What are the stages of recruitment?

The recruitment process can be divided into 5 stages: planning and preparing,
advertising and attracting applicants, screening and selecting candidates,
offering the job and on-boarding the new employee, and evaluating the
process.

1. Planning and preparing

The first stage is to determine the requirements for the job position. This
phase involves understanding the job descriptions and specifications
thoroughly to ensure that you are aware of all required qualifications.

You might want to consider generating an ideal applicant profile, which

outlines would be the best fit for this position. This will not only help you
make better decisions throughout the recruiting process, but it can also help
you find people who are highly qualified for other positions within your
company.

2. Advertising and attracting applicants

It’s time to start thinking about where you’ll market the position once you’ve
defined the job description. You might post job openings on your company’s
website, on online job boards, or in local newspapers, or proactively use
LinkedIn to find relevant candidates.
Alternatively, you can search for candidates throughout existing contact lists
to fill the vacancies. This can be accomplished by reaching out to people who
are well-connected in their fields or who have previously shown an interest in
working for the company.

3. Screening and selecting candidates

Once you’ve started receiving applications, it’s time to sort through them and
decide which candidate’s resume to pursue. 

Examine their education level, employment experience, and references when

assessing resumes. Many employers will undertake background checks on
candidates, as well as credit and criminal history checks, if they believe it is
essential.

During the interview, make sure to ask behavioral questions to gain a better
sense of a candidate’s personality. You might also consider including
additional situational questions to see how they would respond to a number
of different work-related events.

If you have more than one qualified candidate, check your notes from each
interview and compare their qualifications to determine which candidate is
the greatest fit. This could entail asking managers or executives for their
opinion on who will be a better cultural fit, or simply making a choice based
on what was said during the interviews.

4. Offering the job and on-boarding new candidates

After you’ve made your pick, make a job offer and contact the selected
prospect. However, before committing to full-time employment with your
organization, you might want to offer them a probationary term to evaluate if
they are a good fit for the role.

This stage also involves getting the new hires the tools and information they
need to become productive members of the team, as well as integrating them
into the company and its culture.

5. Evaluating the process

It’s a good idea to take a step back and evaluate your recruiting decisions
towards the end of the recruitment and selection process. If you make the
right hiring choices, they will almost certainly stay with your company for a
long time. 

On the other hand, if you made a mistake or hired people that don’t work out,
you’ll want to make sure it doesn’t happen again. Take an honest look at
what went wrong and why it happened so you can make improvements in the
future. This could entail changing your screening procedure or recruiting
more staff to deal with the influx of applications. You might also want to
increase applicant communication and make the entire hiring process more
transparent.

https://venngage.com/blog/recruitment-process-flowchart/

--
In general, the seven steps involved in a recruitment process are:

 Identifying the hiring requirements

 Creating the job description
 Talent Search
 Shortlisting and screening
 Interviewing
 Evaluation and employment offer
 Introduction and induction of the new employees
Let us consider each of these steps in further detail.

1. Identifying the hiring requirements

Irrespective of whether there is a newly formed role at your organization or a job profile has just
been vacated, you need to be sure about the vacancy that needs to be filled up and the type of
candidates that you are on the lookout for. Identifying hiring requirements, in terms of
experience, skills, and knowledge required for any job role is always the first step in
any recruitment process.

For the same to accomplish, an employer has to figure out the gaps in the current team, and also
figure out the outputs received based on the input provided on the behalf of his team. Workload
issues need to be addressed. This comes via a regular analysis of team performance. Employers
should also attempt to retain their existing employees as and when possible.

It is then equally important to act on hiring requirements well in time. Don’t wait till the last
moment, but be prepared in advance.

2. Creating the job description

At this stage, the employer is sure about what he seeks in terms of experience, skills, and
knowledge. It is time to create a job description now. This will include the responsibilities and
duties for the job for which you are giving out a vacancy.

The best practice in this regard is to always ensure that you create a comprehensive job
description. This way, a prospective employee will know if he has the mentioned qualities or
not, before applying. They’d have a checklist in place, where they can tick the boxes before
applying. So, in your inbox, only the resumes of the right sort of candidates will appear.

A few of the essentials to list in your ideal job description include:

 Title
 Duties & Responsibilities
 Qualification & Skills
 Location

3. Talent Search
If we consider the most important elements associated with the ideal recruitment process, then,
beyond identifying the right sort of talent, they are attracting and motivating the talent. If the job
listings are internally advertised, you will get some referrals as well.
Beyond this measure, an employer has to leverage social media networks and job recruitment
boards to his full advantage. The more people see your job ads, the more of them will apply. This
brings ease to hiring the best-suited talent for your job profiles.

When the time comes to look for new talent at your organization, an employer may also choose
to promote existing employee(s) to a new role. This will be a motivating experience for an
employee. But, an employer has to screen the candidates deemed appropriate for the job. This
way, the attrition rates will also reduce within the organization.

4. Shortlisting and screening

The present-day market is talent-driven. Still, 46% of employers face difficulties in attracting top
talent. In a majority of cases, identifying the best-suited candidates is the most difficult part
associated with recruitment processes.

So, in any organization, screening and shortlisting of candidates should be accurate and efficient.
One of the best ways to go about it is to first screen the candidates based on minimum
qualifications. Then, one should further shortlist the candidates based on their certifications,
technical competencies, domain expertise, and relevant experience.
In the third step, one may shortlist candidates who have both, minimum qualifications and
preferred experience. The final step is to flag all concerns and queries that one may have in the
resumes, such that they can be clarified while the interview takes place.
An organization may also choose to use an applicant tracking system which brings ease to
shortlisting resumes.

