A good recruitment process is very important for any company, but in more ways than you may think. The process itself speaks volumes about your company.

The important aspects to look at:

1) Which aspects of the recruiting process are important to you?
2) On a scale from 1 – 5, how important are these aspects for you?
3) How would you measure that the process is performing according to your needs, and how would you know that your expectations are not met?

For anyone to do more we need to have a process which has a roadmap but also be flexible enough to navigate and react to the changing environment quickly and immediately.

You should have a whole new approach to attracting top performers, an approach that starts with your business goals and proceeds to put you in front of a field of highly qualified candidates in record time.

Your goal is to give clients new information, perspective and tools to improve their own hiring results long after the engagement ends.

The process is simple yet it is made complicated by over analyzing and paralyzing the process.

The Account executives bring in the order and they present to the company and the recruiters should be able to challenge them on the information so things which were missed or skewed will be determined.

Then the process of sourcing starts and the recruiters should be open and upfront and pass the info back to the AE's and set the expectation level. But just don't give feedback because you don't want to work on the order.

Determine the process you need to follow to submit candidates- it might have to be quick qualifications, may be a hybrid between the long and short process.

Understanding where you as an AE are with the manager, company and the same with the recruiters understanding the market and market intelligence educating the AE's and give them as much information.

Example: if the recruiting process was long and the recruiter found the right candidate and submitted but the manager already received 50 resumes your candidate is not getting a shot at being looked at.

If the AE had most of the information and you were waiting for that order to be complete some other agency is working with the same information and might have submitted the candidates.

The management needs to define and understand the market on a daily basis- since it is such a fluid situation. They should have a short term 1 month- 3 month- 6 month strategy and it should be fluid enough to change accordingly.

It is very important in this environment to have a clear and simple process to be successful.