The recruitment process has to be designed for the key internal and external clients. The recruitment process cannot be designed for Human Resources. It is the most common mistake in the design of the recruitment process. The key clients are usually quiet till the moment of the conflict.
The HR team has to set the process, which delivers the expected results. The voice of customers is essential in the recruitment process. The managers push to get the job candidates as they promise to deliver the results to the top management. They can make the recruitment process an excuse.
The design of the recruitment process has to follow the industry, the company standards and conditions on the job market. It has to meet the requirements of the clients. The recruitment process can be described, measured, but it has to deliver results – job candidates.
The key clients of the recruitment process are:
- Human Resources
- Job Candidates
- Vendors (recruitment agencies, job web boards)
Key Clients of the Recruitment Process
Managers as clients of the recruitment process
The managers are the most valuable clients of the recruitment process. They pay for the services provided by Human Resources. They have to set the time limits for the process, and they have to specify the desired level of quality of delivered candidates.
Managers have the veto right in the design of the recruitment process. HR Recruiters have to ask managers about their expectations, and they have to test the final design of the recruitment process with them. The managers love to obtain the additional information from the market, and HR Recruiters should always provide a little extra to managers.
Managers need to be informed about the progress of selecting the job candidate, and they want to play the role of the final decision body in the recruitment process. The managers have to be trained to conduct a job interview, and the process should not forget about the education of the managers.
Managers set the limits about the number of job candidates to interview and time limits to deliver the first and last job candidate. It is a tough job, primarily for specialized job positions. HR Recruiters have to specify different job positions, and they have to agree for the different limits.
Job Candidates as clients of the recruitment process
The job candidate is another key client of the recruitment process. Many HR Recruiters forget about job candidates, but they have almost the same authority as managers in the recruitment process.
Each job candidate expects smooth, fast and predictable recruitment process. The organization should be able to describe the process before it starts the real recruitment for the job vacancy, and it should be able to meet the deadlines communicated to the job candidate.
The process has to respect the basic requirements of job candidates, and it should provide fast process with the fast decision about the next stage. The job candidates expect the regular communication from Human Resources and they need to be informed about the potential changes in the recruitment process.
The job candidates expect the clear communication about the scope of the job position and the main roles and responsibilities.
HR as the client of the recruitment process
Human Resources is the client of the recruitment process. Human Resources guards the corporate culture and the consistency of the job candidates with the overall corporate culture. HR monitors the values of the job candidate, and it has the right to say “No GO”.
Human Resources is responsible for the efficiency of the recruitment process, and it has to set the right recruitment sources to achieve the best cost/benefit ratio of the recruitment process.
HR is evaluating and monitoring the satisfaction of managers with the recruitment process, and it has to set the right action plan to keep the process competitive on the job market.
Recruitment Agencies as Clients of the recruitment process
The recruitment agencies are not just vendors. The recruitment agencies can send the best candidates to many companies. HR has to create the right relationship with the key account managers in the recruitment agencies to ensure the best talents.
The recruitment agencies are not the vendors; the recruitment agencies are partners in the selection procedure. HR has to set the competitive pricing policy to make the agencies satisfied with fees. On the other hand, the fees have to be low enough to save money to the organization.