5. Interviewing
The candidates who have been shortlisted can now move on to the interviewing phase. After the
interviews are through, the candidates may either receive an offer letter or a rejection note. An
organization may also choose to schedule multiple interviews for shortlisted candidates. This
depends on their unique hiring requirements and their hiring team.

An interview will typically involve a round of telephonic or video interviews, psychometric

testing, and face-to-face interview, which is characteristically the final round of interviews.
Telephonic screening is among the most convenient and easy ways to screen candidates and get
an overview of their capabilities. One leaves a lasting impression on the employers in this phase.
Psychometric testing is then an equally important phase because an employer comes to know if
his employees are going to stay productive over the long run in this phase. The unbiased
screening delivers the best fits for any job.

6. Evaluation and employment offer

In the recruitment process, this is the final stage. However, on the employer’s part, it is never
easy to be sure that a candidate is going to accept the job offer. Still, if your candidate has taken
the time to complete the paperwork and has been waiting through the selection process, he
should be taking your offer.
It is a fine idea to check the references before writing down an offer letter. On the offer letter,
one should mention the conditions of employment alongside the joining date. All details,
including compensation, should be clearly specified.

Onboarding is another process that a recruitment process should involve. The new joinee hence
finds it easier to settle down and does not feel awkward. One of the best ways towards
onboarding is a general interaction with colleagues, not related to work. Showing around the
office and ensuring that essential supplies are handy is also a good idea.

7. Introduction and induction of the new employees

Upon accepting a job offer, an applicant will officially become a part of an organization. Herein,
the joining date and time will be shared with the employee.

The next step in line is pre-employment screening, which includes reference and background
checks. After the verification completes, the introduction of the employees to the organization
can take place. Now, the induction process of the employees can initiate. Herein, employees
receive a welcome kit in more cases than not, and the employment contract is also signed.
Conclusion
A professional and well-organized recruitment process highlights diligence and reflects
positively on one’s organization. It is a worthy investment for all organizations.

https://www.shrofile.com/blog/recruitment-process/
Identify your Hiring Need
This is the most important stage of your recruitment process and involves gathering maximum
from the client or your hiring manager to completely understand the expectations and needs
related to the job-position. You need to ensure that your recruiting needs are identified timely
and accurately with perfection.

It is important to get this part of the hiring process correct as it will influence the remainder of
your recruitment process. Make sure you are well-prepared and understand what the new hire
will need to fulfil and which type of candidate is best suited for the task.

Before you start on the journey of hiring a new candidate, be sure to have all the facts, priorities,
skills, long-term and short-term hiring plans, etc. Analysis and evaluation are necessary factors
when identifying your hiring needs.

Preparing the Perfect Job Description

The job description defines the requirements of an organization clearly and is a vital part of
every recruitment process. It helps the applicants understand the job role better and allows them
to evaluate whether they are the right fit for the job role or not. The job description should be as
specific as possible with no jargons. 

A perfect job description involves a job title, an introduction of the company, a job overview
with the necessary details, responsibilities, day-to-day tasks, expected skills, salary range
applicable, preferred locations, benefits provided by the company, and added advantages. If you
have these things incorporated into your job description, you could be sure of attracting the right
candidate for the vacant job role.

Advertisement

Talent Search Process

This step is a crucial one wherein you start promoting and advertising your job posts or job ads.
If the talent search process turns out to be successful, you can get the right candidate for your
vacant job position. This step decides the type of talent that comes to your organization and also
helps you determine what kind of talent you seek for your organization.

Some of the most common ways of the talent search process are social media recruiting,
browsing through the internet, sharing the vacancy on career websites and job boards, employee
referrals for external recruitment, and internal recruiting. You can try out these methods to
successfully recruit the most deserving candidate.

Shortlisting the Candidates

According to Glassdoor, a typical corporate job application attracts about 250 resumes.
Shortlisting is typically the most time-consuming and difficult phase of the recruitment process.
It involves selecting the candidates in your applicant pool who match the desired and required
specifications and whom you’d like to proceed with the next step in the recruitment process, that
usually involves some type of interview.

A survey of the top talent acquisition executives reveals that 46% struggle to find high-quality
candidates in the current candidate driven market. However, 52% of respondents said that the
most difficult aspect of recruitment was shortlisting the most qualified candidates from a
candidate pool.

Advertisement

Interviewing Candidates
Conducting interviews for the shortlisted applicants is another critical stage of the recruitment
life cycle. Effective interviews uncover weaknesses, flag up potential risks as well as ensure
expectations align with compensation, salary, and the personality of the candidate. It can also be
used to verify qualifications, abilities and capabilities.

The majority of Interviews are often a two-way process. In the course of an interview, the
prospective candidate is also evaluating whether your company is a good match or not. So, you
need to be courteous and respectful, and at the same time also promote the advantages of the
position and the company.

As a recruiter, you need to prepare questions that provide you with detailed information about
each candidate’s background and professional experience to determine whether they’d be
suitable for the position you’re offering. Avoid asking irrelevant to gauge the response of your
candidate. Instead, you should keep your questions specific to the job

Evaluating Candidates
How do you choose the final candidate if you have more than one qualified candidate? It can be
extremely difficult to choose between multiple candidates, especially when the final batch of
applicants is highly qualified. Most companies will answer this question with a post-interview
assessment.

