Ideal Recruitment Process

There is nothing like the ideal recruitment process in the universe. No one can invent recruitment process, which could suit all the organizations around the Globe.

The recruitment process needs to be aligned with the corporate culture and corporate values. Some organizations use one round job interviews and other organizations are not able to reach a common consensus after five rounds of interviewing the internal job candidates. And both kinds of organization can be fully satisfied with their own recruitment processes.

The ideal recruitment process is the recruitment process, which keeps the defined service levels agreed by the line management, keeps the costs as they are agreed with Finance and keeps the level of the job candidates as the HRM Function expects.

Many organizations tend to decrease the level of job candidates when there is a shortage on the job market, but the more efficient way of managing such a situation is to prolong the time of recruitment cycle as the lowering of the expectations will result in a higher fluctuation as the job candidates not fitting the corporate culture will leave the organization to have another job opportunity on the market.

The ideal recruitment process for the organization has to be designed and developed with the line management as they are the final clients of the whole process and they need to carry the costs associated with the process. The HRM Function has to guarantee costs, time and quality. That is the role of the HRM Function in the recruitment and selection process. And in the ideal recruitment process, the HRM Function is not involved and the managers are able to select the best job candidate on their own.