Stages Of Recruitment And Selection Process Pdf

By Sabine W.
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30.04.2021 at 21:40
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stages of recruitment and selection process pdf

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Getting the best candidates to apply for your job is only one step in hiring the right talent. You still need to go through the employee selection process. But what is the right process for your company?

Vacancies can become available in a business when someone leaves, when someone moves job leaving their own role unfilled. These vacancies are for existing roles and are therefore easily identified. When a business grows or changes there may be more or completely new jobs need to be carried out. It may be less clear what these vacancies are.

5.1 The Selection Process

Recruitment is a core function of the Human Resource department. It is a process that involves everything from identifying, attracting, screening, shortlisting, interviewing, selecting, hiring, and onboarding employees. The recruitment teams can be large or small depending on the size of an organization. However, in smaller organizations, recruitment is typically the responsibility of a recruiting manager. Many organizations outsource their recruiting needs, while some companies rely exclusively on advertisements, job boards, and social media channels to recruit talent for new positions.

Many companies of today, use recruitment software to make their recruitment process more effective and efficient. An efficient recruitment process is an organization-specific sourcing model that aims to find the right fit for the right job at the right time. It is a step-by-step approach to bringing in talented people who can help the company grow.

An all-inclusive recruitment process has 5 key phases but it may vary from company to company depending on the business vertical, organizational structure, size of the company, nature of operations, existing recruitment workflow and selection process.

Any foolproof recruitment process is typically targeted towards attracting qualified candidates and encouraging maximum possible job seekers to apply. This makes it possible to build a big pool of talented players in a tight job market and minimizes the time involved in finding candidates and filling roles for the present and future requirements of the company. A well-planned and thoughtfully crafted recruitment process helps the hiring team filter the right candidates faster while staying focused on engaging the eligible candidates for maximum conversions.

The recruitment lifecycle consists of seven interrelated steps which are as follows:. 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.

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.

A strong recruitment team ensures a strong recruitment process. 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. PS: This is a comprehensive checklist that you can customize to suit the unique recruitment needs of your organization. Choose the desired template from an online library of over 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. 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! 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:. 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. 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.

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. 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.

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. 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.

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. 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 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.

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. 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 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 million, LinkedIn, Facebook and Twitter offer you a perfect opportunity to end up with highly skilled and efficient candidates for your company.

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

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. 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.

Get started with a Free Trial today! Video Interviews. 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.

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. 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.

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. If you find that everything is in order, it is time to draft your employment contract and make the 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.

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.

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. 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 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. Get started with a free trial today. An up-to-date recruitment strategy positively impacts the bottom line in multiple ways.

Better quality hires, an improved retention rate, reduced cost and enhanced job satisfaction are some of the benefits of following the best practices in the selection process. All of these benefits, when put together boost overall business success. But if you are struggling to meet your recruitment needs and always rushing to fill your vacancies, consider using an applicant tracking system like Jobsoid to simplify, streamline and speed-up your recruitment process.

Instead of putting candidates through a lengthy and complicated application process followed by every test practically possible, recruiters are now customizing the recruitment process for a personalized, positive candidate experience with an ATS.


Recruitment is the process of identifying an organizational gap and attracting, evaluating, and hiring employees to fill that role. Recruitment is the process of attracting, screening, and selecting employees for an organization. The different stages of recruitment are: job analysis, sourcing, screening and selection, and onboarding. There are many recruitment approaches as well. Approaches , in this context, refers to strategies or methods of executing the recruitment process.

Medical examination and physical pre-employment testing.

How to Create An Effective Employee Selection Process

Employment Opportunities opens in new window. Org Chart PDF. HR Remote Hours 8 a.

5.1 The Selection Process

Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring and onboarding employees. In other words, it involves everything from the identification of a staffing need to filling it. Depending on the size of an organization, recruitment is the responsibility of a range of workers. Larger organizations may have entire teams of recruiters, while others only a single recruiter. In small outfits, the hiring manager may be responsible for recruiting.

 Это совсем просто, Сьюзан, мы позволим правде выйти за эти стены. Мы скажем миру, что у АНБ есть компьютер, способный взломать любой код, кроме Цифровой крепости, - И все бросятся доставать Цифровую крепость… не зная, что для нас это пройденный этап. Стратмор кивнул: - Совершенно.  - Повисла продолжительная пауза.


Fiona A.
03.05.2021 at 09:08 - Reply

Reception and initial screening.

Florencia P.
04.05.2021 at 14:20 - Reply

Once you have developed your recruitment plan, recruited people, and now have plenty of people to choose from, you can begin the selection process.

Natalie T.
07.05.2021 at 19:31 - Reply

Application form.

Corette B.
08.05.2021 at 19:05 - Reply

Background and reference checking.

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