Understanding the Hiring Process and What it Takes to Complete it Successfully

Aren’t you curious about how the recruitment process works? Or would you like to gather some information about some aspects of core HR such as employee personal information, benefits enrollment, and income tax withholding? Why don’t we take a quick review of the recruitment process and learn about the steps needed in hiring an applicant for a company?

An Overview of the Hiring Process

Before starting any recruitment process to find an applicant for a job in a certain position, there is a need to go through the step-by-step hiring process with the HR manager and company department heads in a company.

There are three key phases in the hiring process:

Phase I. Planning

The planning phase involves a detailed discussion about the company’s needs for additional workforce. Phase I can be broken down to the following stages.

Stage 1. Identification of the need for recruitment

A meeting with the stakeholders is scheduled to discuss the following:

  • Number of vacant positions
  • Allocation of the new hires
  • Skills set and qualifications needed for each vacancy
  • Job role and functions that needs to be fulfilled
  • Cost for the entire recruitment process

Stage 2. Preparation for the Recruitment Plan

Once the need to hire additional employees is identified, The HR department will need to provide a recruitment plan. This refers to the strategy that the HR department will use in hiring employees. It should include the timeline for the entire process and the goals for each hire. This, of course, is a plan subject to approval from company leads.

Stage 3. Job Posting

Once the recruitment plan is approved, the job description has to be written out precisely and as how it was agreed upon during the meeting. The HR Specialist tasked to do this has to be very careful in using the perfect description for the job role for a smooth recruitment process. Once this is completed, the Job opening has to be posted so that applicants will be able to access the advertisements. Different platforms for posting job applications are readily available on the internet nowadays, you can even hire talents through a Facebook post!

Phase II. Recruitment

Once the job vacancy is posted publicly, the recruitment phase of the hiring process begins. The task of the HR specialists now is to screen through all the applications that they will receive and choose the best-suited applicant for the job opening to proceed with the interview process. 

Stage 1. Applications Review 

Once the job posts have been released publicly, job applications will eventually come in and the HR specialist will need to review these. They usually rely on their common sense for a first impression of the application. For example, the job opening requires attention to detail, a resume with too many typographical errors will most likely be turned down as early as the stage. HR specialists also take into consideration some basic information like the age of the applicant, years of experience, and educational attainment. Those who are able to pass through this initial application review moves on to the next stage.

Stage 2. Initial Screening

Once applications have been sorted out. HR specialists are now ready for the initial screening of applicants. This is usually done through phone interviews but some companies nowadays prefer one-day recruitment processing, in which case, employees can already be invited to visit the office as early as now. Questions for the initial screening usually comes from the submitted resume or CV, a sort of verification for the information submitted. 

Stage 3. Invitation for Interview

A candidate who passed the initial screening is usually invited for an interview right before the phone interview has ended. But for some, it may take some time. Questions for face to face interviews are usually situational and are designed to get to know the applicant’s motivations and goals for applying for the job. The expected salary can be determined during this stage as well.

Stage 4. Applicant Assessment

After the interview, successful interviewees are asked to proceed with the applicant assessment. They are given time to complete a set of tests that are designed to help the HR specialist in assessing and evaluating the applicant’s suitability for the position he/she is applying for,

Stage 5. Background Check and Reference Check

The final stage in the recruitment phase is background and reference check. For now, the applicant is more likely to get hired and the company is willing to take an extra mile in conducting background checks and reference checks before making the final decision on whether they will hire the applicant or not.

Phase III. Employee Selection

Employee selection is the process by which an employer evaluates the results of the assessments and interviews generated during the recruitment phase.

Stage 1. Decision

After assessing the applicants and conducting reference and background checks, the company decides which applicant will be offered the position.

Stage 2. Job offer

As soon as the most qualified applicant is identified, the company will now extend an initial job offer that outlines the salary and benefits, along with the company’s terms and conditions of employment. Negotiations are likely to follow but the HR specialist’s job is to ensure that the initial job offer remains as close to the final offer as possible.

Stage 5. Onboarding

Once negotiations have been settled and the applicant has signed the job offer, the onboarding stages resumes where all necessary employment documents are completed by the applicant while the HR specialist conduct an onboarding to welcome the new hire into the company and introduce him/her to the company regulations and policies,

Planning your Own Hiring Process

Creating your own hiring process should not be as difficult as long as you follow the outline provided about. Planning is relatively easy but remember that the real difficulty in the hiring process is being able to select the most qualified applicant out of the pool of applicants who respond to your job posts.

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