1. Workforce Planning & Job Analysis

• Workforce Planning: This step involves assessing the organization’s current and future workforce needs.
• Job Analysis: Understanding the roles and responsibilities of the position that needs to be filled. This includes determining the required qualifications, skills, experience, and other job specifications.

2. Creating a Job Description

• Based on the job analysis, a clear and comprehensive job description is written. It typically includes:
  • Job title
  • Responsibilities and duties
  • Required skills and qualifications
  • Compensation and benefits
  • Reporting structure
  • Location and work environment

3. Sourcing Candidates

• Internal Recruitment: Advertising the job to current employees who may be suitable for promotion or transfer.
• External Recruitment: Posting the job on job boards, social media platforms, and company websites. This can also involve working with recruitment agencies, attending career fairs, or leveraging professional networks like LinkedIn.

4. Application Collection

• Candidates submit their applications, typically through an online portal or by email. This process may involve submitting resumes, cover letters, or completing job-specific questionnaires.

5. Screening and Shortlisting

• Initial Screening: Reviewing resumes and applications to identify qualified candidates. This may involve filtering by specific keywords or criteria (e.g., years of experience, education).
• Phone or Video Screening: Conducting brief interviews to further assess qualifications and determine if the candidate is a good fit.

6. Interview Process

• In-Person or Virtual Interviews: Interviewing shortlisted candidates to assess their technical skills, behavioral traits, and overall cultural fit. Different interview formats include:
  • Structured Interviews: Pre-determined questions are asked to all candidates.
  • Unstructured Interviews: Open-ended questions that allow for more spontaneous conversation.
  • Panel Interviews: Multiple interviewers assess the candidate at the same time.
  • Skills Assessment: Some positions may require a test or task to assess job-specific skills.

7. Reference and Background Checks

• Reference Checks: Contacting previous employers or professional references to verify the candidate’s qualifications, experience, and work ethic.
• Background Checks: Conducting criminal background checks, credit checks, and verifying educational credentials to ensure the candidate’s history aligns with the information they provided.

8. Making the Job Offer

• Once the final candidate is selected, the company makes a formal job offer. This typically includes:
  • Salary and compensation package
  • Start date
  • Benefits and perks
  • Terms of employment (e.g., full-time, part-time, contract)
• The candidate reviews the offer and either accepts, negotiates, or declines.

9. Onboarding

• Pre-boarding: Preparing the candidate for their first day (e.g., signing contracts, providing necessary documents).
• Orientation and Training: Introducing the new hire to the company culture, team, and systems. Providing any necessary training or resources to help them succeed in their role.

10. Evaluation of Recruitment Process

• After hiring, the recruitment team typically evaluates the success of the recruitment process, assessing how effectively candidates were sourced, how long the process took, and whether the new hire is successful in the role.
• Feedback is gathered from the hiring managers and candidates to improve future recruitment efforts.