7 steps in the recruitment and selection process

What are the 7 steps in the recruitment and selection process? There are seven steps in the human resource management recruitment and selection process these steps are the following.

7 steps in the recruitment and selection process

1. Planning the Recruitment Process

This serves as the basis for the entire recruitment process, properly analyzing and presenting positions for which the recruitment process is carried out. This includes the job description and type, qualifications, experience, skills required for the job, etcetera.

Potential candidates should be qualified, experienced, and capable of assuming the responsibilities necessary to achieve the objectives of the organization. Adoption plans mainly consist of the following functions: Identifying vacancies, analyzing specific vacancies, analyzing vacancies, job descriptions, job identification, and evaluation.

2. Recruitment Strategy Development

The second stage of the recruitment process after which a proper plan for the recruitment process is created and then the tasks are carried out. Once you have completed the job specifications and job descriptions, the next step is to determine the strategy you will use to recruit potential candidates into your organization.

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When developing a recruitment strategy, human resource personnel consider the following;
  • Geographical area
  • Type of recruitment
  • Source of recruitment
  • Developing a recruitment strategy is a lengthy process. Must have appropriate permissions. Strategies for attracting the right candidates.

3. Finding the Best Candidates

Essentially, making decisions about the sources of the hiring process. There are two sources to this process. Internal and external recruitment sources. This is a recruitment process in which resources are selected according to the requirements of open positions. Once the recruitment strategy is complete, the search for potential candidates begins. This process consists of two steps.

Begin the process

Once the line manager confirms and approves the existence of a vacancy, the candidate search begins.

Media Selection

Here, the organization selects the media through which the job ad will reach its stakeholders.

Internal Source

Internal source recruitment entails recruitment from within the organization via the following;

  • Promotions
  • Transfers
  • Former Employees
  • Former Applicants
  • Internal Job Postings
  • Employee Referrals

External Sources

External sources of recruitment mean recruiting staff outside the organization through; employment consultancies, campus recruitment, internships, professional associations etcetera.

4. Candidate Final Selection and Screening

This process follows the recruiter’s selection process. Screening is the filtering of candidate applications for further selection processes.

Screening is an integral part of the recruitment process and helps eliminate unqualified or irrelevant candidates obtained through sourcing.

5. Reviewing Received Resume and Cover Letters

This is the first step in the screening process. During this process, the candidate’s resume is reviewed to ascertain the candidate’s work experience, education, and general background that matches the requirements of the position.

When reviewing resumes, human resource professionals consider the following to better screen potential candidates:

  • Reasons a candidate wants to change jobs
  • How long a candidate has stayed in each company he/she worked for?
  • What has hindered his or her career progressive
  • Job–hopping

6. Interviewing

Conducting interviews is the second stage of candidate screening. In this process, after the resume has been viewed, the candidate is contacted by a human resources manager by phone or email and invited for an interview. This screening process has two outcomes;

It helps ensure candidates are active and available.

It also helps to get a quick idea of ​​the candidate’s ability to answer interview questions, attitudes, and communication skills.

7. Monitoring and Controlling the Overall Process

This is the final step in the recruitment process and is considered one of the most important steps in the recruitment process as it ensures that all activities are proceeding according to the prescribed plan.

The effectiveness and adequacy of processes and methods are evaluated. Recruiting is expensive, so it is important to thoroughly evaluate the performance of the recruitment process.

  • The costs incurred in the recruitment process must be effectively assessed and managed. These include;
  • Salaries paid to recruiters
  • Administrative and overhead costs of recruitment
  • Advertising and other costs incurred in the recruitment process such as agency fees.
  • Expenses for recruiting suitable candidates for the final selection process
  • Overtime and unpaid expenses while vacancies are not filled on time.
  • The time that management spends on coming up with job descriptions and interviewing candidates.

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