Steps Involved in a Recruitment Process

April 20, 2018



Hiring the right candidate for a particular job profile is critical for an organization. But, if time is invested in a detailed recruitment process, then things might become simpler. In the end, the HR professional would be delighted to have a talented individual as the part of the organization. So, as you plan to hire the best individuals, here are some steps you must follow.

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Identify the requirement


Before connecting with individuals for a position, remember to check what kind of a person the organization requires. It could either be a new position or a post which is currently vacant. In either case, the HR professional should jot down the requisite qualification, the prime responsibilities and the relevant experience.

Come up with a plan


It’s always important to know on how you are going to recruit candidates. While the professional sets a timeline, he or she should also be ready with the criteria for the initial screening process. Moreover, the individual should also know more about the selection committee and the questions he needs to ask at the time of the interview.

Create a job description


If the professional is about to get an advertisement printed in the newspaper or post the requirement on job portals, then he should first create a job description. Apart from stating the role clearly, he should also mention about the workplace environment, and perks. For instance, if the HR professional is hiring a marketing executive, then he could state the word ‘incentives’ in the job description. The individual may not disclose the amount, but rather discuss about the incentives during the final round of the interview.
Once the job description is laid down clearly, he can post it on job portals, social media platforms and at job fairs. To save the hassle, the professional may also seek referrals from the employees working in the company.
Way beyond passive recruitment, the HR executive can seek qualified candidates through LinkedIn, and industry events.

Screening the applicants


Regardless of how the candidate has approached for the job opportunity, screening the applicants is the important step of the hiring process, Its the most time consuming as well, that's why we created TalkyJobs. As the professional skims through the resume, he can check the qualifications, and the years of experience the applicant holds. If the candidate has not worked with organizations for more than a year, then it’s time to consider other profiles. After the resumes are reviewed thoroughly, the candidates are shortlisted and thereby informed about the next step.

Interviewing the candidates


Most of the time, the first round of the interview is a telephonic interview. While the interaction moves on over the call, the HR executive can gauge the individual’s confidence and the skill set. Later, the executive can also tell the person about the entire hiring process. Before scheduling the candidate for a face to face interview round, the professional may ask the person to appear for a test which evaluates the emotional intelligence, and proficiency in different areas. Once the person scores as per the expectations, the candidate may have to meet executives and the managers. In case a manager is tied up in a hectic schedule, then the interview can be taken by having a video chat over Skype.
If none of the candidates are suitable for the position, then the HR professional starts off with the recruitment process once again.

Background Check


Once the candidate has cleared the interview rounds, the HR professional has to verify the employment history, and the credibility. Some organizations also go through the LinkedIn profile to check the years of experience with the companies the candidate has worked for. A drug test may also be carried out, but that would totally depend on the type of job.
At any point in time, the HR executive may proceed with reference checks and know more about the applicant’s performance, strength as well as weaknesses.
Finally, if the candidate is appropriate for the post, then the executive rolls out an offer letter. The candidate may then agree to sign a copy, negotiate once again over the salary or may decline the offer. Once the person is hired, he or she has to fill up certain forms pertaining to the position. Afterwards, the HR professional may request someone to set up the workspace, and hand over the credentials for softwares and other portals. He may then be taken through the induction program and be trained through numerous sessions.