Recruitment means pooling of candidates for the process of selection. The recruitment process will vary depending on things like the size of your organisation and the number of roles you’re trying to fill. But at the most basic level, your recruitment process should include the following 7 steps. These steps include:

  1. Form a selection committee

First, you’ll need to decide who will be making the hiring decisions. This group of people will be your “selection committee”. If the organization is small (or) a start-up, there would be only 1 person, if it is medium, then there will be 2 persons. If it is a big organization, then there would be more than 4 persons.

2. Create a job description

  • Job title
  • Department
  • Who the role reports to
  • Responsibilities and expectations
  • Goals and objectives
  • Opportunity for progression and promotion
  • Required qualifications, education and training
  • Soft skills and desirable traits
  • Location and travel requirements
  • Company culture and identity

3. Post your job

Your company website: If you don’t have a careers page, you might want to contemplate making one. 

Social media: Post your vacancy details to social media platforms like Facebook and LinkedIn. LinkedIn is particularly good for this, as it is often used by people who are thinking about their next career move.

Classified ad boards: Although not dedicated to careers, many classified ad boards – both online and in print – include “job” categories where you can advertise your vacancy.

LinkedIn: Now-a-days LinkedIn has become more vital. Many connections can be made easily by a single step on a click. LinkedIn also provides many opportunities for both the recruiters and the candidate who are searching for the jobs. It also provide many placement opportunities for the students.

4. Create shortlists and arrange interviews:

By now, you should have plenty of CVs waiting on your desk. Now it’s time for you and your selection committee to review applications, create a shortlist, and invite candidates for an interview by checking the Resume. To create your shortlist, you should give each applicant a score. This score should be based on how well they meet the criteria you set out in your job description. Candidates who do not meet criteria crucial to the role should obviously be removed from the equation.

5. Conduct interviews and score

You should think about the questions you are going to ask in advance. Last minute scrambling could lead to a poor interview that doesn’t give you the information you need, and it could make you look like a bad employer. Interview plays a vital role in selection of the candidates.

6. Check reference:

You should check your preferred selection’s references and qualifications before you contact them. This could save you from some very awkward situations. The references should be correct and right to your knowledge.

7. Send a offer letter:

You’re nearly done now. After completing the process of selection, a formal offer letter should be sent to the selected candidates. The offer letter would contain the name, the post applied, joining date, name of the organization, date. For the unselected candidates also, a formal message should be sent.