“Recrescere” is a Latin term meaning “regrow.” In military parlance, the term was used for replenishing units to their full numbers. Applied to the modern working world, recruiting processes have a very simple function. A team or a company is completed to act in a meaningful and successful way.

There are always different ways to achieve a goal. Companies can ask themselves various questions. What recruiting processes do I need to bring the best talent on board? How do I get in touch with skilled employees? How can I attract high potentials for my company? What do have to do to make my company attractive to motivated employees?

Lionstep has been an integral part of the recruiting world since its founding in 2016. Even more: We have created a new level through our innovative recruiting processes. Over 900 satisfied corporate customers are motivation enough to continue improving these processes.

When do recruiting processes begin?

Away from its original meaning, “recruiting” is now used synonymously with enlisting. It doesn’t work without recruiting. Companies depend on good personnel. Whether in manufacturing, services or other industries, no company in the world can function without skilled workers and reliable employees.

Recruiting, in turn, is part of human resource management. It includes:

Personnel planning
Recruiting
Administration and salary management
Training and development
Controlling through defined parameters

Roughly speaking, every recruiting process begins with the identification of personnel requirements. This occurs for very different reasons. A company is expanding into new markets or opening a new branch. A major project is on the horizon and numerous staff must be available at short notice. Management positions need to be filled permanently, and a team needs to be supplemented by specialists.

If the personnel requirement is there, then that is the starting signal for the recruiting process. The individual steps mesh like cogs.

What steps do recruiting processes involve?

If the following steps are tackled chronologically, nothing will stand in the way of a successful recruiting process.

1. Needs analysis

Personnel requirements arise from a wide variety of situations. Start-ups need personnel quickly for very different positions. Large corporations regularly need to fill many new positions. Specialists are to be deployed in specific departments, personnel requirements for new branches are to be covered.

Here it becomes clear: Not all personnel requirements are the same. A detailed needs’ analysis is the key. When is how much staff needed? What budget is available? Where and in what form should job advertisements be placed? What resources are available for high potentials, specialists or several positions to be filled, for example for project planning?

2. Define job profile

What skills does the future employee need to have in order to fill the position optimally? What qualifications are necessary? Are there any special requirements? Should the position be temporary or permanent? The exact definition is essential. This is the only way to address talents who can fill the position precisely.

3. Place a job advertisement – or start active sourcing

Advertising a position in a way that it appeals to talented people is the supreme discipline of the recruiting process. It should be catchy, specialists or well-trained talents should feel addressed. Various parameters such as: “What is required?” and “This is required.” are essential.

The tonality of the job advertisement is crucial, so that the appropriate talents respond to it. Apart from a clear job description, it is important for talents to know where and with whom they are working. What additional benefits do you offer to talents today? Why should someone join your company?

No less important are the channels on which the job ad is placed. Different target groups can be reached in different ways. Your own website, social media, (free) job boards and career platforms are just a few of them.

The alternative to job advertising is active sourcing. Talents are proactively approached and referred to jobs. This very successful method also interests talents in jobs who are not even looking for new job opportunities.

4. Make a preselection

Once the job advertisement has been successfully placed, companies, in the best case scenario, can expect applications from interested candidates. HR departments then face the Herculean task of differentiating. Which applications are definitely eligible? Which candidates might be suitable for the position, and which applications can be discarded immediately?

Different perspectives can be decisive here. What is the tone of the motivation letter? Do the qualifications fit? What stations does the CV show? Does the first impression fit? A good mix of facts and intuition can be guiding to make the right choice.

5. Interviews and tests

Different industries practice different ways of conducting interviews or tests. Are there multiple rounds of interviews? Are “only” recruiters present, or also supervisors? Are competency or personality tests conducted?

Every company has its own best practices. However, it can be a decisive advantage to call on the support of a personnel service provider. This way, the greatest possible benefit can be derived from the interviews and tests.

Contact us! Learn more about your options for saving both costs and time during this step. At the same time, the process can be qualitatively sharpened and optimized. Here we can beneficially provide you with our experience and tools.

6. Candidate selection and onboarding

The acceptance is a highlight in the complete recruiting process. The lucky person or persons are best contacted personally.

Talents that have made it to the shortlist should also be contacted. Last but not least, you can use corresponding contact data for possible later opportunities. However, this only works if the rejection is well justified and takes place at eye level.

Once the decision has been made with all those responsible, the next step is to sign the contract. The organizational steps are now also on the agenda. Setting up the workplace, planning the first projects and getting to know the company now follow successively.

How do companies benefit most from Lionstep?

Colleges, an efficient university system, countless highly qualified training companies – the US offer companies many opportunities. Nevertheless, top educated high potentials and experienced specialists are often not easy to find.

With Lionstep, your company benefits on very different levels:

We reduce time to hire: Our automated, multi-channel Search, optimized with machine learning, achieves faster initial results
50% lower cost per hire: Transparent, flexible pricing model gives our clients clear visibility of spend and reduces overall cost per hire.
93% candidate satisfaction rate: Our candidate-centric approach to Search means a more positive experience & thus higher calibre candidates.
90% of all presented talents are accepted by our customers: Expert human insight and guidance, informed by market data, increases chances of a successful hire.

Clearly structured recruiting processes with Lionstep: Your path to success

Whether company or talent – our task is clearly defined: We help you succeed. We would be happy to inform you personally about us and our services. We are at your disposal at any time via our contact details.

Furthermore, we look forward to getting to know you, your company and your personal ideas about your future and career planning. As our customer, you can look forward to cost-effective assessment and recruiting processes whose quality you can rely on.

Not convinced yet? Then read about the experience our scale-up customer Radicant had with Lionstep.

If you’re a candidate looking for a job change, take a look at our job board with a variety of job offers.