The document outlines the 7-step recruitment process for hiring a new HR manager at a bakery. The steps include: 1) identifying the position needs, 2) determining required skills and experience, 3) advertising the job, 4) screening applications, 5) interviewing top candidates, 6) selecting the best candidate, and 7) onboarding the new hire. Key parts of the process include creating a job description, reviewing over 100 applications to identify top candidates, conducting phone and in-person interviews, comparing candidates based on competencies, and ultimately making a hiring decision.

1. The steps involved in attracting and choosing a new hire to fill a vacant position within a company are
known as the recruitment process. Managers, Human Resources Management, and recruiters are
responsible for this task. A company can find qualified candidates efficiently and quickly with an
effective recruitment process. Constant evaluation and intentional planning are required for the process
to succeed (Perucci, 2019). The recruitment process of our bakery will entail all the procedures from the
job description to the offer letter, including the initial application, screening, face-to-face interviews,
evaluations, background checks, and all other factors that are important to make the appropriate hiring
(Resources for Employers, 2022).
Here are the different stages of the recruitment process of our bakery:
1. Planning - identifying the vacancy and its requirements:
The first step of recruitment is to identify the vacant position within an organization. Maybe it
seems easy to identify the hiring need, but it is an arduous task to create a new position or
change the responsibilities of a role. In our bakery, the newly formed position is the HR
manager. We have established the role and duties of the HR manager, for example, the
candidate should have experience in employee relations, recruitment and selection, staff
training, and employee performance management. We are expecting the resume of
approximately 100 candidates for this position (Talos, 2021).
2. Analysis – Whom are we looking for?
This step includes the skills, level of experience, and education we seek for the HR position. The
candidate must have a master’s degree in Human resources management, at least 3 to 4 years
of experience in the same position, as well as they, have strong knowledge of developing and
implementing HR practices. It is good if the candidate has the capability of problem-solving and
negotiation skills. All these qualities will help to pick up the top roles and will save valuable time.
3. Searching – Candidate attraction
To notify the position of the HR Manager, we advertise the job position via social media. Our
bakery uses different channels for ads like indeed, YouTube and Facebook videos for the
promotion that includes a concise description of the position, roles and responsibilities of the
HR manager, and Employee Value Proposition to attract the top candidates. For example, health
coverage, commute benefits, parental leave, compensation and rewards, and perks (free donuts
during a break, 35% discount on merchandise, and coverage of mobile bills).
4. Screening – choose which candidate to engage
For the recruitment or hiring platform, we will use an applicant tracking system through which
we can easily track, review, and manage applicants in an efficient and friendly manner. ATS will
store the data of applicants securely in one place, and screen and rank the candidates. It will
give visibility over applicant data, including survey results, CVs, interview performance, and
professional experience (Talos 360, 2021). For example, we are expecting the applications of
almost 100 candidates for this position. We will select the top 20 qualified applications that
match the requirements of this position and will eliminate the candidates who do not match the
minimum requirements. To narrow down the selection process, we will conduct a phone
screening of selected candidates before scheduling an in-person interview (Perucci, 2019).
5. Engagement – Interviewing, assessing, and connecting
After informing the top candidates via automated SMS/email, the next step is the engagement
stage. First, the interview would be between applicants and the hiring manager where the main

2. focus will be on the experience, work, skills and availability. Next, there will be engagement
between the candidate and multiple hiring team interviewers, and they will focus on the same
topic, which is known as reliability. The final interview will be with our bakery’s senior
leadership, and a very small pool of candidates will be left here (Smart Recruiters, n.d.). The
questions that we will include in our interview are:
Behavioural Questions:
1. Describe a time when it was difficult for you to accept one of your employees' suggestions.
a. How did you express your opposition to this or those ideas?
b. How did the coworker react to the news? (Indeed, 2022).
(Functional Competency – Communication)
2. Tell me about a time when you made a mistake that negatively impacted an employee.
a. What was the reaction of the employee?
a. How did you solve the problem? (Indeed, 2022).
(Core Competency – Client Focus and problem-solving)
Situational Questions:
1. What would you do if you were asked to do something you had never done before?
a. What strategy will you use?
b. Describe the steps you take to learn a new skill (Indeed, 2022)
(Competency- Problem Solving)
2. How do you manage multiple tasks during a shift?
a. Describe the strategies you use to manage your time well.
b. Give an example of a time when you had to juggle multiple baking projects to
demonstrate your time management skills (Indeed, 2022).
(Competency- Planning and Organizing)
Experience-Based Questions:
What is the most valuable thing that you learned from your previous job? How will
you implement that skill here?
a. Do you think it will be helpful for our company?
b. I would like to hear more
(Competency- strategic thinking, continuous process of improvement)
6. Selection – make a hiring decision
After conducting interviews, we will tell the candidates that they will be informed after one
week through email. We will compare each candidate's performance and score whether they
are meeting the required competencies. We will score them according to their answer and then
assess which skill and trait are most desirable for the role of HR Manager. To eliminate
unconscious bias, we will use multiple hiring managers and candidate scorecards and will
eventually discuss the strengths and weaknesses of the candidates. Out of the top 30

3. candidates, we will select one right candidate that will match the position with the right skills
(Talos, 2021).
7. Onboarding- welcoming a new HR manager to the team
After hiring a new HR manager, we will professionally welcome them to our bakery. We will
introduce the HR manager to their roles and responsibilities, business environment, and
colleagues. We will provide them with a positive environment on their first day and train them
for their role and position.
References
Perucci, D. (2019, June 25). The Quick Guide to an Effective Recruitment Process. Retrieved from
Bamboo HR: https://www.bamboohr.com/blog/guide-effective-recruitment-
process#:~:text=The%20recruitment%20process%20involves%20finding,start%20working%20fo
r%20the%20organization.
Resources for Employers. (2022). The recruitment process: 10 steps necessary for success. Retrieved
from Resources for Employers: https://resources.workable.com/tutorial/the-recruitment-
process
Smart Recruiters. (n.d.). What is hiring process? Retrieved from Smart Recruiters:
https://www.smartrecruiters.com/resources/glossary/hiring-process-steps/
Talos. (2021, December 9). The 7 steps of recruitment you need to follow. Retrieved from Resources:
https://talos360.co.uk/resources/ats/7-steps-of-recruitment-process/
Talos 360. (2021, December 8). What is an Applicant Tracking System? Retrieved from Talos 360:
https://talos360.co.uk/resources/ats/talos-guides/what-is-applicant-tracking-system/