It’s a tricky choice and also one that can hold severe repercussions if the incorrect selection is
made. After all, a large amount of resources is required to conduct the recruiting tasks. If it fails,
your company could lose weeks, or even months of productivity.
An interview alone is not enough to evaluate candidates. Post-interview evaluations give those
responsible for making the hiring decisions a set criterion to use in their final decision. This will
reduce the time and cost of hiring qualified candidates.
Employee Onboarding
As per the research, onboarding experience directly impacts the candidate’s engagement with
team members, performance, and longevity in the organization. So be sure to create a positive
impact. The integration with the company should be smooth and seamless, making it easy to
adapt for the newcomers.

Some of the steps in onboarding processes include setting expectations, boundaries, goals and
deadlines, building trust and confidence within the team, and building relationships outside the
project and within the organization.

Recruitment Process Steps

1. Identify Skills Gaps And Hiring Needs
Consult with the various departments in your organization and
identify any missing skills in the company’s workforce. 

Take note of any employees who will be leaving the company,

thereby vacating their positions. New staff will have to be equipped
to take up these positions. 

Use all of this information to determine the recruitment needs of

your company. This is the starting point of your workflow chart. 

2. Formulate Job Descriptions For New Job Openings

Discuss these openings with hiring managers to understand the
skills and qualifications needed. 

Formulate comprehensive job descriptions for each position.

Remember that those descriptions give potential employees the first
impression of the company. 

Important details to include in a job description, are:

o Job title
o Summary of position and responsibilities 
o Company mission 
o Qualifications and experience required
o Type of position (part/full time)
o Start date of the job being offered
o Salary and other benefits
3. Advertise Job Openings To Attract Ideal Applicants
Thorough job descriptions and well-executed marketing of the
company culture will go a long way in attracting talent.

Newspapers, career websites, and social media job boards are all

suitable methods of advertising. You may decide to use all of these
to attract a diverse pool of applicants. 

You can also use recruitment process outsourcing for job

advertising. 

Allow current employees to apply as well, by posting job openings

on the company notice boards, or following internal procedures.

4. Review Job Applications 

The next step is to review and assess each job application. Compare
the information received on the applications to the criteria set out
for the position. 
Some of these applicants will be more qualified than others, while
others may have more experience. 

5. Make A Shortlist
Analyze each applicant and decide whether or not they are suitable
for the job they are applying for. And whether they are the right fit
for your team/company. 

Do they meet the job criteria? Do they have the right qualifications?
If they do not, perhaps they have relevant work experience and skills
that would make them suitable. 

6. Interview Potential Candidates 

Contact the successful applicants on your shortlist and set up an
interview with each one. 

Whether you conduct an in-person or virtual interview, the interview

process should be standardized. Face-to-face interaction helps you
to decide if their personality and communication skills are a good fit
for the job and the company.

Ask questions about their qualifications, experience, skills, interests,

and desired salary. Have the candidate’s resume at hand, as well as
any other relevant documents they may have supplied.

7. Select The Most Suitable Candidates

Assess each potential employee based on the interview as well as
the candidate’s references from their previous company. 

Do not rush your selection. If necessary, arrange a follow-up

interview to finalize a decision. 
8. Make A Job Offer
Once you have settled on the best fit for the job, you will negotiate a
job offer with the employer and communicate this to the successful
candidate. 

If the candidate accepts the offer, the onboarding process of your

new employee can begin. 

Identifying the Hiring Needs

Preparing the Job Description

Talent Search

Screening and Shortlisting

Interviewing

Evaluation and Offer of Employment

Introduction and Induction of the New Employee

1. Identifying the Hiring Needs

Whether a job opening is newly formed or just vacated, you cannot find what you need if you
don’t know what you need in the first place. So, your recruitment process should start with
identifying the vacancies that exist followed by analyzing the job specifications including the
knowledge, skills and experience needed for the role. Here’s how you can determine your hiring
needs:

 Figure out where the gaps are in your current team. Check if you have new needs in terms of
ability, performance or personality. Ask yourself if you need someone to take care of something
that is not being addressed currently. This will tell you that there is a hiring need.
 Keep a track of input versus output when it comes to your team. See if there is an increase in
workload that needs to be addressed by hiring.
 Regularly analyse performance and make a list of missing qualities, qualifications, skills and
proficiencies that you need to add to your team. This can also signal towards hiring needs.
 Be mindful of existing employees leaving. This is definitely when you will have a hiring need.

Every time you recognize that there is indeed a hiring need, act before it becomes a pressing
matter.

The recruitment process starts off with recruitment planning that involves analyzing and
describing job specifications, qualifications, experience, and skills required to fill the open
positions.

If the recruitment plan is not well-structured, it may fail to attract potential employees from a
pool of candidates.

Factors That Influence Recruitment

 Size of the organization
 Salary structure
 Work culture and working condition within the organization
 The growth rate of the organization
 The current state of employment in the economy

Setting up the Best Recruitment Team

A strong recruitment team ensures a strong recruitment process. The team’s role in the
recruitment process is crucial because one wrong decision can affect the productivity of the
entire workforce.

The best recruitment team should be able to:

 Clearly identify the job vacancy and define the qualities of an ideal candidate.
 Write a clear job description to enable candidates to understand the job and to assess whether
they are the right fit.
 Create an outline detailing the qualities needed in an ideal candidate, which will also help later
during the candidate selection process.

2. Preparing the Job Description

Once you know exactly what you need in terms of knowledge, skills and experience, it is time to
determine the duties and responsibilities of the job. Preparing a comprehensive job description
(JD) will help you know what your potential employees must have in order to meet the demands
of the role. More importantly, it provides your prospects with a checklist or a list that they can
compare themselves to before applying. It is a tool to ensure that you get applications from the
right candidates (hopefully).

