To develop the timetable for the recruitment, you need to know when you want to fill the position and work backwards. Set the date for the new employee to start, and then anticipate the time needed for each step so you know when to start the recruitment.
Unfortunately, you do not always have the luxury of knowing when a position will be vacant and will need to establish dates for each step and move forward as quickly as you can to fill the position. Flexibility is key because you cannot always anticipate the unexpected, such as candidates needing to give notice to past employers, hiring manager’s vacation during the interview week, and the like.
Timetable for recruitment should include the following steps:
- Evaluate position and needs of agency
- Review, develop or revise job description
- Develop advertisement and profile about position
- Place advertisement with at least 2 weeks for candidates to respond
- Proactively recruit through various methods in addition to advertisement
- Screen applications and resumes
- Rank candidates
- Test candidates (written, oral or practical examinations such as telephone interviews or driving tests)
- Interview top candidates with appropriate staff and managers
- Possible final interviews
- Background and reference checks
- Job offer with date set for new employee to start