Recruitment Funnel

What is Recruitment Funnel
A recruiting funnel is a framework that outlines each stage of the hiring procedure from beginning to end. The candidate pool is reduced as they progress through the hiring process until one is chosen.

Stages of a recruitment funnel
Each stage of the recruitment funnel consists of smaller steps, each with its own goals.

Stage 1: Creating awareness:
=> For outstanding individuals from the talent pool to be attracted to and apply for the role, it is crucial to promote the role and what is amazing about working for the company in addition to posting job requirements on job boards.
=> Hence, it’s important to raise awareness about the business and the position by emphasizing the rewards and benefits of working there. You could also include images, videos, and employee reviews to aid candidates in deciding whether the organization is a good fit for them.
=> In fact, 75% of job applicants take the employer’s reputation into account before applying for a position.
=> Goal of this stage: Create a strong brand image by highlighting the company profile, culture, benefits & parks that will be provided for this position.

Role of HR:
Audit current employer brand image: Research what others are saying about your company policy, culture, and environment for work.
Conduct campaigns: Create campaigns to raise brand recognition in collaboration with your marketing division.
Choose the right channels: Examine your social media presence to determine the platforms where your candidates are most likely to be active.

Stage 2: Attraction:
The following stage of your hiring process is all about drawing applicants to the precise available positions.
Prospective applicants are aware of your brand at this point but have not yet submitted an application for a job with your organization.
At this point, the primary activities are:
=> Writing attractive job advertisements and job descriptions
=> Advertising job openings in different places, including job searching portals, social media, and your careers page
=> Finding creative ways to attract candidates, such as outreach campaigns

Goal of this stage: Attract as many as job seekers to send their job applications and make them visible in all media where the targeted job seeker goes.

Role of HR:
Develop well-crafted job descriptions: Avoid using jargon, and make sure your ideal applicant can read your job description and comprehend the duties and responsibilities of the position. Make sure your job description and title are optimized for online searches by potential candidates.

=> Adopt programmatic advertising: This enables you to target your ideal candidate based on demographics.
=> Create referral bonuses for your employees: Employee referrals are a fantastic method to increase your prospect pool. Establish a referral bonus scheme and let your staff know about it.
=> Participate in different job fairs.
=> Sign MOU with top universities.

Stage 3: Interest:
The next steps are up to the potential applicants now that you have drawn them to the organization. Potential employees are actively studying your company during the Interest phase of the recruitment funnel by going to the organization’s website or social media pages to learn more about what you have to offer.

According to LinkedIn, 53% of candidates get information about the organization from their website, 38% from LinkedIn, and 32% from contacts at the company.

Goal of this stage: Retain candidates’ interest and ensure all the necessary information which could arise in the applicant’s mind.

Role of HR:
Boost your employer branding: To learn how your organization’s brand image is perceived by the market, conduct a brand image audit. Analyze the Google search results for your company. Review the information you are providing as a business on your website and social media platforms by reading the comments on those pages to see how your audience is responding.

Make information accessible: By including a FAQ area on your website, you can make it simple for prospective candidates to find information. Produce videos that offer hiring success stories or respond to frequently asked questions about your recruitment process. Edit company’s About Us and Careers sections to reflect your company’s best attributes.

Make sure you responded positively to any negative remarks you received on social media. Leaving it unanswered is bad for the reputation of the business and may discourage applicants from applying for the position.

Stage 4: Applying:
Eventually, candidates have started applying for your open vacancies. It’s noteworthy to note that most businesses typically take two to three months to get applicants from the application stage to the hiring step.

At this point, creating a positive candidate experience is essential. Recruiters should concentrate on:
=> Making sure the application procedure is not overly difficult to prevent drop-off. Make sure there are no problems with document upload if you use the online application method.
=> Keeping candidates informed of the process clearly.
=> Continuously assessing areas of improvement within your application process.

Goal of this stage: Make their application process easy for completing the job application.

Role of HR:
=> Keep it simple: Make the application process easy by using simple language, asking only relevant questions, and making the process more engaging for the applicant.
=> Communicate often and early: Communicate early on about what candidates can expect during the process, with clear and unambiguous instructions.
=> Send a personalized confirmation email: Let candidates know about the next steps and when they will hear from you again.

Stage 5: Evaluating:
=> As a recruiting professional, your objective at this point is to thoroughly assess the qualifications, knowledge, and experience of your potential candidates.
=> It can be difficult to manage all of the applications at this stage because you might receive hundreds of them.
=> To help you successfully evaluate applicants, you may want to consider setting tests to measure candidates’ skill levels, competencies or even psychometric tests.

Goal of this stage: Short-listed the suitable candidates for the particular position

Role of HR:
Test for soft and technical skills: Testing for both of these skills will help you identify the strengths and weaknesses of the candidate.
Conduct psychometric tests: Can perform a psychometric test to predict future behavior, and cognitive skill and identify the desired personality trait.
Select candidates for interviewing: Select the stand-out candidates that will move to the interviewing phase of your process.

Stage 6: Interviewing:
Interviews are the next phase in your funnel once you’ve narrowed down your potential applicants.

Three interview rounds are advised to serve as your baseline. Of course, this will depend on a number of things, such as whether you’re hiring for a senior or a more technical post.

Yet too many interviews could exhaust your candidates, making them less inclined to accept an offer later on—or, worse yet, abandon the interview process altogether.

The work at this stage as a recruiter is:
=> Providing the interviewee with information about the interview and the process.
=> Organizing a hiring team to conduct tier-based interviews.
=> Prepare a competency-based interview process to evaluate the competency level of the candidates.
=> Preparing the hiring team to ask the right questions and avoid unconscious bias.
=> Also, your interview focus should factor in the candidate’s expectations, needs, and wants.
=> Goal of this stage: Select the best-fitted candidates for the particular position

Role of HR:
=> Prepare interview questions which is more suitable to evaluate relevant knowledge, skill, and behavior
=> Arrange a congenial interview environment
=> Post interviews provide your candidates with feedback on how the interview went and what the next steps will be.

Stage 7: Hiring:
Hiring is the final stage of the recruitment funnel. Once you have the final candidate, it’s time to make them a job offer. Tailor the offer per prior discussions and be open to negotiation. A highly-qualified candidate is likely to be receiving other job offers, so already establish the outer limits of your salary range.

Increase the likelihood that the candidate will accept your offer by doing the following:
=> Take time to learn about the candidate’s objectives and motivations
=> Understand what they are looking for in a position
=> Know their career goals in the coming years
=> Ask about the benefits they want in a new job.

Once your candidate has accepted the offer and signed, communicate the next steps in your onboarding process.
Goal of this stage: Hiring the best candidate who can serve the organization for a long time with the highest level of dedication.

Role of HR:
=> Describe culture and growth opportunities if he/she performs well
=> Do not negotiate too much for lowering asking salary and benefits.
=> Evaluate behavioral and personal trait and whether it fits with the organization or not.

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