A job description must include all of the following and can be as comprehensive as you want:

Title
Duties & Responsibilities

Qualification & Skills

Location

Compensation, Perks & Benefits

Checklist to Crafting the Perfect Job Description
 Company Name & Description
 Core Values
 Benefits Offered
 Location
 Job Title
 Department
 Industry Pay
 Description of Duties
 Demand (specific skill set, knowledge, experience or training required for
the job)
 Qualities that are nice to have and would be an added advantage
 A conversational CTA

PS: This is a comprehensive checklist that you can customize to suit the unique recruitment
needs of your organization.
Draft that perfect job description in a few clicks!
Choose the desired template from an online library of over 500 job descriptions belonging to
different industries. Written by expert HR Professionals, these job descriptions are fully
customizable and fulfill the publishing requirements from various job boards.

View all Job Descriptions

Do’s and Don’ts of Writing a Perfect Job
Description
Do’s Don’ts

 Personalize  Don’t use big chunks of text

 Be specific  Don’t use jargons or metaphors
 Use the right keywords  Don’t sugarcoat the challenging aspects – great cand
 Use bullets to break the monotony
 Keep the tone conversational
 Provide details when you can

Knowing what goes into making an excellent job description is one thing and creating a great job
description is another. So, check out this quick cheat sheet that contains 12 outstanding examples
of job descriptions to draw inspiration from!
3. Talent Search
Identifying the right talent, attracting them and motivating them to apply are the most important
aspects of the recruitment process. The job listing should be advertised internally to generate
referrals as well as externally on popular social networking sites and preferred job boards.
Recruiters can also conduct job fairs and promote openings in leading industry publications to
cast a wider net. Broadly, there are two sources of recruitment that can be tapped for a talent
search:
Internal Sources of Recruitment
When recruiters use internal sources for recruitment, it works to motivate the existing employees
to be more productive and maximizes their job satisfaction and sense of security. Recruiting
through internal sources also reduces the attrition rate along with cost and effort.

Transfer

The recruiter can fill a vacancy in a different location without any changes in the job role, status,
or salary of the employee by transferring a suitable candidate from within the organization.

Promotion

A vacancy can also be filled by offering a high performing employee to take over a senior
position within the organization for handling additional responsibilities along with a raise.
Promotions motivate employees to perform better and also reduce the attrition rate.

Demotion

Depending on the performance of the employees, sometimes the management has to take the
decision of lowering the position of underperformers. These employees then become a source for
filling the lower positions.
Existing Employees

The employees of your organization can spread the word and create a buzz on their social media
accounts to help you fill your vacancies. Have an employee referral program where employees
are incentivized for bringing in suitable candidates can also help accelerate the recruitment
process.

Retired Employees

In case of an emergency or a mission-critical project, retired employees can also be called in to

fill a position for a short period till an appropriate candidate is found.

Previous Applicants

Keeping applicants on file who have previously applied and didn't make the cut the first time
around makes for a resourceful database. They can be reached out to when matching positions
open up.
External Sources of Recruitment
Recruiting through external sources offers a much wider scope for selection from a big number
of qualified candidates. The process moves much faster even for bulk requirements while
eliminating the chances of partiality or biases.

Advertisements

Advertisements help recruiters build a solid brand identity that attracts efficient manpower. You
can go with the traditional approach by using print media or use digital media for better results at
a reduced cost.

Job Portals

With the growing use of the internet, job portals have come to play a crucial role in connecting
companies with candidates. These portals are a preferred platform for jobseekers looking for
better career prospects so they make an excellent source for recruiters to tap the top industry
talent.

Company’s Careers Site

A mobile-friendly, branded careers site that conveys your work culture and integrates with the
company’s social profiles not only makes it easier for your potential employees to apply but also
attracts top industry talent with a professional theme, attractive headers, compelling content and
engaging employee videos. An ATS-integrated careers site also eliminates the hassles of manual
job postings while improving the candidate experience dramatically with a customizable
application process.

Social Networking Platforms

Social networking sites are the place to find the most qualified, potential recruits and as a
recruiter you would not want to miss out on this massive pool of talent. With a combined user
base of 535 million, LinkedIn, Facebook and Twitter offer you a perfect opportunity to end up
with highly skilled and efficient candidates for your company.

Placement Agencies

Placement agencies are a perfect solution for those hard-to-fill vacancies that often demand a lot
of time, effort and resources. These agencies employ various tools and techniques to find top
talent for your company faster, at a reduced cost.

Job Fairs

Job fairs are a one-stop public event offering easy access to a large pool of talent for bulk
requirements. They bring you an opportunity to create brand awareness without having to
advertise and you also get to network with other similar corporations while saving a lot of time
and money.
Campus Placements

Campus placements are a quick and inexpensive way to find suitable candidates, who are
competent, energetic, enthusiastic and most importantly interested in working for you.

Professional Bodies

Professional management bodies like Institute of Company Secretary, All India Management
Association, Indian Medical Association, Institute of Chartered Accountants, Institution of
Engineers, etc. maintain an up-to-date database of trained and qualified professionals in their
respective fields and make a great resource for tapping top industry talent.
4. Screening and Shortlisting

A survey of recruiters revealed that while 46% struggle to attract top talent in the current
candidate-driven market, 52% confirmed that the most challenging part of hiring was
identifying the right candidates from a large pool of applicants.

