This will differ from consultancy to consultancy, job to job, level of seniority of role etc.  The foundation blocks are:

  1. Recruitment Planning – You’ve identified you need to recruit and prepared a job description. This is the first part of the process and probably the most important. The purpose of recruitment planning is to really understand the vacancy, the role, and the market. If you’re the ‘hiring manager’ and have written the job description, be prepared to answer questions.  If the job description was written by someone other than the ‘hiring manager’, ensuring they are an active participant at this stage prevents disappointment later.

This stage may include classifying the vacancy, job market analysis, defining and reviewing salaries and budgets, type of employment, qualifications, and experience etc (if you’re thinking this is the job description, it really isn’t.  Get this right and I promise you the overall process will be a lot smoother)

  1. Recruitment Strategy – This is the part of the process where you and the Recruitment Consultant decide the tools you will use to attract the best candidates for your business. Again, this will vary depending on the needs of your business, from advertising in specific niche publications, utilising networks, referrals, job boards etc.
  2. Searching – This is when the recruitment strategy you have agreed comes alive. Simply put, this is when the Recruitment Consultant attracts and selects candidates for your vacancy.  Assuming the attraction methods are all in play, you will have a long list forming but you won’t see this).  The ‘screening’ part is integral to this process as it removes unqualified and irrelevant candidates from the process.  The screening will have been defined in the recruitment strategy and will generally include – cv review and selection, telephone (qualification) interview, face to face or video interview and shortlist  (the shortlist is also defined in recruitment strategy, how many in the shortlist, will a synopsis/highlight/recommendation be included?)
  3. Interview Process – This is usually defined in the recruitment planning or strategy phrase. Depending on the type of role, situation, logistics, timescales etc the Recruitment Consultant will advise the options available to you. There are numerous types of interviews – structured or unstructured, formal, or informal, group or panel, individual, stress, assessment, and depth interviews. The most popular are formal, informal and individual interviews.  

Offer Management and NegotiationGetting this right is key.  You have your budget; you don’t want to over-shoot and low balling the candidate is also not a good idea.  Negotiation is a two-way process and both parties should feel they are in a win-win scenario.  This will have been discussed in the recruitment planning phase of the process.  The Recruitment Consultant will have continued to qualify the candidate, and your expectations.