What are the stages in the employee recruitment process?
Identifying open/upcoming positions - In this stage, the hiring managers take stock of resignations, team expansion plans, or new skills required within the team and identify backfills requirements or any fresh upcoming roles that are opening for the first time. They make a list of roles and define the responsibilities for each of these roles.
Raising a job requisitions - Once they have identified the roles, they put down the requirements for that role and pass it on to the HR as a job requisition. During this stage, the recruiters try to build an understanding and set the expectations with the hiring managers.
Creating a job description - The HR then converts the job requisition into a job description that communicates the role and responsibility to prospective candidates. Meanwhile, for fresh roles, they conduct job analysis and improve the job description further to find the best candidate for the role.
Marketing the job - After the job descriptions are ready, the next step is to post the jobs to job boards, career sites, or social channels where candidates will notice them. In this stage, in addition to job ads, they use creatives like videos, brochures and blogs to not only market the job but also the organization, its culture, vision, leadership and more.
Screening applications/resumes - When candidates see the job ad and start applying to the job, recruiters will initiate the selection process with pre-screening - this could be a screening process based on resume or a telephone interview or a written test.
Interviewing the candidates - After the pre-screening the employee recruitment process involves a series of interviews to select the right candidate from the lot. At this stage, the recruiters are usually scheduling back to back interviews with candidates, and collecting feedback from the interviewers.
Facilitating a hiring decision - At the end of all the interviews, the hiring team consolidates the feedback and rating from different interviews and makes a hiring decision based on them. Any negotiations with the candidate before the hiring decision is finalised also happens here.
Rolling out an offer - If the hiring team finds the candidate suitable for the job, the recruiter rolls out an offer to the candidate - usually stating the date of joining, title of the job, joining date and compensation structure. For candidates who don’t make it, a feedback email is sent.
Pre-Onboarding the new hire - A candidate shows his/her willingness to join by signing the offer letter. As soon as a candidate signs the offer letter, the recruiter initiates pre-onboarding which includes all the forms and formalities for the candidate to finish, a plan for their first day and what they can look forward to.