HUMAN RESOURCE PROCESSES

1. Seven steps involved in Recruitment process:

2. Seven steps involved in Recruitment process:
1. Identifying the hiring requirements:
Irrespective of whether there is a newly formed role at your organization or a
job profile has just been vacated, you need to be sure about the vacancy that
needs to be filled up and the type of candidates that you are on the lookout for.
Identifying hiring requirements, in terms of experience, skills, and knowledge
required for any job role is always the first step in any recruitment process.
For the same to accomplish, an employer has to figure out the gaps in the
current team, and also figure out the outputs received based on the input
provided on the behalf of his team. Workload issues need to be addressed. This
comes via a regular analysis of team performance. Employers should also
attempt to retain their existing employees as and when possible.
It is then equally important to act on hiring requirements well in time. Don’t
wait till the last moment, but be prepared in advance.

3. 2. Creating the job description:
At this stage, the employer is sure about what he seeks in terms of
experience, skills, and knowledge. It is time to create a job description now.
This will include the responsibilities and duties for the job for which you are
giving out a vacancy.
The best practice in this regard is to always ensure that you create a
comprehensive job description. This way, a prospective employee will
know if he has the mentioned qualities or not, before applying. They’d have
a checklist in place, where they can tick the boxes before applying. So, in
your inbox, only the resumes of the right sort of candidates will appear.
A few of the essentials to list in your ideal job description include:
Title
Duties & Responsibilities
Qualification & Skills
Location

4. 3. Talent Search:
If we consider the most important elements associated with the ideal recruitment process,
then, beyond identifying the right sort of talent, they are attracting and motivating the talent.
If the job listings are internally advertised, you will get some referrals as well.
Beyond this measure, an employer has to leverage social media networks and job
recruitment boards to his full advantage. The more people see your job ads, the more of
them will apply. This brings ease to hiring the best-suited talent for your job profiles.
When the time comes to look for new talent at your organization, an employer may also
choose to promote existing employee(s) to a new role. This will be a motivating experience
for an employee. But, an employer has to screen the candidates deemed appropriate for the
job. This way, the attrition rates will also reduce within the organization.

5. 4. Shortlisting and screening:
The present-day market is talent-driven. Still, 46% of employers face difficulties in
attracting top talent. In a majority of cases, identifying the best-suited candidates is the
most difficult part associated with recruitment processes.
So, in any organization, screening and shortlisting of candidates should be accurate and
efficient. One of the best ways to go about it is to first screen the candidates based on
minimum qualifications. Then, one should further shortlist the candidates based on their
certifications, technical competencies, domain expertise, and relevant experience.
In the third step, one may shortlist candidates who have both, minimum qualifications and
preferred experience. The final step is to flag all concerns and queries that one may have in
the resumes, such that they can be clarified while the interview takes place.
An organization may also choose to use an applicant tracking system which brings ease to
shortlisting resumes.

6. 5. Interviewing:
The candidates who have been shortlisted can now move on to the interviewing phase. After
the interviews are through, the candidates may either receive an offer letter or a rejection
note. An organization may also choose to schedule multiple interviews for shortlisted
candidates. This depends on their unique hiring requirements and their hiring team.
An interview will typically involve a round of telephonic or video interviews, psychometric
testing, and face-to-face interview, which is characteristically the final round of interviews.
Telephonic screening is among the most convenient and easy ways to screen candidates
and get an overview of their capabilities. One leaves a lasting impression on the employers
in this phase.
Psychometric testing is then an equally important phase because an employer comes to
know if his employees are going to stay productive over the long run in this phase. The
unbiased screening delivers the best fits for any job.

7. 6. Evaluation and employment offer:
In the recruitment process, this is the final stage. However, on the employer’s part, it is never easy to be
sure that a candidate is going to accept the job offer. Still, if your candidate has taken the time to complete
the paperwork and has been waiting through the selection process, he should be taking your offer.
It is a fine idea to check the references before writing down an offer letter. On the offer letter, one should
mention the conditions of employment alongside the joining date. All details, including compensation,
should be clearly specified.
On boarding is another process that a recruitment process should involve. The new joinee hence finds it
easier to settle down and does not feel awkward. One of the best ways towards on boarding is a general
interaction with colleagues, not related to work. Showing around the office and ensuring that essential
supplies are handy is also a good idea.

8. 7. Introduction and induction of the new employees:
Upon accepting a job offer, an applicant will officially become a part of an organization.
Herein, the joining date and time will be shared with the employee.
The next step in line is pre-employment screening, which includes reference and background
checks. After the verification completes, the introduction of the employees to the organization
can take place. Now, the induction process of the employees can initiate. Herein, employees
receive a welcome kit in more cases than not, and the employment contract is also signed.

9. Why is employee selection important? As we´ve mentioned
before, the success of any organization depends on the quality
of the selected personnel. Therefore, the selection procedure is
one of the most critical HR department functions for the
management of an organization.
Why is selection process
important?

10. Conclusion:
The last step in the selection process is to offer a position to the chosen candidate. The
development of an offer via e-mail or letter is a formal part of the process and requires careful
articulation of all elements and conditions of the offer.
Selection Process Flowchart
Type of tests:
Administer aptitude, skills, and personality assessments.
Basic Features of Interviews:
 Structure interviews with clear objectives and consistent questions.
Types of interviews:
Conduct behavioral, situational, and panel interviews.
Interview errors and bias design and conducting counseling:
Mitigate bias through training, structured interviews, and
counselling support.
Reference and background verification:
 Verify candidate credentials and past performance.
Medical evaluation:
Assess physical fitness for specific roles.
Technical:
Evaluate technical skills relevant to the job.
HR Interview:
 Assess cultural fit and alignment with organizational values.
Job Offer:
Clearly communicate terms and conditions.
Induction & Placement:
Onboard and integrate new hires into the organizational culture.

11. There are five (5) primary techniques for evaluating potential
candidates, that also represent phases in the selection process:
1. Evaluation by Association
 Use the posting location—i.e., an industry or professional association-specific job site—as an initial screen.
2. Application
Conduct an initial assessment based on review of a candidate’s cover letter, resume and application. May also
include review of a candidate’s business (i.e., LinkedIn) and/or social networking (i.e., Facebook or Twitter) profiles.
To avoid investing time assessing a candidate that isn’t viable, incorporate pre-screening questions that require the
candidate to attest that he or she meets the stated minimum criteria. In this phase, the objective is to eliminate
candidates that don’t meet the basic requirements for the position based on fundamental factors including minimum
experience and education, salary expectations and/or willingness to relocate or meet work schedule requirements, if
applicable.
3. Assessment
Conduct a preliminary assessment of skills. This can be done in conjunction with or subsequent to the application
review process. Depending on position requirements, a more in-depth assessment of a candidate’s level of skill and
aptitude may be appropriate.
4. Screening Interview
 An initial telephone interview is a second level of active screening that’s used to assess the candidate’s objective
and motivation, relevant education and experience and to get a sense for the candidate as a person. In the course of
approximately 20–30 minutes, an interviewer can confirm application and resume details and assess a range of soft
skills—for example, active listening and communication—as well as engagement and overall level of poise and
professionalism. The objective is to eliminate candidates that don’t warrant the time and cost of an in-person
interview or in-depth skills assessment.
5. External Verification
 Verify stated educational qualifications and check references.