Recruitment Procedures
Manual
October 2013
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
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Recruitment Procedures Manual
Table of Contents
What is our Purpose? ................................................................................................................ 3
How does Recruitment happen? ............................................................................................... 4
Monitor and Measure................................................................................................................ 6
Recruitment Statistics ................................................................................................................ 6
New Starter Feedback ............................................................................................................... 6
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
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Recruitment Procedures Manual
What is our Purpose?
Description
This manual describes the process that Inspire Success follows to provide
recruitment support to many of our customers;
Objective
Present the customer in a good light when they are recruiting;
Find them the best possible talent we can;
Follow a well-documented, compliant process;
Keep all the stakeholders informed.
Trigger Event
Customer contacts the Inspire Success Consultant with a need;
Inspire Success Consultant assists the customer to the decision through
strategic workforce planning.
Who, When, Where
Inspire Success is briefed by the customer;
The agreed recruitment process is followed;
The majority of the recruitment activity will take place from the Inspire
Success Consultant home based office.
Standard Inclusions
Workforce planning;
Attraction;
Communicating with candidates;
Shortlisting;
Telephone interviews;
Reference checks;
Booking interviews;
Negotiating offers;
Communicating with Stakeholders;
Monitor and Measure (Recruitment Metrics).
Outputs
The customer and Inspire Success get a good reputation in the job market;
The best possible talent are sourced;
All stakeholders are happy with the outcome.
Measures
Positive feedback from readers;
We get new customers through referral;
Retention of new starters.
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
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Recruitment Procedures Manual
How does Recruitment happen?
Process
1.
Send job brief form to client once advised the client has an open
position. Receive completed form and possibly a position description
and advert OR write position description and advert for client from
the job brief information. Key Recruiting Criteria identified (KRC)
Resources
IS Position
Description.docx
IS Job Brief.docx
2.
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3.
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Place advert on SEEK, LinkedIn, whatever mediums have been
agreed. We want to reach a large pool of candidates and go above
and beyond for the client without it costing too much. You can use
SEEK to do a search of registered CVs (currently no charge) and use
LinkedIn to search also.
We use the standard adverts and buy job advert packs of 5 at a time
– the invoice will be posted to Rae, who will invoice the client. Ensure
the client is aware of the cost before posting the advert. There are
premium adverts and stand out adverts that cost more than the
standard advert and may be a preferred option for the client.
SEEK is the website that gets the best results at this time. It does take
some time to get the advert correctly formatted so spend some time
getting the advert perfect on the site.ii88
Once the ad is posted on SEEK you also have the option of going onto
the SEEK website and matching CVs that are registered with SEEK
with criteria from your advert. This has proved successful to date
also. It is currently a free service and allows you to view/request
suitable CVs that have been registered with SEEK.
Use LinkedIn to search for talent by using key words of the
recruitment criteria and the Sydney region.
Review every candidate’s CV and acknowledge them.
Finalise shortlist based on reviewing CVs against KRC.
Keep in contact with the Candidates who meet the KRC:
Candidates really appreciate high level of contact and it keeps you
close to them during the process so there are no surprises at the end.
It also ensures a happy client as they get no surprises and get great
feedback from candidates at interview.
Send shortlist to client for review.
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
For SEEK go to
the SEEK
website
www.seek.com
.au, click on
‘Employers’.
Log in details
are:
Login:
[email protected]
Password:
Inspire2013
Once logged in
click on ‘Create
a Job’.
IS Acknowledgement
Template.docx
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Recruitment Procedures Manual
4.
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5.
Telephone interview shortlisted candidates and send the telephone
interview notes as a PDF to the client.
Use the standard template and provide detail around anything
important that came up in interview, any concerns, any areas for
probing at next stage, information on their salary etc.
Keep the client updated at all times on important and relevant
information on the candidates – this way they will learn to trust you
as their right hand person in the recruitment. They can see you are
acting on their best interests at all times.
Shortlist finalised for second interview, interviewing panel decided on
and interview questions sent to client. The interview questions are
written to help the client come to a conclusive decision at the end of
the interview and should be around the KRC. Write at least two
questions around each of the key recruiting criteria. The client may
add a couple. At the end of the interview questionnaire have a table
where the client will write notes and decide if the candidate meets
the KRC and if that candidate should or should not be offered the
position.
6.
Second interviews completed and top candidate chosen for final
stage – client may want to speak with you to run through the
interview, discuss how things went, they may have a couple of good
candidates and need help making a decision over. Other times they
may come to you and have a clear decision.
7.
References completed. Contact two referees of the candidate. Ensure
the referees are past/current Managers/Supervisors of the
candidate. If anything of concern comes up probe, don’t just stick to
the template questions. References are a very important stage which
allows us to confirm what the candidate has told us in their CV and in
interview. If references are good then the client should move to
verbal offer. Salary negotiation, start date etc. discussed and agreed
on.
8.
Written offer made and accepted. Regret (by email) unsuccessful
candidates (who you telephone interviewed and who had face to
face interviews). Candidates who had face to face interviews may
wish to speak with you to discuss any feedback. If client has provided
relevant feedback share with the candidate. Otherwise just advise as
per the regret template – high standard of candidates and
unfortunately they were unsuccessful. If advert still live remove it
from websites once position filled.
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
IS Telephone
Interview.docx
IS Interview
Questions.docx
IS Reference Check
Template.docx
IS Regret
template.docx
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Recruitment Procedures Manual
Monitor and Measure
Recruitment Statistics
When the recruitment process is complete it is important to analyse the process – look at
the number of candidates, number of first interviews, number of second interviews, how the
candidates applied and time to hire. Break down the candidates from each recruitment
site/medium to show the client what is and isn’t working for them. This information is very
important at the end of the process to display how much work went into the recruitment
and what is proving successful.
Forward the Recruitment Statistics spreadsheet to the client within the first week after the
recruitment is complete. You can use the Letter Sample below.
Recruitment Details:-
Position Title
Date on SEEK and XXXXX
Number of applicants
Number of applicants from Seek
Number of applicants from XXXX
Number of unmails sent through Linkedin
Number of telephone interviews
Face to Face interview
Date of offer to successful candidate
Days from advert to verbal offer
Wesbite shortlisted candidates applied through
IS Recruitment
Statistics Letter Sample.docx
New Starter Feedback
In addition, we also provide a follow up service to our clients to check that the new
employee has settled into their new role. Schedule 3 weeks from the start date to make a
call to the client and get their feedback on how things are going. Is the new employee
meeting their expectations – have they integrated into the company or are there some
issues?
Suggest that you will conduct an ‘Onboarding Review’ with the employee to get their
feedback on their experience so far. Follow the standard questioning of our template, and
feed the information back to the client. If there are issues, make sure you allocate time to
see the client and or the employee or schedule time in your diary for additional follow up
IS Induction
Checklist.docx
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
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Recruitment Procedures Manual
Recruitment Procedures Manual © www.inspire-success.com
Last revised July 2017
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