In order to move forward with the recruitment process, you need to screen and shortlist
applicants efficiently and accurately. This is where the recruitment process gets difficult and
challenging. You can resolve this recruitment bottleneck by following these four steps:
Steps to Effectively Screen or Shortlist
Candidates
1. Screen applications on the basis of minimum qualifications.
2. Next, sort resumes that have the preferred credentials by looking at their certifications, relevant
experience, domain expertise, technical competencies and other specific skills that are required
for the role.
3. Then, shortlist candidates who have both the preferred credentials and the minimum
qualifications.
4. Finally, flag any concerns or queries in the resume so they can be clarified during the interview.

No wonder, the most arduous task of the recruitment process is reviewing resumes. Fortunately,
you can make this complicated, time-consuming task a total breeze with an applicant tracking
system that is designed to screen resumes in a jiffy. Using an ATS will ensure that you have an
unbiased, objective filter that will smartly wade through the sea of resumes to narrow down your
talent pool in no time!
5. Interviewing
The shortlisted applications will now move through the interview process prior to receiving an
offer letter or a rejection note. Depending on the size of the hiring team and their unique
recruitment needs, several interviews may be scheduled for every candidate.
Telephonic Screening/Video Interviewing
This is a quick, easy and convenient way to screen candidates and their capabilities. The
telephonic or video interview is also your first opportunity to leave a lasting first impression on
your potential employees. So, while you need to keep your very first interview short, make sure
you also take the time to screen them against the knowledge, skills and experience mentioned in
your job description, so you can eliminate the irrelevant profiles first.

Jobsoid’s video interviews allow recruiters to streamline the initial screening process by
eliminating the need for phone calls and narrowing down the number of on-site interviews. Get
started with a Free Trial today!

Video Interviews

Psychometric Testing

This is a very crucial step of the selection process because the information revealed from this
assessment will help you know if your potential employees will perform and stay productive in
the long haul. This screening is absolutely unbiased yet an important eliminator that efficiently
identifies the right fit for any job. Psychometric tests can be your reference model for any given
position because these tests specify the complete personality profile, behavior, flexibility,
aptitude, creativity, communication and problem-solving skills that are required to perform in a
given position.

Face-to-Face Interviewing

Personal interviews can last longer because this is the last step before the recruiter does a final
evaluation and makes the job offer. Final interviews may be conducted by the top management
and are typically extended to a very small pool of standout candidates. The final choice should
be agreed upon at this stage along with a backup candidate selection.
Interview Tips
 Interviews are a two-way process. During the process, the potential candidate also assesses
whether your company is the right fit or not. So, be courteous, respectful and sell the benefits of
the job role and the organization.
 Prepare questions that give you deep insights into every job applicant’s professional background
to assess whether they might be a good fit for your open role.
 Refrain from asking abstract questions to check your candidate’s reaction; Rather, keep your
questions relevant to the role.

6. Evaluation and Offer of Employment

This is the final stage of the recruitment process. You should never take it for granted that the
candidate will accept your offer. However, if your candidate has patiently completed all the
paperwork and waited through the selection process, the odds of accepting the offer are high.
Things you Should do Once you Zero in on a
Candidate
The recruitment process is not easy, so if you have a structured format to follow, you wind up
with more time to stay focused on finding the right fit for your business.

Checking the References

Once the final selection for a position is done, it is time to check the candidate’s professional
references and verify all the employment details. If you find that everything is in order, it is time
to draft your employment contract and make the offer.

Making the Job Offer

The offer letter should include everything from the start date and the conditions of employment
to the work hours and the compensation while ensuring that every detail is clear and
unambiguous.

Onboarding

Every new hire feels awkward at first, but you can win some really good loyalty points here by
putting in some extra effort and helping your new hire settle in. Instead of just showing them
around the office and making sure all the essential supplies are handy, make them feel welcome
by making special arrangements for lunch and getting colleagues to talk about non-work stuff.

Evaluation and Optimization of the Recruitment Process

Given the considerable amount of time, effort, cost and resources involved in the recruitment
process, evaluation becomes imperative. While it may not be humanely possible for you to stay
on top of everything at every stage of the recruitment process, having an ATS with real-time
dashboards and analytics reporting will keep you organized with all your mission-critical data.
Recruiting metrics reveal valuable insights into how well your recruitment process is working
and also help you identify areas of improvement.
7. Introduction and Induction of the New
Employee
When applicants accept the job offer, they officially become the employees of the company. The
joining date and time is communicated to the employee. Once that’s done, pre-employment
screening that includes reference and background checks are conducted. Once the verification is
done, the employees are then introduced to the organization. The induction process of the
employees then begins. During the induction process, a welcome kit is usually given to the new
employees, and then the employment contract is signed.

--

THE RECRUITMENT PROCESS

Organizations, depending on their structure and specific needs, may have special
procedures that they integrate into their recruitment process. For purposes of
discussion, however, we will take a look at the general approach of a recruitment
process, one that is used by most organizations or companies across various industries.

Many say that recruitment begins when the job description is already in place and the
hiring managers begin the process of actually looking for candidates. However, if we are
looking at it more holistically, the process begins way earlier than that.

Prior to the recruitment process, the organization must first identify the vacancy and
evaluate the need for that position. Will the organization suffer if that vacancy is not
filled up? Is there really a need for that open position to be occupied by someone? If the
answer is affirmative, then you can proceed to the recruitment.

Step 1: Conduct of a job analysis

Basically, this step will allow the human resources manager, hiring manager, and other
members of management on what the new employee will be required to do in the
position that is currently open for filling up. This has to be done in a systematic manner,
which is what the job analysis is for.

According to human resource managers, the position or job description is the “core of a
successful recruitment process”. After all, it is the main tool used in developing
assessment tests and interview questions for the applicants.

