Things HR Professionals Should Be Doing Beyond Recruitment

Hiring stalwart employees is a very diligent and arduous task. You never know when the assets will turn into liabilities. Businesses are expanding and so is the need to hire great employees. Due to quick and urgent needs, the recruiters get cobbled up with things under pressure, resulting in bad hires.


The reason is simple, manual resume filtering and shortlisting eat up the precious time of the recruiters leaving inadequate time for interviews or interactions. This lack of time affects the overall hiring productivity resulting in bad hires. There are a number of things that HR professionals should be doing rather than screening resumes only, and sifting through resumes is only a very small part of recruitment. Have a look at some of the equally important things that are being ignored due to lack of time. 

1.     Recruitment Starts with Identifying Talent Needs

Recruitment can happen anytime around the year. The company may sign a big deal anytime and there may arise an immediate need of workforce. A recruiter keeps a check on all the business developments and activities happening in the company. This proactive step makes the recruiter understand any new job opportunities arising and prepare the recruiting strategy accordingly. This helps the recruiter to avoid last-minute hassles and wrong hires.

2.     Preparing Job Descriptions and Branding is Part of the Recruitment Process

Job descriptions are more like advertisements or marketing efforts made by recruiters to entice the best talent from the job market. Great job descriptions cast an awesome impression of the company. It is the responsibility of the recruiter to innovate such engaging job descriptions that persuade job seekers into clicking them and filling in their applications for available jobs. The job listings should be able to cast a striking presence in the job market.

Apart from that, a simple job description will make the best talent to get past it and look for other great opportunities. Excessive jargon in job descriptions also turns down job seekers as it makes them feel under-qualified. So, the recruiter should give ample attention to the detailing of the job description as it plays a very crucial role in branding as well.

3.     Personal Interaction Rounds/Interviews

After the initial resume screening, it’s time to schedule and call the candidates for interview. This is the time where the recruiters actually gauge the candidates on the desired parameters. Apart from that, great personal interaction rounds help to build great relationships as well. Here is the actual test of recruiters when they need to perform the reality check of the candidate v/s what was written on the resume. Moreover, the recruiter needs to cherry-pick the candidates judging them on parameters such as cultural fit, determination, attitude, etc.

4.     Head-hunting?

Headhunting specifically refers to finding passive candidates who are already employed and are looking for some great bite of the cherry. The recruiter needs to look out for such passive talent and sway their minds to join their organization. Headhunting is usually done to find candidates for senior and executive positions. 

5.     Building Presence is a HUGE part of the Recruitment Process

For a successful recruitment campaign, the recruiters need to have great contacts along with a great online/offline presence. Offline presence can be earned by conducting job fairs, networking events, providing internships, visiting colleges for recruitment or guest lectures and other marketing campaigns. To pitch a great online presence, there is a need to have an impressive website, phenomenal social media activities, webinars, online sources, etc. All these activities tout the brand and add to brand power as well as popularity.

6.     Background and Reference Checks

After receiving a green signal for a candidate to take him on-board by the HR team, there are few final checks to be done by the recruiters. These are references and background checks. The recruiter needs to connect with personal and professional references (provided by the candidate) to ensure the genuineness of his candidature. If everything falls in place, the candidate is given an offer letter and taken onboard. 

7.     Induction, Orientation, and On-boarding

The recruiter’s responsibilities are not limited to recruitment only. In fact, the entire onboarding process is completed by recruiters only. The recruiter organizes the induction and orientation programs for new hires and ensures a seamless onboarding process.

8.     Ensuring Great Candidate Experience

The recruiter should send acknowledgment emails to the candidates who applied for the post. The recruiter has to keep the candidate engaged till the final rounds so that the candidate should not leave the process in between and look out for other opportunities. They need to conduct exit interviews for employees who are either terminated or leaving the company.   

How can ATS help the Recruiters achieve the HR objectives?

To stay in the game of recruiting, the HR managers have to comply with the latest recruiting trends. ATS is no exception. Applicant Tracking Systems or commonly referred to as recruiting software helps the recruiters free up time from resume sifting so that they can focus on other above-mentioned activities also. An ATS automates all the underlying activities of the recruitment and boosts the bottom line of hiring.

  1. An ATS integrates with the company’s HR suite and can receive resumes from all the sources such as career page, online job portals and social media.
  2. The resume filtering is done based on keywords or other sorting criteria decided by the recruiter. An ATS can sift through hundreds of resumes with a blink of an eye thereby, freeing a lot more time for the recruiters. This drastically improves the time to hire.
  3. The inbuilt interview scheduler helps to schedule the interviews seamlessly. The interviewer can fill his available time slots and share them with the candidate. The candidate can book the slot as per his convenience and availability.
  4. Applicant Tracking Systems are a rich pool of talent database, as they parse and save resumes into the database. So, the recruiters can search here before posting the job online.
  5. The single-click notification trigger helps to send automatic acknowledgment emails to all the applicants.

How to bulk email candidates?

  • All the HR manuals and onboarding formalities can be uploaded in the ATS. This offers hassle-free onboarding.

Why ATS is a must-have tool for Recruiters?

Why do you need an Applicant Tracking System?

Recruiteze is the world’s top-rated ATS and indeed the first choice of recruiters across the globe. With an intuitive interface, this cloud-based ATS is easy to operate and requires no initial training. Recruiteze is a one-stop solution to all recruiting needs that saves plenty of time, money and effort.

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