The process of recruitment and staffing constitutes the means by which businesses find employees. Recruitment occurs at various times in a company’s life, although most intensively when a new business starts or when an existing business undertakes expansion or new directions. The process begins with extensive planning that goes on behind closed doors and continues through recruitment, interviews and staff selection. A handful of options exist for small businesses involved in the recruitment and staffing process.
The recruitment and staffing process begins with extensive planning. Before commencing the actual recruitment and hiring of employees, a business must identify its employee needs, including the type and number of employees it wants and can afford. Types of employees include actual positions – IT, legal, front desk – as well as desired education, experience, employment history and age demographic. Working with its employee budget, a company decides how many employees it can afford based on contemporary market salary averages and considerations such as full-time vs. part-time employees, benefits packages and experienced vs. inexperienced employees. Initial planning requires a pragmatic assessment of what a business needs and the type of employees it can attract.
The identification and use of recruitment channels begins after a business creates a basic framework regarding its employee wants, needs and budget. Myriad recruitment channels exist, including overseas outsourcing, Internet job boards, internal reorganization, employee recommendations, campus recruiting campaigns and online tools such as social networking sites, blogs and Craigslist. According to the authors of “Management: Current Practices and New Directions,” social networking sites provide increasingly important recruitment tools, while traditional methods of recruitment such as print ads and job fairs prove less effective in the digital world. Upon identifying the ideal recruitment channels for a business’ wants and needs, recruiters use those channels to collect resumes, identify job candidates and arrange interviews. Related Reading: The Disadvantages of a Centralized Recruitment Process.
Vetting and Selecting Staff
The process of vetting and selecting staff comprises the final phase of the recruitment and staffing process. This phase consists of reviewing resumes, conducting interviews, meeting with job candidates and comparing the qualities and abilities of vetted staff with those identified as desirable during the initial phases of the process. Once a business identifies the best employees among the recruited individuals, it hires individuals from this group based on two factors, the available budget and ultimate needs of the employer and work and compensation conditions required by the potential employees.
Options for Small Businesses
Recruitment and staffing prove especially important for small businesses. The success of a limited-income venture often depends upon the performance of the staff. Hiring the right staff might mean success and expansion, while hiring the wrong staff puts a business back at square one.
A number of recruitment and staffing agencies exist, including temp agencies, which identify temporary employees and potential temp-to-permanent employees, and standard recruitment and staffing agencies. Standard staffing agencies undertake the entire recruitment and staffing process for a business, from initial planning to final hiring. International staffing agencies offer the option of outsourcing, although this rarely serves a practical purpose for a small business. Alternate options include purchasing recruitment and staffing software, which business owners can use in place of a recruitment agency, and hiring HR staff to perform this function.
Recruitment Staffing Process by Will Gish, Demand Media – 2014