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Home » HR Processes » Recruitment and Selection » External Recruitment » External Recruitment Process Key Issues

External Recruitment Process Key Issues

The external recruitment process is a very complex HR Process, which involves many parties and the clear follow up of the individual process steps is essential. The HRM Function is responsible for setting and defining the external recruitment process and it has to be sure to solve several success factors in the external recruitment process.

The HRM Function has to push the managers to deliver clearly defined job profiles of the vacancies and the job profile cannot be changed during the recruitment process. Or, the change of the job profile cancels the search and starts a new one again. The hiring manager has to know the rules. When the job profile changes during the search, it changes the focus of the recruitment agency and brings a lot of job candidates unsuitable for the job position.

The hiring manager can be a very weak point in the recruitment process. The hiring manager has to agree with the job profile and the hiring manager has to agree to decide quickly about the final job offer for the winning candidate. The hiring manager has to be aware of the danger of being late with inviting the job candidates and the late decision taken.

The good contract with the recruitment agencies is a basis for the efficient cooperation, The recruitment agency has to know about the conditions given and the fees given for not meeting them. The recruitment agency has clearly agree with the KPIs from the contract about the delivery of candidates, expected quality of candidates and basic competencies, which has to be met. The recruitment agency is a tool for the preselection of the job candidates and it has to be able to meet the basic expectations to reduce the time needed from the HRM employees.

The recruitment agency has to receive very clear brief about the vacancy in the organization. The HRM Function and the hiring manager have to define the best job profile and the description of the ideal candidate to navigate the recruitment agency in the external recruitment process. The HRM Function has to make a description of the team, the decision process in the department to allow the recruitment agency to find a candidate with the best fit.

The communication during the selection process is very crucial. There must be one point of the contact in the HRM Function and just one point of the contact in the recruitment agency. The resumes have to sent to the one single email address in the HRM Function and the organization has to provide the basic feedback very quickly. The recruitment agency has to follow all the resumes sent to the organization as it can provide the candidates with additional information.

The most crucial condition for the successful external recruitment process is a clear decision line and the agreement about the final person to decide about the new hire to the organization. The job candidates can lose their interest quickly, when the organization is not able to make a final decision and asks for additional information and time after all the job interviews are  finished.