Recruitment – a process identifying, sourcing, screening, shortlisting, interviewing, selecting, hiring, and onboarding candidates for the specific job position within an organization. It is a core function of the Human Resource department.
The team for recruitment can be small or large depending upon the size of the organization.
Identifying The Hiring Needs
Whether a job opening is newly formed or just vacated, one cannot find what he or she needs if they don’t know what they need in the first place. So, the recruitment process starts with the identifying the vacancies that exist, followed by analyzing the job specifications including the knowledge, skills, and experience needed for the role.
The recruitment process starts off with recruitment planning that involves analyzing and describing Jon 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 employers from the candidates who applied.
Preparing The Job Description
Once you exactly know what you need in a candidate in terms of knowledge, skills and experience, it is the time to determine the duties and responsibilities of the job. Preparing a comprehensive job description will help you know what your candidates need for fulfilling the job role demands. It is a tool that ensures that you get applications from the right candidates.
A job description must include the following points:
• Duties and responsibilities
• Qualifications and skills
• Compensation, perks and benefits.
• Company name and department
Identifying the right talent, attracting them towards the company and motivating them to work for the company is the most important aspect of Feb recruitment process. The job listing should be advertised internally by transferring the employee, promoting him or her, demoting, existing employee dreading through social media, by retiring them, as well as externally by advertisements, job portals, company’s careers site, social networking platforms, placement agencies, job fairs, campus placements, professional bodies, etc.
Screening And Shortlisting
In order to continue with the recruitment process, one need to screen and shortlist the applicants effectively and accurately. And at this step, the recruitment process gets difficult and challenging which can be resolved by following steps:
• Screen application on the basis of minimum qualifications.
• Sort the resumes that have the preferred candidates that are required for the role.
• Shortlist the candidates who have both the preferred credentials and the minimum qualifications.
• Finally, flag any concerns or queries in the time so they can be clarified during the interview.
The candidates who are shortlisted will now move through the interview process prior to receiving an offer letter or rejection note. Depending on the size of the organization’s hiring gram and their unique recruitment needs, several interviews may be scheduled for every candidate. The interview can be telephonic interview, video interviewing, psychometric testing or face-to-face interviewing.
Evaluation And Offer Of Employment
This is the last stage of recruitment process which cannot be taken for granted that the candidate will offer your offer. He or she should be made comfortable for working in the organization.
Introduction And Induction Of The New Candidate
When an applicant accepts the offer letter then he or she becomes an employee of the company. Then he or she should be introduced to the other employees on his or her first day. And a welcome kit is offered to them for welcoming them and start their new journey with full confidence and motivation.
These are the 7 steps involved in the recruitment process of an organization’s recruitment process, where an applicant turns into an employee of the company.