What does this stage entail?

a. Build a job description.
Before anything else, the organization must first know exactly what it needs. Or who it
needs. It could be that the organization deemed a need for a job that is not included in
the current roster of jobs. Hence, the need to create a new one.

Job analysis involves identification of the activities of the job, and the attributes that are
needed for it. These are the main parts that will make up the job description. This part
has to be done right, since the job description will also be used in the job advertisement
when it is time to source out talents.

The job description generally includes the following:

 Title and other general information about the position

 Purpose of the position in the unit, department, and organization as whole

 Essential functions of the job or position

 Minimum requirements or basic qualifications

b. Review the job description.

Once the job description has been created, it is a good idea to review it for accuracy,
and to assess whether it is current or not. Also, in cases where job descriptions are
already in place, there is a need to revisit them and check their accuracy and
applicability with respect to the status quo. What if the job description is already
outdated? A review will reveal the need to update the job description, for current
applicability.

There are three positive outcomes from conducting a review of the job description:

 To ensure continuous improvement of the organizational structure. This can be an

efficient way of conducting organizational audit, to determine which jobs are redundant
and thus no longer needed, and which ones are needed.

 To evaluate competencies for each position. Jobs evolve. In as much as

circumstances and work conditions change, so will the requirements for the job. It is
possible that a job may require a new competency from the worker that it did not need
before. By evaluating the competencies, the impact of the job within the organizational
structure is ensured.

 To evaluate the wages or compensation for each position. Without management

knowing it, the worker or employee performing a specific job may be undercompensated,
leading to dissatisfaction. By reviewing the job description, management can assess
whether the job is getting paid an amount that is commensurate to the skills and
competencies required.
Finally, you should then have an effective job description ready for attracting talent.
[slideshare id=40302867&doc=writeeffectivejobdescriptions-141015091444-conversion-
gate02&w=710&h=400]

c. Set minimum qualifications for the employee who will do

the job.
These are the basic requirements that applicants are required to have in order to be
considered for the position. These are required for the employee to be able to
accomplish the essential functions of the job. Therefore, they should be relevant and
directly relate to the identified duties and responsibilities of the position.

The organization may also opt to include other preferred qualifications that they are
looking for, on top of the minimum or basic qualifications.

d. Define a salary range.

The job must belong to a salary range that is deemed commensurate to the duties and
responsibilities that come with the position. Aside from complying with legislation (such
as laws on minimum wages and other compensation required by law), the organization
should also base this on prevailing industry rates.

For example, if the position is that of a computer programmer, then the salary range
should be within the same range that other companies within the same industry offer.

Step 2: Sourcing of talent

This is the stage where the organization will let it be known to everyone that there is an
open position, and that they are looking for someone to fill it up.

Before advertising, however, the organization must first know where to look for potential
candidates. They should search out the sources where the persons that can potentially
fill the job are going to be available for recruitment. That way, they will know where to
direct their advertising efforts.

Various methods are employed by organizations in order to advertise the open position.

 Networking. Word-of-mouth is the best form of advertising, and when it takes the form
of networking, it becomes more effective. In recruitment, this is often done through
representatives of the company attending college and career fairs, letting them know
about the opening in their organization. This is a tactic employed by large software and
tech companies that want to hire fresh, young and brilliant minds into their organization.
They personally visit colleges, targeting the top students. They also use their
connections within the industry to attract the attention of talents with the highest
potential.

 Posting. Recruitment often involves the application of candidates both from within and
outside the company. Thus, in order to attract the best possible talents, it is
recommended that the posting of the open positions be made internally and externally.
Internal posting usually takes the form of the vacancy announcement being displayed in
bulletin boards and other areas within the business premises where the employees and
visitors to the company are likely to see it. Posting externally may be in the form of flyers
being distributed, or vacancy notices being displayed in other areas outside of the
business premises. Companies with websites often post open positions on their
company site, while some also use job boards.

 Print and media advertising. One classic example of this would be the Classifieds
section of the local daily or weekly newspaper. Companies looking for people to fill up
open positions make the announcement in the newspapers, providing the qualifications
and the contact details where prospective applicants may submit their application
documents. When trying to attract the attention of suitable candidates, the organization
makes use of various tools and techniques. If it wants to get the best candidates, then it
should not be haphazard about things.

 Developing and using proper techniques. The company may include various offerings
in order to attract the best candidates. Examples are attractive salaries, bonus and
incentive packages, additional perks and opportunities that come with the job, proper
facilities at work, and various programs for development.

 Using the reputation of the company. Perhaps the best publicity that the company can
use to attract candidates is its own reputation in the market. If the company is known for
being a good employer – one that aids in its employees’ personal and professional
growth and development – then it is a good point for the company to capitalize on in
advertising its open positions.

Step 3: Screening of applicants

This is most probably the part of the recruitment process that requires the most amount
of work. This is where the applicants’ skills and personalities are going to be tested and
evaluated, to ascertain whether they are a good fit for the job and its description.

 Preliminary screening. It is often the case, especially in large organizations, where one
open position will receive hundreds to thousands of applications from candidates. In an
ideal world, it would be good for the hiring managers to be able to interview each and
every single one of them. However, that is also impractical, and very tedious. Not really
advisable, especially if the organization is in need of manpower in the soonest possible
time. Thus, there is a need to shorten the list of candidates, and that is done through a
preliminary screening. Usually, this is conducted by going through the submitted
resumes and choosing only those that are able to meet the minimum qualifications. It is
possible that this would shorten the list of applicants, leaving a more manageable
number.
 Initial interview. The candidates who were able to pass the preliminary screening will
now undergo the initial interview. In most cases, the initial interview is done through
phone. There are those who also conduct interviews through videos using their internet
connection. Often a basic interview, this may involve the candidates being asked
questions to evaluate or assess their basic skills and various personal characteristics
that are relevant to the open position.

