How Is the Recruitment Process Managed?

 

When Human Resources is mentioned, recruitment is still the first concept that comes to mind for many people. For this reason, we are continuing our content series that started with “What Is Human Resources?” by focusing on the recruitment process.

 

 

How Should the Recruitment Process Be Planned?

 

The foundation of a successful recruitment process lies in managing it carefully and consciously. Before discussing how to find the right employee for the right role or which tools and systems to use, a much more critical question must be answered: “Do I truly need to hire a new employee?”

Before creating a new position within your company, it is essential to ask yourself the following questions.

In our own company, we evaluated each new hire by working through these questions. Today, we operate with a team of seven skilled professionals who work together in harmony. We believe this approach can also be beneficial for you.

 

Before starting the recruitment process, a business must determine whether it is financially prepared, clearly define the emerging need, and identify the position that will address this need. Therefore, the first step should always be a thorough analysis of the current situation.

 

 

Am I Financially Prepared?

 

Hiring a new employee is a significant financial decision for any company. Beyond the costs associated with candidate sourcing, résumé screening, interviews, and recruitment operations, you must also consider the employee’s salary, benefits, and total cost to the organization. When all these factors are taken into account, the importance of a hiring decision becomes evident.

At this stage, reviewing your cash flow statement is essential. In addition to salary expenses, you should also evaluate the financial contribution the employee is expected to bring to the company.

Roles such as sales, marketing, or mid-level management may generate revenue in a relatively short time, whereas positions like software development, business development, or project management typically provide returns over the longer term. Although experienced employees usually come with higher costs, they often adapt more quickly and reach productivity faster.

“Make sure your financial structure is suitable for hiring.”

 

 

Can This Need Be Met Internally?

 

 

There are two common mistakes frequently made during recruitment.
The first is creating a position without sufficient workload. Some tasks may appear to require a new hire simply because no one takes ownership of them or they are perceived as undesirable, even though the actual workload is manageable.

A simple example would be hiring an additional employee in a five-person company solely for meal preparation and dishwashing. In reality, this workload can easily be shared among the team, and hiring a new employee would only create unnecessary costs.

The second mistake is overlooking an existing employee who is capable of taking on the role. Failing to offer such opportunities limits employee growth and can lead to distrust and low morale within the team. You should not hesitate to assign new responsibilities to your current employees.

For this reason, before making a hiring decision, it is crucial to assess whether the need can be addressed internally.

“First, review task distribution and role requirements within your existing team.”

 

 

Can This Service Be Outsourced?

 

Does signing sales contracts mean you must hire a full-time lawyer? Or at what point should you employ a financial advisor to manage accounting and legal obligations? In many cases, outsourcing such services is the most reasonable option. But if you are a newly established e-commerce business, do you really need to hire an in-house software developer?

First, you should evaluate whether you or someone on your team has sufficient expertise in that area. If you lack technical knowledge or do not have someone capable of managing the role, supervising a specialist employee can be extremely challenging. In such situations, working with an experienced external firm may be both more efficient and more cost-effective.

It is also important to determine whether the position is temporary or permanent. For example, if you plan to hire a recruitment specialist, your company should have a long-term and ongoing hiring need. Otherwise, you may eventually be forced to terminate the employee. Letting an employee go due to insufficient workload can create serious legal, financial, and ethical issues.

“If you lack sufficient expertise or long-term workload, choose outsourcing instead of hiring.”

 

Remember: An Unhappy Employee Is the Biggest Liability for a Company

Ensuring that all employees work toward the company’s goals is critically important. Company culture and shared objectives are especially vital for SMEs. Every new hire has the potential to affect the entire organization. One of the most effective steps you can take at this stage is to communicate openly with your team and build a shared understanding.

If you can confidently answer all of these questions, then you are ready to begin the recruitment process. In our next article, we will discuss how to reach the right candidates and how an ideal recruitment process should be structured.