Recruitment Process (Traditional and Agile)

Traditional Recruitment Process

  • Traditional Recruitment, the first step of the Recruitment process is to identify the current vacant positions, set up budgets for hiring new recruits, onboarding, and training.  
  • The entire process involves job analysis, writing a job description and, sharing it on various platforms such as newspapers, social media platforms, career portals or online job boards, to attract job seekers. 
  • After that, the recruiters collect the resumes, screen them, shortlist the relevant profiles and proceed with contacting suitable candidates for further discussions.  
  • Subsequent tasks include reference check, background verifications, offering the selected candidates, notifying unsuccessful candidates, preparing and conducting onboarding activities. The traditional method emphasizes on obtaining as many resumes as possible and building the database for using it when needed.
  • In the traditional recruitment process, the entire process is owned by the HR/ Talent Acquisition team and the hiring managers are usually involved either from resume screening or the discussion phase.
  • Post selection, the hiring managers get more information about the candidates only when they join or decline the offer.

Agile Recruitment Process

  • When the Agile Principles are applied to recruiting, the recruiter and the hiring manager work together from a very early stage and helps develop a clear picture about the requirement.
  • Agile recruiting is about creating a partnership and working towards a common goal. The main focus is to fill the open positions with the best possible candidate and within the stipulated time.
  • Agile recruiting emphasizes adherence to the recruitment process with pre-set timelines, involvement of the hiring managers’ right from the job analysis stage, timely and prompt feedback sharing, and steady progress.
  • Every time there is an interaction with the hiring manager, they get to know more about the position and requirements for the role and compare it with the required skillsets/experience available in the market.
  • Agile recruiting ensures the hiring manager and the recruitment team are on the same page, at any given time.
  • This increases the bandwidth of the recruitment team and helps them focus on identifying candidates with similar skillsets and experience and enables seamless mapping of the talent to the position.
  • The recruitment team needs to complete the entire hiring process (including feedback and retrospection) within the pre-set timelines, and bring the candidates on board within the stipulated time.
  • Generally, in Agile recruitment the position remains open for ‘n’ days from the date of job posting (the hiring process has to be completed within this time period) and the recruitment team ensures the candidate joins within 90 days from the date of job posting.
  • However, the timelines may vary based on the position and policies within each company.

Agile Recruitment is all about synergistic teamwork (among recruiters, hiring managers, and relevant stakeholders), frequent feedback loops, building positive candidate experience and fulfilling positions on time.

Agile Recruitment has proven to be a value-based process, which fulfills all the recruitment needs and actively engages one and all in the process.

Author: Kalyani Pantangi