Steps Of Recruitment And Selection Process Pdf
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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.
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.
Process of Recruitment
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?
How can you ensure consistent results? Learn more about why implementing procedures from the very start can potentially create more favorable hiring outcomes. The employee selection process is a series of steps that companies use to hire the best workers. Matching the right skills to the open roles is key, and effective selection can result in hiring the kind of employees that will boost company morale, add to your corporate culture, and keep turnover low.
Each is a distinctly separate phase. Recruitment happens first, and selection takes place after you have a suitable pool of applicants. Think of selection as the part of hiring where the funnel narrows significantly, and the most promising hires are found.
Not every company will approach the employee selection process in quite the same way. However, every company should try to document their process before hiring. By writing down the necessary steps and providing a consistent and pleasant hiring experience for your candidates, you get better employees and you also bolster your brand within the community. A solid employee selection process is a component of earning a sterling reputation as a fair employer.
Having a no-nonsense, professional selection process may make job seekers come to you first over other businesses in the same industry. There are approximately five to seven steps in a typical employee selection process.
The exact steps will vary by company, but the basics include announcing the job, reviewing applications, screening candidates, interviewing, final selection, testing, and making an offer. Depending on how many roles you are filling and the size of your hiring teams, some of these steps may be combined or repeated. Once it is decided that an empty position needs to be filled or after a new position is created, the management team should list out the desired qualifications for the job. Candidates may need a degree or certification, a specific number of years of work experience, or a background in a particular industry.
When these have been established, the human resources team can pick where to advertise the job. Common placements include Facebook or LinkedIn. Entry-level positions may be shared to Craigslist as well.
Online job boards are also common. For positions where you want to consider existing employees, use best practices for announcing internal hires. Companies may also enlist the help of a staffing agency or recruiters for the initial outreach phase. Next, go through all the applications, resumes, and cover letters to narrow down the candidate pool.
Discard any that stray significantly outside the desired qualifications listed in step 1. When many workers are looking for jobs, you can be more particular about those qualifications.
Compile a list of a suitable number of potential employees, as established by your HR teams. Another benefit to having more candidates get through this step is that you may have another unexpected opening in the very near future. If the qualifications are similar, you can save yourself the time of going all the way back to steps one and two.
To keep your interview time to a minimum and free up management and HR resources, use phone interviews to further narrow down the pool. This can be useful for screening out-of-town candidates, and it can tell you a bit about how they communicate. Your interview questions during this part of the process may include:. The point of this brief interview is to ensure that they are genuinely committed to moving forward, as well as for the interviewer to catch any glaring red flags.
This is especially useful for out-of-town candidates who may be hesitant to drive or fly in without knowing more about the job. Now that you have fewer candidates in the pool, you can start setting up in-person interviews to better assess their qualifications.
Whether you choose a panel or group interview, or stick to one-on-one sessions, your interactions with the candidate will focus on their ability to communicate and their compatibility with company culture. Companies have been known to schedule their interviews all on one day, so managers only have to take time away from their duties once.
You can choose to conduct structured interviews , unstructured interviews , or a mix of both, but be consistent in your approach to avoid discrimination or bias. This is where an applicant tracking system ATS may be useful for keeping tabs on your efforts. You will want to ensure a good personality fit, in addition to checking all of the qualification boxes. Sometimes, a second candidate will be identified as a runner-up in case the first pick declines the job offer.
Before an applicant is brought on board as a proper new employee, the employer may make an offer of employment conditional upon passing tests or a background check. This communicates that, if all goes well, the job is theirs. Drug tests are common, as well as criminal background history checks.
States have their own rules about what you can use as a condition of employment. If you are drug testing, for example, give the candidate an opportunity to disclose any legally-prescribed drugs they are taking that may interfere with the testing or cause a false positive. Character or personality tests could be used in this phase of the hiring process as well. Use any metrics gained from your ATS to add to your assessment.
Working off a mental selection process is inferior to having a well-formed checklist that all hiring team members can follow. Learn how to switch to the best ATS for your company with our free guide.
Adrienne Smith is a content strategy consultant working with high-growth businesses on their brand messaging, content strategy, and content creation. A digital nomad, she's exploring the world's cultures and cuisines as she works. Outsourcing some or all of your recruiting and hiring needs to a third-party company is becoming more common, even for smaller startups and companies without big human resources budgets.
When researching the options Adrienne Smith. Was this article helpful? Adrienne Smith Adrienne Smith is a content strategy consultant working with high-growth businesses on their brand messaging, content strategy, and content creation. View all posts. You may also like. Recent posts. Blog Product Updates Templates Events. Generic selectors. Exact matches only. Search in title.
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How to Create An Effective Employee Selection Process
Once you have developed your recruitment plan, recruited people, and now have plenty of people to choose from, you can begin the selection process. The selection process refers to the steps involved in choosing people who have the right qualifications to fill a current or future job opening. Usually, managers and supervisors will be ultimately responsible for the hiring of individuals, but the role of human resource management HRM is to define and guide managers in this process. In addition, there are the costs of testing candidates and bringing them in from out of town for interviews. Because of the high cost, it is important to hire the right person from the beginning and ensure a fair selection process.
Recruitment refers to the process of identifying and attracting job seekers so as build a pool of qualified job applicants. The process comprises five related stages, viz a planning, b strategy development, c searching, d screening, e evaluation and control. The ideal recruitment program is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization when offered. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for individuals with the appropriate qualifications and interests, what inducements to use or avoid for various types of applicant groups, how to distinguish applicants who are unqualified from those who have a reasonable chance of success, and how to evaluate their work. The first stage in the recruitment process is planning. Planning involves the translation of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify a number, and b the type of applicants to be contacted. Number of Contacts: Organizations, nearly always, plans to attract more applicants than they will hire.
Background and reference checking.
The five steps involved in recruitment process are as follows: i Recruitment Planning ii Strategy Development iii Searching iv Screening v Evaluation and Control. The first step involved in the recruitment process is planning. Once it is known how many with what qualifications of candidates are required, the next step involved in this regard is to devise a suitable strategy for recruiting the candidates in the organisation.
Written by Chris Russell. The different stages of recruitment comprise a workflow familiar to even the most entry level recruiter. Employers that want to attract the best and brightest need to ensure their process is running at peak efficiency.
Recruitment and selection
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