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INTERNATIONAL ISO
STANDARD 30405
First edition
2016-09-01
Human resource management —
Guidelines on recruitment
Management des ressources humaines — Lignes directrices relatives
au recrutement
Reference number
ISO 30405:2016(E)
© ISO 2016
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ISO 30405:2016(E)
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ISO 30405:2016(E)
Contents Page
Foreword......................................................................................................................................................................................................................................... iv
Introduction...................................................................................................................................................................................................................................v
1 Scope.................................................................................................................................................................................................................................. 1
2 Normative references....................................................................................................................................................................................... 1
3 Terms and definitions...................................................................................................................................................................................... 1
4 Recruitment guidelines.................................................................................................................................................................................. 3
4.1 General............................................................................................................................................................................................................ 3
4.2 Potential talent pool............................................................................................................................................................................ 4
4.3 Talent pool................................................................................................................................................................................................... 4
4.3.1 General...................................................................................................................................................................................... 4
4.3.2 Identify and/or confirm characteristics of the vacancy/opening.......................................... 4
4.3.3 Create recruitment plan............................................................................................................................................. 5
4.3.4 Internal talent pool......................................................................................................................................................... 6
4.3.5 External talent pool........................................................................................................................................................ 7
4.3.6 Tools to assist in the recruitment workflow............................................................................................. 7
4.4 Applicant pool........................................................................................................................................................................................... 7
4.5 Candidates for further assessment......................................................................................................................................... 8
4.6 Candidate management.................................................................................................................................................................... 8
4.7 Pre-boarding.............................................................................................................................................................................................. 9
4.8 Boarding..................................................................................................................................................................................................... 10
5 Measurement, analysis and improvement..............................................................................................................................10
5.1 General......................................................................................................................................................................................................... 10
5.2 Measurement process..................................................................................................................................................................... 11
5.3 Analyse results...................................................................................................................................................................................... 11
5.4 Improvement.......................................................................................................................................................................................... 11
Annex A (informative) Employer brand and recruitment............................................................................................................13
Annex B (informative) Commonly used recruitment metrics..................................................................................................15
Annex C (informative) Commonly used tools for sourcing/recruitment/search.................................................17
Annex D (informative) Commonly used tools for recruitment workflow....................................................................18
Bibliography.............................................................................................................................................................................................................................. 19
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ISO 30405:2016(E)
Foreword
ISO (the International Organization for Standardization) is a worldwide federation of national standards
bodies (ISO member bodies). The work of preparing International Standards is normally carried out
through ISO technical committees. Each member body interested in a subject for which a technical
committee has been established has the right to be represented on that committee. International
organizations, governmental and non-governmental, in liaison with ISO, also take part in the work.
ISO collaborates closely with the International Electrotechnical Commission (IEC) on all matters of
electrotechnical standardization.
The procedures used to develop this document and those intended for its further maintenance are
described in the ISO/IEC Directives, Part 1. In particular the different approval criteria needed for the
different types of ISO documents should be noted. This document was drafted in accordance with the
editorial rules of the ISO/IEC Directives, Part 2 (see www.iso.org/directives).
Attention is drawn to the possibility that some of the elements of this document may be the subject of
patent rights. ISO shall not be held responsible for identifying any or all such patent rights. Details of
any patent rights identified during the development of the document will be in the Introduction and/or
on the ISO list of patent declarations received (see www.iso.org/patents).
Any trade name used in this document is information given for the convenience of users and does not
constitute an endorsement.
For an explanation on the meaning of ISO specific terms and expressions related to conformity assessment,
as well as information about ISO’s adherence to the World Trade Organization (WTO) principles in the
Technical Barriers to Trade (TBT) see the following URL: www.iso.org/iso/foreword.html.
The committee responsible for this document is Technical Committee ISO/TC 260, Human resource
management.
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ISO 30405:2016(E)
Introduction
0.1 General
Recruitment is a major part of human resource management, including the necessary activities an
organization undertakes to attract, source, assess and employ people. The activities that comprise
recruitment also overlap, to some degree, with those that comprise staffing, but the prime focus of this
document is on recruitment.
The impact of recruitment on organizational performance was noted in a survey conducted of 4 288
executives from 102 countries by the World Federation of People Management Association (WFPMA),
which showed that organizations ranked in the top 20 % in terms of ability to deliver on recruiting
experienced up to 3,5 times the revenue growth and as much as twice the average profit margin of
other organizations.
