O recruitment and selection funnel is a complete guide detailing all the steps that the candidate must go through, from applying for the vacancy to hiring. It helps to give visibility to selection process as a whole, in addition to allowing analysis of hiring and measuring each of the stages.
Have you taken the time to analyze how the process of recruiting and selecting new employees for your company is going? Haven’t you done that yet? So, you’re missing out on big opportunities and talents.
Having assertiveness in hiring, in addition to bringing economic benefits, is essential to optimize the growth of your company. But the process is not always efficient and the choice of the professional is the most appropriate. Therefore, using the recruitment funnel correctly is essential.
Difficulties in recruitment and selection are closely related to the inexperience of candidates or even to urgency to do the hiring. However, this is a process that requires calm and attention.
A study released by Harvard Business found that 80% of employee turnover have to do with wrong decisions made during the hiring process.
Therefore, it is extremely important to be equipped with tools, such as the recruitment and selection funnel, that facilitate the development and analysis of the entire hiring process.
Find out below, as the recruiting funnel can improve the talent management process and raise the quality of your hiring.
Recruitment and selection funnel: what is it and why to do it?
The recruiting funnel is a concept that comes from digital marketing, used to map the lead path, from your visit to the site to the final purchase.
Basing the recruitment process on this approach method tool, the funnel is directed to go all the way for job seekers.
From the candidacy to the vacancy until the end of the hiring and beginning of the work, going through the medical exam and interviews.
The recruitment and selection funnel is a graphical representation of the stages of the selection process, serving as a guide that allows you to view the process as a whole.
Through it, it is possible manage candidates in the best possible way, having more clarity and confidence in the results obtained. In addition to facilitating the evaluation of the recruitment and selection process to optimize the selection process, through functions such as:
- identify how many candidates have applied for the vacancy;
- how many participated in each phase;
- what is the conversion rate at each stage;
- how many days or weeks did it take to move on to the next stage;
- which phase had the most disapproval;
- which had the highest number of dropouts;
- which stage had the most engagement;
- dimension your time to hire, total time since attraction of candidates until completion selection process.
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Recruitment funnel steps
The funnel can be divided into three distinct steps:
- Funnel top: attraction of the best candidates and curriculum screening;
- Funnel medium: interviews and measurement of engagement;
- Funnel Fund: choosing the best talent and hiring.
1. Hopper top
To attract talents that fit the vacancy profile it is essential to take care of the published content. Know your candidates’ characteristics well and choose the type of content and the most appropriate approach for the interview.
To find out if the job posting is successful, do an analysis of the data on access to the vacancy X number of applications. According to a Recruiterbox survey, if the conversion rate wasr below 10-15%, there is a problem with disclosure. To correct possible errors, it is worth:
- check if the language is adequate;
- whether the information is complete and attractive;
- if the vacancy is being advertised on the correct channels, where your audience is present.
Each company requires a specific type of approach and disclosure.
Still at the top of the funnel, it is necessary to perform the screening and analysis of curricula. If the disclosure is correct, the attraction will be successful and the number of candidates high. Therefore, the need to filter correctly, thus avoiding candidates who do not have the appropriate profile for the vacancy.
This sorting can take place in two stages:
- automated analysis: using online automation and recruitment tools to filter and select resumes that fit the essential requirements for the vacancy;
- behavioral analysis: the definition of the behavioral profile is a good strategy to carry out an assertive selection. It is also possible to automate this process, selecting only the curricula with behavioral tendencies and skills necessary for the vacancy.
2. Funnel medium
With the reduction of resumes made in the previous phase, it will be possible to manually analyze the resumes left over to get to know the candidates better and invite them for an interview, this is a fundamental step in the recruitment funnel.
It is important, once again, to keep an eye on recruitment metrics. Of the total number of applications, how many professionals are in compliance with the required prerequisites?
If the fee is too low, it is worth reviewing the job description, aligning the communication with the public you are looking for. And in this way, being able to reach more qualified people and within the required profile.
Read more at: How to do a job description to attract talented employees
Following the process with the interviews, this is the time to let the candidate feel free to make his professional presentation.
The options for interview types are diverse:
It is very important to measure the level of candidate engagement and see if your values are the same as those shared by the company.
3. Funnel Fund
After going through the attraction, receiving a resume, sorting the most suitable profiles for the vacancy, dynamics and interviews, the time has come to make the final decision.
But the recruiting funnel does not end there. After deciding who is the best candidate and hiring, we have the onboarding phase.
This is the moment when the HR sector must introduce the new professional to the company, making it welcomed by the team.
For this reception to occur well, a tip is to inform the industry leader the profile of this new employee. In this way he can apply an appropriate management, supporting and giving all the support so that he fits in the team.
It is worth remembering that there is no defined structure of the recruitment funnel and no mandatory step. What we present here is a process suggestion, but the steps must be adapted according to the need for each vacancy.
The important thing to keep in mind is that working on the recruitment funnel methodology greatly optimizes recruitment and selection, in addition to establishing indicators that improve the process more and more, making it more effective for the company.
With this management the process becomes more fast, organized, strategic and, mainly, more assertive, decreasing the rate of turnover and improving the selection of candidates.
Making the right decisions about new employees is essential for the growth of revenue and the company as a whole.
So, now that you know the recruitment funnel, just put this methodology into practice in the next recruitment and selection processes, and see how it will be easier to reach the best talents and make quality hires for your team.
- reduce the time in your employee dismissal admission processes;
- have a clearer and safer process;
- avoid penalties, fines or any risk related to legal issues and information management of the company.
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Did you like our tips? What else do you experience difficulty in the selection process? Leave it here in the comments.