 Conduct of various tests for recruitment. The hiring managers may conduct tests on
the skills of the candidates and how they use these skills and talents. Other tests that
are often employed are behavioral tests and personality assessment tests.

 Final interview. Usually depending on the number of candidates for the job, and the
preference of the hiring managers and senior management, a series of interviews may
be conducted, gradually narrowing down the list of candidates. This may go on until the
company has finally come up with a shortlist of candidates that will undergo a final
interview. Often, the final interview requires a face-to-face meeting between the
candidate and the hiring managers, as well as other members of the organization. Top
management may even be involved during the final interview, depending on the job or
position that will be filled up.

 Selection. In this stage, the hiring managers, human resources representatives, and
other members of the organization who participated in the process meet together to
finally make a selection among the candidates who underwent the final interview. During
the discussion, the matters considered are:
o Qualifications of the candidates who were able to reach the last stage of the
screening process

o Results of the assessments and interviews that the final pool of candidates were
subjected to
There will be no problem if they have a unanimous decision on the candidate that the
job will be offered to. In case of varying opinions, the majority will prevail.

If they do not arrive at a decision, there may be a need to restart the recruiting process,
until such time that they are able to reach a decision that everyone will be satisfied with.

Step 4: Finalization of the job offer

The last step of the previous phase involves the selection of the best candidate out of
the pool of applicants. It is now time for the organization to offer the job to the selected
applicant.

 Making the offer: To make things more formal, a representative of the company or of
the human resources department will contact the candidate and inform him that he has
been selected for the job. In this stage, complete details of the compensation
package will also be made known to the applicant.

 Acceptance of the offer by the applicant: The applicant should also communicate his
acceptance of the offer for it to be final. Take note that, if the selected applicant does not
accept the job offer and declines it, the recruitment process will have to start all over
again.

Step 5: Introduction and induction of the new

employee
The moment that the applicant accepted the job offer, he has officially gone from being
an applicant to an employee of the organization. The induction process will now begin.

Usually, the beginning of the induction process is marked by the signing of the
employment contract, along with a welcome package given to the new employee. The
date for the first day that the employee will have to report for work and start working in
the company will be determined and communicated to the newly hired employee.

However, it doesn’t end there. The employee will still have to undergo pre-employment
screening, which often includes background and reference checks. When all these pre-
employment information have been verified, the employee will now be introduced to the
organization.
https://www.cleverism.com/what-is-recruitment/

Recruitment Process Steps

1. Identify Skills Gaps And Hiring Needs
Consult with the various departments in your organization and
identify any missing skills in the company’s workforce. 

Take note of any employees who will be leaving the company,

thereby vacating their positions. New staff will have to be equipped
to take up these positions. 

Use all of this information to determine the recruitment needs of

your company. This is the starting point of your workflow chart. 

2. Formulate Job Descriptions For New Job Openings

Discuss these openings with hiring managers to understand the
skills and qualifications needed. 
Formulate comprehensive job descriptions for each position.
Remember that those descriptions give potential employees the first
impression of the company. 

3. Important details to include in a job description, are:

o Job title
o Summary of position and responsibilities 
o Company mission 
o Qualifications and experience required
o Type of position (part/full time)
o Start date of the job being offered
o Salary and other benefits

4. Advertise Job Openings To Attract Ideal Applicants

Thorough job descriptions and well-executed marketing of the
company culture will go a long way in attracting talent.

Newspapers, career websites, and social media job boards are all

suitable methods of advertising. You may decide to use all of these
to attract a diverse pool of applicants. 

You can also use recruitment process outsourcing for job

advertising. 

Allow current employees to apply as well, by posting job openings

on the company notice boards, or following internal procedures.

5. Review Job Applications 

The next step is to review and assess each job application. Compare
the information received on the applications to the criteria set out
for the position. 

Some of these applicants will be more qualified than others, while

others may have more experience. 
6. Make A Shortlist
Analyze each applicant and decide whether or not they are suitable
for the job they are applying for. And whether they are the right fit
for your team/company. 

Do they meet the job criteria? Do they have the right qualifications?
If they do not, perhaps they have relevant work experience and skills
that would make them suitable. 
7. Interview Potential Candidates 
Contact the successful applicants on your shortlist and set up an
interview with each one. 

Whether you conduct an in-person or virtual interview, the interview

process should be standardized. Face-to-face interaction helps you
to decide if their personality and communication skills are a good fit
for the job and the company.

Ask questions about their qualifications, experience, skills, interests,

and desired salary. Have the candidate’s resume at hand, as well as
any other relevant documents they may have supplied.

8. Select The Most Suitable Candidates

Assess each potential employee based on the interview as well as
the candidate’s references from their previous company. 

Do not rush your selection. If necessary, arrange a follow-up

interview to finalize a decision. 

9. Make A Job Offer

Once you have settled on the best fit for the job, you will negotiate a
job offer with the employer and communicate this to the successful
candidate. 

If the candidate accepts the offer, the onboarding process of your

new employee can begin. 

In Conclusion
If you want your hiring process to be as stress-free and efficient as
possible, a recruitment process flowchart is the answer. 

Follow our simple guide above, and your recruitment and selection
process will reach new levels of efficiency. 

