Finding and attracting potential employees to fill open jobs within an organization is the process of recruitment. It finds people who have the skills and mindset needed to help an organization accomplish its goals.
Determining the hiring requirements, looking for the best candidates, Choosing the best candidate, and employee orientation are all steps in the recruitment process.
It is advised that an organization’s HR personnel adhere to the five best practices to improve hiring efficiency (as shown in the following image). These five procedures guarantee steady and successful recruitment. These procedures also guarantee uniformity in the hiring procedure.
Here is 5 Process of Recruitment
Step 1: Determine the hiring requirements
What are your current hiring requirements? Perhaps a new work opening has opened up or an employee recently left. You can provide the job requirements, such as the required skills, knowledge, and experience.
Then can check your hiring needs by looking for any performance, skill, or proficiency gaps that need to be filled and any abrupt increases in workload that your team is unable to handle. You can also look for any employees that are about to leave the organization.
Step 2: Looking for the Best Candidates
In the recruitment process known as searching, resources are located based on the demands of the position. The initial round of applicant hunting will begin after the recruitment plan is completed. There are two steps in this process.
- Source activation: The search for candidates begins after the line manager confirms and gives permission for the position to exist.
- Selling – In this case, the company chooses which medium to use to inform potential candidates about open positions.
Searching entails leading candidates to open positions. Internal sources and external sources are the two basic categories into which the sources are classified.
- Inside Sources- Internal sources of recruitment related to selecting personnel from within the company.
- Former Workers
- internal marketing (Job Posting)
- Workplace Referrals
- Former Applicants
- External Sources- The term “external sources of recruiting” describes hiring personnel from outside the company
- Formal Recruitment
- Workplace Exchanges
- Recruitment Firms
- Associations for professionals
- University Recruitment
- Word of mouth
Step 3: Candidate evaluation and shortlisting
Your hiring strategy was effective, and you have a mountain of applications. What comes next?
Here are the actions we can take when we encounter this particular difficulty.
First, we filter through the applications to identify those that meet the basic requirements.
After that, we group resumes according to credentials. Here, we take into account the applicant’s work and education background, credentials, technical and domain expertise, and skills.
Shortlisted candidates will be those who meet the basic requirements and possess the necessary skills.
We would make a note if there were any questions about their application so we could get them answered during the interview.
Step 4: Choosing the best candidates
The next step in the hiring process is to choose the best prospects. The hiring manager may easily make a judgment because only the best resumes are added in this process. The three following results emerge from this process:
- Select five to ten resumes for the hiring managers to check and review
- Provide the hiring manager with analysis and suggestions
- Aid hiring managers in choosing which candidate to hire.
- Estimate the length of time required, and make the necessary preparations.
Step 5: Employee Orientation
Employee onboarding follows. Here is where you force the new hire to fit in. This goes beyond merely introducing the newcomer to others and showing them around the office.
This also includes assisting them in knowing their duties and offering them the tools and instruction they will need to succeed in the job.
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