Agile Recruitment (Part 1) – Introduction and Framework

The word ‘agile’ simply means making quick changes, learning from that change and making adjustments based on that learning. This methodology was initially introduced in the year 2001 in the technology world as a means to get things done faster and deliver them at the highest quality to the customer. Since its founding, the agile method of working soon spread to different sectors including the recruiting world. 

Agile recruiting is one of the growing trends in the recruiting industry. It involves structuring the work process into small projects around short cycles called sprints. Here the idea is to complete the smaller tasks within the given time. As it has short cycles with many touchpoints and constant feedback, it is easy to determine if the process is moving forward on the right track or not. 

To have a better understanding of the subject I have listed down five steps involved in Agile Recruitment. These points act as a framework for the implementation of the said method. Though I must state here that these approaches aren’t necessary like a set of rules you have to abide by. Different organizations have different way of operating and can optimize these steps according to their requirements.


Define Job Requirements

The idea here is to interview people not based on their skill but based on the actual requirements of the job. Here what the hiring manager needs to do is list down the purpose of the job position and what duties need to be performed for that particular position. So rather than focusing on the skills and what the candidate can do, it prioritizes the expectations of the job itself. This helps to filter in the more suitable candidates at the early stages of the interview process.

Sourcing the Candidates

This step involves a series of tasks like writing job descriptions with compelling titles, posting recruitment ads, sending emails — all for the passive candidates. Holding a daily stand up meeting is also a part of this step. This allows the development team to identify the special requirements of a particular job position. So when you have a review session with the potential candidates, you get to know they have the skill to perform the task. 

Scheduling Initial Calls and Screenings

In this phase, you need to analyse and review all the data the development team has collected and shortlist suitable candidates. This also helps to determine the progress of the hiring process and whether it aligns with the goals of the recruitment. After you have shortlisted the candidates, you can schedule preliminary interviews and from there you get to determine the outcome of the outreach strategy. In case the outcome is negative, you will need to revise your strategy.

Accepting or Rejecting the Candidates

This is a continuing part of the screening process. Here you interview the selected candidates and continue to finetune from there. Once you have reached the candidates who fit your requirements, that will end your selection process and you can proceed with the next step. However, if you don’t get the desired result, you would need to review the strategy with your agile team and once again start from the third phase.

Conducting a Review 

Even if you have hired the candidate, the job is still not done. In order to close the process, you need to review the entire process. You need to keep a track of the performance of the hired candidate as this will also determine if the recruitment process was efficient with a positive outcome. With continual analysis, it is easy to identify any faults or holes in the process and fill them in for better results in the future.

That will be it for today. As you can see this subject is too big to cover in one short article. So I have divided them into two parts. In this section, I have given a brief introduction on the said subject and the steps involved. In the next part, I’ll be discussing the benefits of Agile Recruitment and much more. Watch this space for more.

 

Thank you for reading the article. I hope it was well informed. If you want any more information about job tools, feel free to contact us. Team SyaRose will be happy to help you and make your work easier. It will be our immense pleasure if you give your valuable feedback in the comment section. Please share this article with your loved ones and professional circle if you like it.

 

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