Our comprehensive range of tools removes the stress and laborious

admin from the recruitment process.  No matter the size of your company
or your staffing needs, our software takes care of each step of the
process. 
https://www.staffingsoft.com/ssblog/the-recruitment-process-flowchart/

--

Full Recruitment Life Cycle: 7 Stages of

Recruitment Process
The full recruitment life cycle is about managing and handling stages of hiring.
Which is what an end to end recruitment is. As we know, the whole recruitment
process comprises different stages. Here are the 7 stages of recruitment that are
the primary reason for successful hiring.

1. Understanding and Analysing the

Requirements
The first recruitment stage of the full recruitment life cycle is to gather the
requirements from the client or hiring manager and conduct an examination
(e.g., gap analysis) to identify what is the best way to meet job position-related
expectations and needs.

Getting this step of the recruitment process right is essential because it will
determine the rest of your full recruitment life cycle process. Be well-prepared
and define what the next hire should fulfill and what type of person is the best
for that role.

If you want to ensure you are on the right path, consider what kind of
experience, qualifications, and education should that employee have. Thus,
consider whether they should be flexible and open to remote work, how much
they will receive as compensation, and what they will get from working in your
company.

The Focal Points are:

 Size of the organization
 Salary range and structure
 Company culture and work environment of the organization
 Growth percentage of the company
 Number of requirements
 Skills, qualifications, and experience
 The current state of employment

2. Preparing for the Job Description

After identifying these requirements, it's time to create an engaging and
accurate job description that will attract the candidate you need.
Preparing for the job description is another stage of the recruitment process;
once you discover all the requirements of an ideal employee, such as
qualifications, experience, skills, and others, forming a good job description for
potential candidates will no longer remain difficult.

The Checklist of the Perfect Job Description:

 Company name and detail
 Type of jobs and job titles
 Number of open positions

 Salary structure

 Location

 Roles and responsibilities

 Specific skills, knowledge, and experience

 Additional skills and certifications
 Benefit offers
Job description from which candidates try to match themselves for the position.
Thus, the job description should be written carefully with accurate information.
The other stages of the full recruitment life cycle will be fruitful because this
will attract suitable candidates for the position.

 3. Source Suitable Candidates

After creating a compelling and all-encompassing job ad, it's time to start
sharing and advertising the position—another recruitment step of the full
recruitment life cycle process. There are various ways and places to attract
suitable candidates.

1. Searching the Web

You don't have to wait for the candidates to come to you. The internet is full of
talented people that could fit into your organization. Seek them and try to
identify those that reflect similar values and sets of skills. Most people would be
happy to receive an unexpected job offer. Hence, if you find someone
promising, reach out and ask them to apply.

2. Social Media Recruiting

These are the most frequent forms and the best platforms to target millennials
and generation Z. Share the job ad and additional material on LinkedIn,
Facebook, and Instagram.

3. Job Boards
One of the safest and most traditional routes is to share vacancies on job boards
and career websites.
4. Referrals
 Another trusted method is to encourage employee referrals because they are the
ones who know the best what the company needs and which profiles to target.

5. In-house Recruiting
Re-evaluate all the current job positions and employees. The right talent might
already be in front of you but working in a different job position or department.
Consider whether training and transfer could be your answer.

4. Application Screening
One of the most time-consuming and demanding stages, screening, stands for
reviewing and evaluating all the job applications. While it's challenging, this
step is also critical to identifying the best talent, and you need to analyze each
resume and cover letter carefully, paying attention to the detail. However, you
can also consider using software to speed up recruitment.

As you seek a resume that points to a candidate who would be a perfect fit for
the job, you can also conduct a brief phone interview to weed out incompatible
job applicants. That's also a great way to get more insights into who are the
persons behind the resumes.

5. Select the Best Talents

Another critical stage of the recruitment process, the selection, includes
conducting thorough interviews with the best talents who passed the screening
phase. By now, you should be sure what you are looking for to fill the position
and what kind of a candidate will feel the most comfortable in your company,
and in return, give the best results.

Ensure that you are ready for this stage of the full recruitment life cycle, that
you have prepared questions, and that you have a method of getting the answer
to all you need to know.

6. Hiring an Ideal Employee

Hiring is another stage of the recruitment process. As you finalize the selection
phase, you will probably already have an idea of who is the ideal employee. The
final decision comes after going again through all the insights and data. Talking
about the decision with other team members and departments is recommended.
Once you decide, it's time to invite the candidate and give an official job offer. 

Include all the terms of hiring, including the salary, schedule, working hours,
and potential deal-breakers. Be aware that you might have to negotiate these
terms beforehand, so you must determine what is non-negotiable.

7. Effective Onboarding
Make sure you have a good onboarding strategy because this is a crucial stage
that might affect whether the employee wants to continue working in the
company. Create an engaging and detailed onboarding with a welcome pack and
team introduction. For that, you will need an effective and change
management process to integrate a more structured onboarding process.

The outcome of your full recruitment life cycle process should be an employee
who feels ready to start working because they have all the necessary information
about their job position and the company.

Conclusion
While discussing the hiring stages, it is essential to consider current recruitment
trends that have changed the entire talent acquisition scenario worldwide.

Having understood the 7 stages mentioned above of the recruitment process as a

complete recruitment life cycle, the goal to transform traditional recruiting into
smart recruiting has become challenging. As per the current facts and rapidly
increasing demand for artificial intelligence, many employers and staffing
agencies are willing to invest more in AI-based recruitment software that helps
them streamline the hiring process and increases brand value through effective
recruitment marketing.
Exam

What is often the first step in the process of hiring a new employee?
Design a job description Know the position and the needs

Develop a team Announce the position

1. 2. What step comes after narrowing down the candidates?

a. Design a description
b. Develop a team
c. Choose a finalist
d. Interview candidates