This document aims to help organizations focus and deliver on recruitment performance objectives by
providing guidance on effective processes and procedures necessary for the recruitment of people.
0.2 Relationship with human resource management in the context of the organization
The recruitment process begins when a requisition is approved. Recruitment is designed to attract,
source, assess and employ people to carry out an organization’s activities. Figure 1 illustrates the
overall recruitment process.
Figure 1 — Recruitment process within organizations
Figure 1 highlights the fundamental role of the employer brand, recruitment work and the four critical
elements (attract, source, assess and employ people) that influence the quality and quantity of people
available to the organization. This in turn affects human resource management outcomes, ultimately
affecting the organization’s performance.
0.3 Using this document
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ISO 30405:2016(E)
This document provides guidance to those people responsible for recruiting. Clause 4 describes
both processes and procedures, as well as the relevant criteria one can use to attract, source, assess
and employ people in the organization. Clause 5 provides guidelines for measurement, analysis and
improvement for assessing the efficiency, effectiveness and impact of the recruiting process.
NOTE In some countries, permission is required when using or retaining personal data from
applicants/candidates.
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INTERNATIONAL STANDARD ISO 30405:2016(E)
Human resource management — Guidelines on
recruitment
1 Scope
This document provides guidance on how to attract, source, assess and recruit people. It focuses on key
processes and practices, including:
— recruitment policy development;
— the flow from the sourcing of potential applicants to the boarding of new recruits;
— evaluation and measurement.
This document can be used by any organization regardless of type or size.
NOTE In larger organizations, the recruitment function is typically carried out by human resource
professionals or recruitment experts. In smaller organizations, recruitment can be performed by people without
formal human resource training or experience. This document can be used by anyone performing this function,
as well as human resource educators and consultants who determine, analyse and report on recruitment.
2 Normative references
There are no normative references in this document.
3 Terms and definitions
For the purposes of this document, the terms and definitions given in ISO 30400 and the following apply.
ISO and IEC maintain terminological databases for use in standardization at the following addresses:
— ISO Online browsing platform: available at http://www.iso.org/obp
— IEC Electropedia: available at http://www.electropedia.org/
3.1
applicant
person who is interested in and who has applied for a job
3.2
applicant pool
people who have formally applied for a specific job
3.3
assess (verb)
ascertain work-related knowledge, skills, abilities or other characteristics of an individual or group of
individuals
3.4
assessment
systematic method and procedure for ascertaining work-related knowledge, skills, abilities or other
characteristics of people or a group of people, or the performance of people or a group of people
EXAMPLE Tests, assessment centres, instruments or tools used to assess (3.3) people in workplace contexts.
[SOURCE: ISO 10667-1:2011, 2.2, modified]
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ISO 30405:2016(E)
3.5
attract (verb)
generate and induce interest of the potential targeted applicants (3.1)
3.6
boarding
activities following pre-boarding (3.13), which typically occur on the first day of work
Note 1 to entry: The recruitment (3.14) process ends when the candidate (3.7) reports for work and the requisition
(3.15) is closed. The candidate becomes an employee on the first day he/she reports for work. On-boarding
commences after the candidate reports to work, and is considered a separate process.
3.7
candidate
applicant (3.1) who is interested in and qualified for a job, and who is of interest to the organization
3.8
employ (verb)
engage the services of a person, or put a person to work
3.09
employer brand
organization’s reputation and differentiating characteristics as an employer within and outside the
organization
3.10
job description
list of specific or general tasks, or functions, and goals or responsibilities of a position, as well as
organizational conditions under which those tasks and functions are to be performed
Note 1 to entry: A job description can include the organizational structure.
3.11
person specification
job specification
knowledge, skills, abilities and other characteristics needed by a person to perform the job
3.12
potential talent pool
people who have, or who can develop, the knowledge, skills, abilities or other characteristics to perform
a specific function for the organization, regardless of whether they would ever apply to work for the
organization
Note 1 to entry: Members of the potential talent pool can move to the talent pool (3.20) if they develop the
knowledge, skills, abilities or other characteristics that they do not currently possess.
3.13
pre-boarding
activities necessary to move a candidate (3.7) from accepting an offer to the first day of employment
3.14
recruitment
process of sourcing (3.16), attracting (3.5), assessing (3.3) and employing (3.8) talent (3.18) for an
existing or new position within the organization
3.15
requisition
request to recruit people
3.16
source (verb)
identify a pool of potential applicants (3.1)
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