principles

In addition to the steps to follow, there are some principles behind lean and effective recruiting. Working on Employer Branding and candidate experience policies is the first principle to follow to ensure that you attract talent from the market. A good social presence, an effective company presentation that illustrates the company's values, commitment to CSR, for example, are an excellent business card for attracting potential candidates and building your own "database" of talents.In particular, social networks offer new opportunities for recruiters, who have to face increasingly tight deadlines and fierce competition.

Therefore, it is advisable to seek help from recruiting professionals who know how to offer simple and streamlined solutions, such as those of Glickon Seek.