How does Recruitment and On-boarding Process Work in HR?

Employment Recruitment Processes in HR:

There are various ways for HR to conduct the recruitment for potential candidates. First and foremost, HR department needs to understand what exactly does the company need, this helps to find the best possible candidates for the positions. Usually this will need to be discussed with the department head to confirm the desired skills, experience level and type of people they are aiming to look for. 

For the rest of the recruitment process, a recruitment plan with be needed. This includes the methods that will be used to find candidates and how the job interview will be conducted. Advertising of job positions will need to be done, this includes drafting the job description for the job position. Upon receiving the applications, HR would need to screen through and analyse whether the candidate is suitable for the position.

If the candidate is suitable, depending on the outcome after the job interview, HR would need to inform candidates whether they are selected for the position.

Employee On-boarding Processes in HR:

“On-boarding” is when newly hired employees being officially integrated in a company. New employees would need to go through an orientation process, including activities to learn about the company’s mission, vision and values. During employee on-boarding, it may also include Job training, employee handbook training, benefits paperwork, team introductions and building relationships with other employees.

What are the problems or challenges in recruitment and on-boarding processes?

During recruitment, the process of finding eligible and suitable candidates can be very time consuming. Prolonged time to hire can cause companies facing lost productivity and profitability. A lot of the times it would be beneficial for HR to have a wide reach for job postings advertisements. However, this means that a high amount of candidates will need to be analysed and evaluated. Any delay in the process will not only affect the company, but it might affect the candidates by prolonging their application period with delayed response.

What are the benefits for HR recruitment and on-boarding processes automation?

By automating employee recruitment and on-boarding processes, this does not replace recruiters. Automation will empower recruiters with improved efficiency and saving more time for decision making at a faster pace. On the candidates’ end, automation will leave a good impression of the company as responses will be fast and on-boarding processes will be a lot more approachable.

This video shows how Gleematic can help to automate CV Resumes reading, e.g. the recruitment. Gleematic can handle resume/CV received by the hiring team:

After extracting the resumes of potential candidates, Gleematic put the data into a spreadsheet. This will be useful if there are hundreds of applicants to review. Instead of reviewing per resume, the hiring team only needs to review one document that compiles all applicants’ information. In intelligent document extraction capability, Gleematic is so flexible that it can handle any type of documents in any kind of language since it has a multi-language interface and capability.

The video below shows how Gleematic can automate the recruitment process. Gleematic can access job/recruitment portal to check candidates who apply to the position, collect their data to the internal document, and shortlist candidates based on recruiter’s criteria:

Gleematic proceeds to process initial assessment of candidates by sending them email and gradually checks if they have completed the assessment phase. Human staff in HR department only has to review assessment document completed by potential candidates.

Written by: Reiko Anjani