Planning Your HR Recruitment Process
Whether you are headhunting for high-profile roles or hiring temporary staff, working with an expert recruitment agency or managing recruitment in-house, there are certain key steps that significantly increase your chances of success.
Defining the Role
The first step, like most business processes, starts with good preparation. Before beginning the hiring process, employers and recruitment professionals should clearly define what they need and when they need it.
A well-defined role is the foundation of an effective recruitment strategy. Taking the time to align all stakeholders internally will prevent friction later on, saving employers’ time and resources. A detailed job description is essential to attract the right candidates and set clear expectations. This also helps in choosing the best HR services and recruitment methods to reach potential hires.
Choosing the Right Recruitment Channels
Once the job description is established, the next important step is selecting the right recruitment channels. The most suitable channel will depend on your industry, location, and candidate profile. Different channels might offer better access to high-profile corporate roles, others for marketing personnel, or for engineers.
Due to its advanced filtering system, LinkedIn remains a top location to attract the best qualified staff.
Options include:
- Job boards: Utilize platforms such as LinkedIn and Jobs.ch for Switzerland, as well as global sites like Indeed and Xing.
- Alumni networks: Connect with alumni from universities specializing in the skills you are seeking.
- Industry-specific blogs and online communities: Engage with communities relevant to the profile you are looking for, such as GitHub for IT talent
- Professional recruiters and recruitment agencies: Consider partnering with agencies like mPlusOne, which specialize in sourcing top talent through headhunting, including passive candidates who may not be actively seeking new opportunities.
Each recruitment channel comes with its own advantages and disadvantages, from costs to the size of the candidate pool. Defining a recruitment marketing plan allows businesses to allocate their budget effectively and maximize outreach.
Screening and Shortlisting Candidates
With a solid pool of candidates, the next step is screening and interviewing. Conducting a preliminary screening call will leave a short list that has a better chance to succeed. Make sure to cover:
- Must-have skills
- Candidates’ non-negotiable factors
- Salary expectations
Honesty is equally important — it’s best when both employers and candidates are transparent about their expectations. Attempting to renegotiate salary or other terms at the final stage can frustrate employers and recruiters and derail the hiring process. From our experience here at mPlusOne, the Swiss recruitment market is generally open and transparent about the market and what they can offer, trying to low ball candidates is pretty rare.
Last, thorough knowledge of the local market and its legal requirements is also crucial. If you’re considering temporary staffing as part of your recruitment strategy, you can check out our guide to hiring temporary staff in Switzerland.
Setting the Grounds for Successful Recruitment
Employers often ask standard interview questions such as “What are your strengths and weaknesses?” or “Where do you see yourself in three years?” However, we believe a more effective approach for businesses is to ask both yourself and then the candidate:
- What does success look like in 3, 12, or 24 months?
- Are there specific milestones, projects, or targets to achieve?
- How will training and autonomy progress over time?
As we have written before, asking the right questions during the recruitment process helps avoid costly mistakes and minimize the risks of making a bad hire. These performance-oriented questions help ensure alignment between employer expectations and candidate ambitions, leading to better hiring decisions.
The Value of Professional Recruitment Services
The ultimate goal of any HR recruitment process is to onboard a highly skilled, engaged, and productive employee who integrates well into the company culture. A structured, well-planned process improves the chances for a successful recruitment outcome significantly.
We hope that these tips may help you refine your recruitment processes, and feel free to reach out to mPlusOne if you have more questions or want to explore your options.
