Recruitment is a prime HR process that provides a boost to drive overall organizational key processes for expected in and end process results. An effective recruitment process must yield the projected results by recruiting competent people, at the right time with induction and customization according to the internal work culture of the organization. This process must be seamless and proactive in delivery. More recruitment process understands and responds to the requirements of each associated stakeholder effectively, it will yield more trustworthy results repeatedly. 

A structure for effective recruitment process dependents on manpower capacity and capability requirements of the organization however following common structure can be adopted in all condition- 

• Make recruitment process-aware of overall organizational manpower capacity and capability requirements. Keep measuring output and analyze for regular refinement.
• Make recruitment process proactively aware of functions requirements, performance, quality, delivery, and end customer feedback. Make dashboards have data to understand, analyze, and improve constantly. Use AI for accuracy of information, analysis, and conclusion.
• Establish a mechanism for smooth& timely communication, coordination, and information captured, mainly with associated functional heads, Administrative and Finance for related support, candidates and related agencies for sourcing, etc. Use this information after analysis for further effectiveness in the process.
• Take care of the candidate’s essential needs before, during, and after recruitment. A checklist of the same will help for effective implementation. A positive candidate’s experience is very important for any requirement process.
• Periodically analyze and update the recruitment process for quality delivery. Use AI for the same.
• Create an attractive organizational profile for probable candidates’ information while sending a call for interviews.
• With all inputs, update a transparent recruitment process and implement it effectively.
• An effective enabler will be the right role in the recruitment process.

Ensure effective interview techniques below – 

• Prepare the interview board for more precise and objective orientated questions.
• More focus should be on conceptual and quality imagination competency related to the job rather than a collection of historic information about candidates.
• The interview should be strategic in nature. So, ask questions accordingly.
• Focus on hire for attitude and trained for whatever.
• Use time wisely and effectively while interview.
• Create a feel-good factor in all candidates irrespective of their performance in the interview.

Concluding remarks, we may shift focus from a repetitive recruitment process to the more informed, proactive, logical, and agile recruitment process. The use of tools and technology are essential for agility and quality delivery. These measures will lead to improve everlasting related stakeholder satisfaction on one hand, also assist other HR processes tremendously. Overall improved delivery of the recruitment process due to the above changes will bring confidence in process and trust in other stakeholders.