Overcoming Recruitment Challenges: Seeking Guidance to Restructure Our Process

Hello everyone,

I’m reaching out to share my experiences and seek your insights on our current recruitment process. I’ve recently joined the team as a Recruitment and Training Development Specialist, but with just four months of experience in recruitment across a manpower agency and a BPO, I find myself facing a daunting challenge.

The recruitment framework in place at our company appears quite chaotic and lacks a clear structure. It’s evident to me that there are opportunities for improvement that could streamline the process and enhance our efficiency.

Here’s an overview of the recruitment steps we currently follow for various positions:

For Rank-and-File, Managerial, and Supervisory Roles:

  1. Job Posting: Advertising the job openings.
  2. Screening and Shortlisting: Initial assessment of applications.
  3. Assessment: Candidates undergo various evaluations, including personality tests, situational judgment assessments, verbal ability, numerical reasoning, emotional intelligence self-assessments, and work inventory evaluations.
  4. Initial Interview: A preliminary meeting with a recruiter.
  5. Follow-Up Interview: A second interview with an HR Generalist.
  6. Consultation: Another round with an HR Consultant—there’s discussion around including the Head of the department in this step, but it hasn’t been finalized yet.
  7. Final Interview: Closure with the COO.

Having personally navigated this process (excluding the last interview), I felt overwhelmed by the repetitive nature of answering similar questions posed by different interviewers. It has been a cumbersome experience, making me question the necessity of each step.

For Truck Helpers, Drivers, and Similar Roles:

  1. Assessment: Candidates complete a personality test and a sentence completion task.
  2. Initial Interview: A session with the recruiter.
  3. Final Interview: Concluding discussions with the immediate supervisor.

Given this structure, it’s clear that we’re doing more than what seems reasonable, which affects the candidates’ experience and prolongs the recruitment timeline. I strongly believe that our recruitment process can be optimized, but I’m not certain where to begin.

I would deeply appreciate any advice or suggestions from those with experience in this area. How would you recommend restructuring the recruitment process? What steps would you prioritize or eliminate to make it more efficient? If you have any questions for clarification, please feel free to ask.

Thank you for taking the time to read this. Your insights would be