The recruitment process – your guide to a professional recruitment process

The recruitment process

Does your company plan to hire one or more new employees? Then you can advantageously work with your recruitment process and behavioural design. A thorough and wellprepared recruitment process gives you and the potential candidates the best experience.

This article will teach you how to establish a professional recruitment process.

Consider whether your company has a real need for a new employee

The majority of companies hire new employees, as they need labour to solve a number of specific work tasks. However, it is not always the best choice to hire a new employee, it can be both timeconsuming and costly. Therefore, you can e.g. consider whether your company can approach the tasks differently, or hire a parttime employee or a student assistant.

The recruitment process is a resource and time consuming process, which is why it is crucial that you thoroughly consider whether it is the right time to start the hiring process. Your employer must also be involved in the recruitment process, as it is essential for you and your future employee that the best possible foundation for future employment is established.

In addition, it is central to include the additional costs associated with the recruitment process, e.g. personnel costs, employee benefits, insurance and any equipment such as computer and desk.

Carry out a job and profile analysis

Before you start the recruitment process, it is crucial to identify which profile the company lacks. Therefore, it is recommended to prepare an analysis of the position so that you clarify which competencies, including personal, professional and social skills, you are looking for. Here are a number of questions that you can answer that can help point you in the right direction:

• What is your organisation's mission and vision?
• What culture and values ​​characterise our team?
• What areas of responsibility does the position cover?
• Which work tasks must be carried out and how should they be prioritised?
• What requirements and expectations do you place on the new employee in terms of experience and level of education?
• Which personality fits best in your team?
• What salary and employment conditions are there?  

 

Write a job advertisement and share it with your employees and network

If you have prepared a thorough job and profile analysis, it is also easier to write a wellformulated and precise job advertisement. It can also increase the probability of finding the right match for your company.

You can publish the job advertisement on job databases such as Ungarbejde.dk and Findjobhub. It is also worth considering sharing the job advertisement on social media, e.g. LinkedIn, Facebook and Instagram. When the position has been advertised, you can advantageously share the news with your employees and networks, who may be able to help spread the word on social media.

In addition, it may be a good idea to share the job advertisement on your company website. If you own a physical store, your company can also choose the classic method, where you hang a notice in the window.

Carry out a thorough screening of the candidates

You have probably received a lot of responses from candidates after a few weeks, which is why it is time to review the CVs and applications of all applicants. In connection to this, you can divide the applicants into 3 categories, namely:

• Meets minimum requirements
• Maybe pile
• Refusal

In the maybe pile, you can include candidates who do not quite meet the requirements for the position, but may be interesting and perhaps surprising in their application. When your company has screened the applicants, you can draw up a list of 3-5 people who you invite to an interview.

Hold an employment interview where you, among other things, include tests or case studies.

It is now time to interview the selected applicants. Here, both the employer and the candidate can get a sense of whether chemistry develops. Before you start holding employment interviews, it is important that you clarify how many interviews are needed. In addition, it can also be a good idea to use tests or case studies during the employment interview.

We have prepared an article that goes in depth with the employment interview, you can read it here.

Give a respectful and professional rejection to the candidates who did not get the job

When you have found the right candidate, you can call the applicant and make the job offer.

In addition, it is a good idea to show respect to the remaining candidates who did not acquire the position by giving them a professional refusal. We have written an article that can make you smarter about how you can give your candidates a professional rejection.

It is also worth noting that the recruitment process is not complete until the candidate has signed the employment contract.

You need to get the candidate to actually start. So keep them warm, stay engaged between making the offer and their first day at the job.

You can read more about employment contracts here.

After a successful recruitment process, your company must ensure that the employee gets a good start in the workplace. You can do this by preparing a well structured  onboarding process, you can learn more about that here. See: