Recruitment refers to the overall process of attracting, sourcing, selecting and screening suitable candidates for targeted positions. When the positions contracted to be filled are ‘executive level’ or for hard-to-find talent we call it “headhunting.” Yet, talent hunting or recruitment can apply to finding one or many candidates, for example one might find a target cohort, ie., truck drivers, salesmen, etc.
Defining recruitment (hiring) strategy, determining tactics, and applying systems-based sourcing, screening, and selection methods are core capabilities of ePraxis.
ePraxis’s Systems-based approach to recruitment of difference making top talent typically includes our Ten Step System of Talent Capture Management:
- Behavioral Job Analysis
- Behavioral Job Description
- Sourcing Plan to Identify and Attract Talent
- Application Intake Process (and use of Automated Applicant Tracking Systems)
- Applicant Funnel creation and first screening process (of 100-300 candidates down to the top 30)
- Phone or Video Interviews of Candidates of “Highest Fit”, and determination of a slate of candidates to move forward to Panel Interviews
- Panel Interviews, Pre-employment and Personality Tests, and Homework of Top Candidates
- Finalist Interviews, background checks and screenings, reference checks, and finalist homework presentations
- Finalist determination and compensation negotiation
- Onboarding new hires for ‘fast starts’
For ePraxis the recruitment process includes a 10 step-by-step high yield funnel management process that starts with determining need, defining the job position, preparing behavioral position descriptions, identifying a sourcing strategy to determine likely pools of talent to be identified, etc. Then once identified, ePraxis’ method is to systematically identify and approach potential targets of opportunity through various sourcing methods; ePraxis has over 35 sourcing methods and strategies for finding talent and posting an ad while necessary is only one of these strategies.