Recruitment process can be defined as a process carried out by the human resources department of institutions and revolves around people who submit applications to work in any institution or company. In small and medium-sized enterprises where there is no human resources department, the recruitment process takes place in line with the joint decision of the managers. The recruitment process is carried out in coordination by the human resources unit of the institution or company and the applied department. In some institutions, the human resources department consists of professional staff such as human resources manager, director and staff. These professions come together and conduct the recruitment process. The human resources staff interviews people whose resumes are suitable for the company. Then, it ensures that the person is interviewed with the manager of the unit to which he/she applies. As mentioned before, this process is carried out by managers in companies that do not have a human resources department.
Although the stages of the recruitment process may differ between companies and institutions, most organizations go through similar stages.
For the purpose of hiring, managers or human resources department publish a job advertisement for the required position and they can put forward conditions in this advertisement in line with their wishes. After the publication of the job posting, the application process begins by candidates who are suitable to various criteria. While companies sometimes prefer to reach candidates themselves, candidates may have to submit applications on their own volition. The third stage is the evaluation of the applications carried out on the candidates by the human resources department and the managers. This evaluation is usually based on the qualifications, compatibility with the position and background of the candidates.
After the evaluation of the applications, the candidates deemed suitable for the position are called for an interview. In the interview, a few people usually meet with the candidate and mutual questions are asked. Evaluation is made in line with the answers given by the candidate. Following the completion of the interview applications, companies go through a reference search process for the candidates they will hire. Details such as where and in which position the candidates previously worked, why they left the job and similar details are investigated.
After completing the reference research process, the staff and managers in the human resources department engage in discussions to choose the person they deem most suitable for the position in order to reach a common decision, and one person is selected from among the candidates. When it comes to the final stages, before the candidate who is considered the most suitable for the position is recruited, various documents are requested from him and his employment is started. Some companies also have various orientation stages, after which the employee can start work and the recruitment process ends.
As mentioned above, the recruitment process has many stages. Especially for companies, the recruitment process is very considerable since choosing a suitable candidate for their position can sometimes be quite competitive. Especially for companies, it does not make sense to resort to plain trial and error because companies want to keep their turnover rates low. For this reason, they go through a meticulous process to find the suitable candidate for the positions by multifaceted assessment procedures, which can take about 4 weeks on average.
The recruitment process can usually take up to 4 weeks. However, it may take longer depending on variable specifications. For example, in some institutions and especially in large companies, the recruitment process may take up to 6-8 weeks. But in general, it can be said that the recruitment process takes between 2-4 weeks. As mentioned before, the reason the recruitment process takes a long time is that companies search for the right candidate for their vacant positions carefully and diligently, by doing adequate research.
Recruitment consultancy usually revolves around specialists in the human resources department. Working with a recruitment consultant can be quite effective for companies because, as mentioned earlier, the recruitment process can become taxing in terms of time. In companies that do not have a human resources department or where each department works very intensively, it may be difficult to find employees who are interested in the recruitment process, or it can sometimes cause employees to fall behind from their jobs. Especially in large and developed companies, the workload is high, the work tempo is also high, and the human resources department or other managers may not want to waste time with the recruitment process. For this reason, it is very important to work with a recruitment consultant in the aim of incorporating sufficient and right employees to the company.
In addition, company employees may not have information about the stages of the recruitment process or how to choose the right candidate. In such cases, getting support from recruitment consultancy will benefit companies because, as mentioned before, the recruitment process is an essential process for companies.
Recruitment process should be carried out very carefully and adequately for the company in terms of the company’s future, infrastructure, sales or services and the management of risks. Therefore, the right candidates for companies should be selected as employees. Proper selection of candidates is notable for the continuity of companies.
Besides, companies want to keep their turnover rates low because they may face many problems arising from high turnover rates. However, with the right hiring practices, companies do not need to lay off employees and go through a new hiring process to fill positions. For this reason, the company does not face negativities such as disruption of business or loss of time. In conclusion, a properly managed recruitment process is very beneficial for companies in terms of their future, infrastructure, service, time management and low turnover rate.
