The document outlines the 9 key steps to an effective recruitment process: 1) Identify hiring needs, 2) Prepare job descriptions, 3) Create a recruitment plan, 4) Start searching for candidates, 5) Recruit top candidates, 6) Conduct phone screenings, 7) Interview candidates in person, 8) Make a job offer, 9) Onboard the new employee. The process involves identifying job vacancies, defining requirements, reviewing applications, screening candidates, conducting interviews, and ultimately hiring the best candidate for the role.

1. Recruitment
Process
Presented By – Kakoli Bhakat

2. Recruitment process is a process of
identifying the jobs vacancy,
analyzing the job requirements,
reviewing applications, screening,
shortlisting and selecting the right
candidate.

3. Steps to the
Recruitment Process
We’ve broken things down into simple
and actionable recruitment process
steps:

4. 1. Identify Your Needs
What are your existing hiring needs?
• May be an employee just left or a new job
position just opened.
• Once you identify the vacancies that exist, you
can then define the job specifications such as
skills, knowledge, experience, etc.

5. 2. Prepare the Job Description
• A complete job description helps
you know what to look for in
potential candidates.
• It also serves as a checklist for
candidates to tick before they
decide they are suitable for the role
and apply- which means, more
relevant candidates.

6. 3. Create a Recruitment Plan
• Determine who will be reviewing
resumes, scheduling interviews, and
deciding on the right candidate.
• Here you should consider whether
you can find a possible candidate
from within the company itself or
whether you need to hire from
outside.

7. 4. Start Searching
Identifying the right talent,
attracting them and motivating
them to apply are the most
important aspects of the
recruitment process.

8. 5. Recruit Top-Tier Candidates
The best candidates likely have many
options, and you’ll need to maintain
timely communication or they’ll
quickly move on to other
opportunities.

9. 6. Conduct a Phone
Screening
• Once you have your eye on certain
applicants, conduct a phone
screening to narrow down the
selection process and make sure you
want to take the time to interview
the candidate in person.
• Make a list of the best interview
questions to ask before you get
started.

10. 7. Interview in Person
• Personal interviews can last longer because this is the last
step before the recruiter does a final evaluation and makes
the job offer.
• Interviews should be conducted soon after a phone
screening.
• The process shouldn’t stretch on too long, or candidates
may lose interest.

11. 8. Offering the Job
• This is the final stage of the recruitment process.
• You should never take it for granted that the candidate will accept
your offer.
• However, if your candidate has patiently completed all the
paperwork and waited through the selection process, the odds of
accepting the offer are high.

12. 9. Onboarding a New Employee
• Now that you’ve determined which
candidate will be joining your team, the real
work begins.
• Implement a new hire onboarding
process so the candidate has a positive
experience and can easily dive into the job
you’ve hired them for.

13. Thank You