In this blog post, we are going to share with our readers step-by-step instructions on how to build a recruitment policy and procedure in the company. We will take a short overview of each step and will also emphasize readers’ attention on how recruitment platform can help with recruitment policy realization. 

What is the recruitment policy and why is it crucial? 

A recruitment policy is a set of rules and guidelines for a business's recruitment. Such a policy determines the main areas of work with personnel, as well as the methods of this work, allowing a company to create a highly productive cohesive work team.

For the recruitment policy to meet its purpose, it must meet several requirements, namely:

  • be closely related to the current and strategic goals of the company.
  • be developed as a result of discussions and consultations at different levels of the company.
  • be formulated clearly and concisely and cover the main areas of work with personnel.
  • be communicated to all employees of the company.
  • contain specific practical steps for its implementation.

Separate areas of hiring procedure should be interconnected and complement each other. 

How to build a recruitment policy in your company? 

This is an integral part of the company image. According to the LinkedIn survey, 75% of applicants are looking for information about a company and want to know more about it before responding. To interest a candidate, it is important to properly maintain a company account on Facebook or Linkedin, show job seekers your philosophy, and give them the opportunity to look into the work process and corporate culture of the company.

The effectiveness of recruitment policy in the HR management largely depends on whether the basic principles of working with personnel are observed:  

  • Efficiency
  • Complexity
  • Consistency
  • Innovation

Step 1: Think of hiring philosophy 

Hiring philosophy is the general vision of the entire hiring process in the company and the major idea behind it. The success of each company as a social entity depends on its own culture, which has certain parameters due to the specifics of its activities and management processes. Everyone's goal in the company is to have like-minded people, so the hiring philosophy should meet all areas, as well as the norms and values of the company.

Your philosophy should demonstrate the tone of your recruiting approach. For example, you could define the main corporate and ethical principles, such as diversity policy, paid traineeships for students, or free training programs for employees).

Answer several questions that will help you to form your hiring philosophy:

  • What are the key values of your ideal candidate? (f.e. Are you looking for a perfect team player or an individualist?)
  • In which way are responsibilities distributed? (f.e. recruiters post job offers and do phone screening while hiring managers and project managers conduct the next interviews.
  • What search channels are used to look for candidates? Is there a special system of referrals for employees?
  • Do recruiters and hiring managers have enough flexibility? Or are they obliged to follow strict policy rules?
  • What are the major recruiting tools? (f.e., define whether an Applicant Tracking System (ATS) is a necessary tool to streamline your hiring).

As you can see, the hiring philosophy is the basis for the policy since it encompasses fundamental issues. Building the company's hiring philosophy requires the involvement of both the HR department and the marketing team and company management. This is not only a matter of recruitment, but also of general employer brand and company vision.

Step 2: Set hiring standards 

Hiring standards comprise the rules your team should stick to under the above-mentioned hiring philosophy. 

Hiring standards have to indicate all the points of the recruitment policy and procedure that are important for your company. The qualities of the employee required for the relevant activity should be clearly stated. Some companies pay attention to different criteria when hiring. Some take into account to a large extent the educational background of the candidate studied and the previous work experience, while others pay more attention to how effectively the candidate shows his work enthusiasm during the interview.

Your hiring standards must intend transparency, compliance, and adherence to labor laws and legislation. 

Examples of hiring standards: hiring biases, illegal interview questions, data protection policy, and the confidentiality of candidate data.

All other disputable issues should also be included into hiring standards, such as hiring relatives of existing staff or the first preference to existing employees when a new vacancy comes up.

Step 3: Define hiring policy and procedure 

When you have already developed the hiring philosophy and standards, you should define a detailed hiring policy and procedure. 

We can point out 8 steps in a recruitment and selection process:  

1. Development of a search strategy

The recruiter has to develop the key points of a search and determine the places where the most targeted target audience is.

2. Posting vacancies

Posting vacancies on job sites, corporate sites, social networks, messenger groups, and profile job boards (online job search platforms).

3. Direct search and work with reviews from the channels where the vacancy was posted

At this stage, the recruiter compares the CVs received with the profile vacancy and either transfers them to the next stage or rejects them.

4. Phone screening and vacancy information

At this stage, a short screening of professional competencies is carried out, and hard skills (skills required for a specific job) are specified.

5. Interview on competencies or values

It is in this interview that one can understand how the candidate's behavior coincides with the company's corporate culture. After this stage, the recruiter decides for himself whether to transfer the candidate to the next stage.

6. Hard skills interviews

Interviews about special soft and hard skills needed for work. It is usually conducted by the project manager or the head of the department that will set the task.

7. Final interview

The goal is to make sure that the candidate meets all the company's values. It is often conducted by one of the company's top managers.

8. Job offer

Models and stages of interviews in companies are slightly different. For example, the first stage here is a phone or online conversation with an HR, and the final is an interview with the customer of the project. That is why it is important to develop detailed guidelines to fully comply with the company's recruitment policy.

How can the recruitment platform help with the recruitment policy realization? 

A recruitment platform is a software used to market your jobs and your company so that you can attract candidates and convert them into applicants and new hires. Online recruitment software is a great tool to automate hiring policy and procedure to save a lot of time when recruiting. Thanks to the recruitment platform, the recruiter can view statistics on vacancies, as well as see from which search channel the candidate came. 

The main benefits of the recruitment platform are:

The Main Benefits Of The Recruitment Platform

In combination with other tools, the recruitment platform will enable HRs and recruiters to track problem areas in the hiring process, change tactics and accurately predict the outcome.

Thus, creating a recruitment platform is a task with a long-term perspective. Decide on the recruitment platform development and enjoy its benefits!