Process excellence means each step in the recruitment process is executed with the strategy and desired outcomes in mind. In order to implement a best practice process, the following must be achieved:
1. Buy-in from the broader business
The talent management strategy needs to be owned by HR but cannot be successfully delivered without the buy-in and support of the broader business. Line Managers are an integral part of the briefing, selection and interview process and need to be engaged throughout to ensure that both parties are aligned in their objectives around the requirements of the role and candidate. It is important that the process is agreed with the Line Manager prior to recruitment commencing to ensure both parties are aware of their responsibilities and required actions and that timelines are in place and adhered to. Line management may also require training to ensure they have sufficient competencies in interviewing and selection techniques.
2. Training of HR team
The HR / recruitment team should also receive ongoing training to ensure that all team members are following processes and achieving desired outcomes. Ongoing training and performance management is crucial to ensuring not only that the team is up to date with the latest in search techniques and advancements in areas such as social recruiting, but also that all team members are aware of and following processes to achieve the best outcomes for the business.
3. Audit of recruitment process
In order to achieve desired outcomes from the recruitment process it is important to define measures of success and to report against these. A recruitment process audit is a critical diagnostic tool for evaluating the performance of the recruitment function against strategic objectives and key performance indicators. An audit of the recruitment function should be carried out periodically by an independent third party with a detailed analysis of each step in the recruitment process. This will highlight key areas of under-performance and risks to the hiring process and deliver clear recommendations around how to make the changes required to ensure the recruitment function is achieving strategic objectives.
A robust recruitment process will ensure that HR is best placed to anticipate, meet and exceed the ‘people’ related objectives of the broader business and will define them as an important strategic partner with the ability to drive organisational outcomes by ensuring the right supply of talent.