Recruitment process can be defined as a process carried out by the human resources department of institutions and revolves around people who submit applications to work in any institution or company. In small and medium-sized enterprises where there is no human resources department, the recruitment process takes place in line with the joint decision of the managers. The recruitment process is carried out in coordination by the human resources unit of the institution or company and the applied department. In some institutions, the human resources department consists of professional staff such as human resources manager, director and staff. These professions come together and conduct the recruitment process. The human resources staff interviews people whose resumes are suitable for the company. Then, it ensures that the person is interviewed with the manager of the unit to which he/she applies. As mentioned before, this process is carried out by managers in companies that do not have a human resources department.
Although the stages of the recruitment process may differ between companies and institutions, most organizations go through similar stages.
For the purpose of hiring, managers or human resources department publish a job advertisement for the required position and they can put forward conditions in this advertisement in line with their wishes. After the publication of the job posting, the application process begins by candidates who are suitable to various criteria. While companies sometimes prefer to reach candidates themselves, candidates may have to submit applications on their own volition. The third stage is the evaluation of the applications carried out on the candidates by the human resources department and the managers. This evaluation is usually based on the qualifications, compatibility with the position and background of the candidates.
After the evaluation of the applications, the candidates deemed suitable for the position are called for an interview. In the interview, a few people usually meet with the candidate and mutual questions are asked. Evaluation is made in line with the answers given by the candidate. Following the completion of the interview applications, companies go through a reference search process for the candidates they will hire. Details such as where and in which position the candidates previously worked, why they left the job and similar details are investigated.
After completing the reference research process, the staff and managers in the human resources department engage in discussions to choose the person they deem most suitable for the position in order to reach a common decision, and one person is selected from among the candidates. When it comes to the final stages, before the candidate who is considered the most suitable for the position is recruited, various documents are requested from him and his employment is started. Some companies also have various orientation stages, after which the employee can start work and the recruitment process ends.
As mentioned above, the recruitment process has many stages. Especially for companies, the recruitment process is very considerable since choosing a suitable candidate for their position can sometimes be quite competitive. Especially for companies, it does not make sense to resort to plain trial and error because companies want to keep their turnover rates low. For this reason, they go through a meticulous process to find the suitable candidate for the positions by multifaceted assessment procedures, which can take about 4 weeks on average.
The recruitment process can usually take up to 4 weeks. However, it may take longer depending on variable specifications. For example, in some institutions and especially in large companies, the recruitment process may take up to 6-8 weeks. But in general, it can be said that the recruitment process takes between 2-4 weeks. As mentioned before, the reason the recruitment process takes a long time is that companies search for the right candidate for their vacant positions carefully and diligently, by doing adequate research.
Recruitment consultancy usually revolves around specialists in the human resources department. Working with a recruitment consultant can be quite effective for companies because, as mentioned earlier, the recruitment process can become taxing in terms of time. In companies that do not have a human resources department or where each department works very intensively, it may be difficult to find employees who are interested in the recruitment process, or it can sometimes cause employees to fall behind from their jobs. Especially in large and developed companies, the workload is high, the work tempo is also high, and the human resources department or other managers may not want to waste time with the recruitment process. For this reason, it is very important to work with a recruitment consultant in the aim of incorporating sufficient and right employees to the company.
In addition, company employees may not have information about the stages of the recruitment process or how to choose the right candidate. In such cases, getting support from recruitment consultancy will benefit companies because, as mentioned before, the recruitment process is an essential process for companies.
Recruitment process should be carried out very carefully and adequately for the company in terms of the company’s future, infrastructure, sales or services and the management of risks. Therefore, the right candidates for companies should be selected as employees. Proper selection of candidates is notable for the continuity of companies.
Besides, companies want to keep their turnover rates low because they may face many problems arising from high turnover rates. However, with the right hiring practices, companies do not need to lay off employees and go through a new hiring process to fill positions. For this reason, the company does not face negativities such as disruption of business or loss of time. In conclusion, a properly managed recruitment process is very beneficial for companies in terms of their future, infrastructure, service, time management and low turnover rate.