What Is the Recruitment and Selection

Process?
By Rachel Blakely-Gray on 10.06.2017 in
 Recruiter Training

Whether you’re a seasoned recruiter or just starting out, you have a method for filling job
orders from clients. To make sure you find the best candidates, you should understand the
recruitment and selection process.

Steps in the recruitment and selection process

The process of recruitment and selection begins with recruiting candidates and ends with
selecting a candidate to hire, as you might expect from the name. Being thorough and
following each step can lead to better hires and retention rates. You can start by
considering this seven-step recruitment and selection process example.

Take a look at the steps of recruitment and selection:

1. Receive a job order

2. Source candidates

3. Screen applicants

4. Shortlist candidates

5. Interview candidates

6. Conduct testing

7. Extend a job offer

Follow each step in the recruitment and selection process to learn as much as you can
about each candidate. To prevent your recruitment and selection process from getting
stale, find what works and change what doesn’t.
1. Receive a job order
When you receive a job order from your client, you can get the recruitment process
rolling. A job order should include information about the position you’re filling and a
well-written job description.
The job description should tell potential applicants everything they need to know about
the job, including:

 Job title

 Detailed description of the job

 Required and preferred qualifications

 Location

 Salary range

If the job description does not give enough information, or if it is not written in a way
that could attract top talent, consider re-writing it.

To find applicable candidates, you need to understand the job order. Ask your client
questions about the job order if you need more clarification.

2. Source candidates
Once you fully understand the open position, the next step of the recruitment and
selection process is to source candidates.
There are many ways you can source passive candidates and active candidates. Active
candidates are those actively looking for work while passive candidates are not.
Successful recruiters are able to source both types of candidates.
You can source candidates using the following tools and sources of recruitment:

 Social media
  Online job boards

 Your recruiting database

 Referrals

Social media is a great tool for finding both active and passive candidates. You can post
job descriptions on your social platforms.
Online job boards attract active candidates. And, some job board integration works with
your recruiting software, so you can add applicant information directly into your
database.
Your own recruiting database is a great resource for sourcing candidates. If you use
recruiting software with an applicant tracking system, you have candidate information
stored. You can reach out to candidates to let them know about the open position.
Many people can refer you to top talent. Talk to candidates you successfully placed.
And, you can work with other recruiters in split placements by sharing job orders and
candidates.

3. Screen applicants
Screening applicants is a vital step in the recruitment and selection process. This is where
you can learn more about each applicant, which helps you narrow down your pool.

You can conduct telephone screenings and include a variety of pre-screening interview
questions. During screenings, ask behavioral interview questions that allow you to learn
more about the candidate’s personality and how they would function in the open position.
Ask candidates about themselves, including their work history and career goals. Verify
that they understand the job description and are qualified.

Phone interviews should last about 30 minutes. Though they won’t be as long as a full
interview, you can still learn enough to help you narrow down candidates. Create a
candidate scorecard to rank candidates and keep track of their responses. Take notes so
that you can compare candidates after you have talked with all of them.

4. Shortlist candidates
Recruitment shortlisting is the process of advancing a few candidates from your pool.
Your shortlist of candidates should be around three people.
These are the candidates you want to invite for a face-to-face interview with your client.
Your client does not have time for one-hour interviews with 20+ people.

Narrowing down your pool of candidates can be challenging because you don’t want to
advance the wrong candidates. Take the time to learn about each candidate’s experiences,
qualifications, and personality so you can be confident you shortlist the right people.

5. Interview candidates
After you have narrowed down your candidates, you need to pass along their information
to your client. Then, your client will interview the candidates. Typically, you should be
present during interviews to take notes, ask questions, and give your opinion afterward.

The face-to-face interview helps you and your client really get to know the candidates.
You can study their body language and ask more behavioral interview questions. The
interview process helps you and your client get a feel for the candidate’s work ethic.

Again, use an interview scorecard to rank candidates and compare them later. Rank
candidates on things like experience, education, and skills.

6. Conduct testing
 To further test a candidate’s skills, you and your client might consider conducting job-fit
tests. A job-fit assessment test helps you and your client determine how the candidate
would mesh with the company.
A job-fit test can take anywhere from 30 minutes to one hour. It asks a series of questions
candidates must answer honestly.

You should also conduct background checks on each candidate. And, you need to check
references to verify information and learn more about their character and work ethic.

7. Extend a job offer

The final stage of the selection process is actually selecting a candidate. Extend the job
offer to the candidate your client wants to hire.

The candidate might try to negotiate the salary your client offers. Talk with your client to
see whether the requested salary is possible.

If the candidate declines the job offer, you will either need to go back to the other top
candidates or restart the recruitment and selection process.

https://www.topechelon.com/blog/recruiter-training/methods-recruitment-selection-process-example/

Recruitment
Recruitment refers to the overall process of attracting, shortlisting, selecting and appointing suitable
candidates for jobs within an organization. Recruitment can also refer to processes involved in choosing
individuals for unpaid roles. Managers, human resource generalists and recruitment specialists may be
tasked with carrying out recruitment, but in some cases public-sector employment agencies, commercial
recruitment agencies, or specialist search consultancies are used to undertake parts of the process.
Internet-based technologies which support all aspects of recruitment have become widespread.
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Wikipedia
Data from: Wikipedia
Suggest an edit

Recruitment Process: 5 Steps

Involved in Recruitment Process
(with diagram)
Article shared by : <="">

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The five steps involved in recruitment process are as follows: (i)

Recruitment Planning (ii) Strategy Development (iii) Searching (iv)
Screening (v) Evaluation and Control.

These are depicted in Figure 6.2.

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Now, a brief description of these follows:

1. Recruitment Planning:
The first step involved in the recruitment process is planning. Here,
planning involves to draft a comprehensive job specification for the
vacant position, outlining its major and minor responsibilities; the
skills, experience and qualifications needed; grade and level of pay;
starting date; whether temporary or permanent; and mention of
special conditions, if any, attached to the job to be filled ”

2. Strategy Development:
Once it is known how many with what qualifications of candidates are
required, the next step involved in this regard is to devise a suitable
strategy for recruiting the candidates in the organisation.

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The strategic considerations to be considered may include issues like

whether to prepare the required candidates themselves or hire it from
outside, what type of recruitment method to be used, what
geographical area be considered for searching the candidates, which
source of recruitment to be practiced, and what sequence of activities
to be followed in recruiting candidates in the organisation.

3. Searching:
This step involves attracting job seekers to the organisation. There are
broadly two sources used to attract candidates.

These are:
1. Internal Sources, and
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2. External Sources

These have been just discussed, in detail, under 6.3 Sources of

Recruitment.

4. Screening:
Though some view screening as the starting point of selection, we have
considered it as an integral part of recruitment. The reason being the
selection process starts only after the applications have been screened
and shortlisted. Let it be exemplified with an example.

In the Universities, applications are invited for filling the post of

Professors. Applications received in response to invitation, i.e.,
advertisement are screened and shortlisted on the basis of eligibility
and suitability. Then, only the screened applicants are invited for
seminar presentation and personal interview. The selection process
starts from here, i.e., seminar presentation or interview.

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Job specification is invaluable in screening. Applications are screened

against the qualification, knowledge, skills, abilities, interest and
experience mentioned in the job specification. Those who do not
qualify are straightway eliminated from the selection process.

The techniques used for screening candidates vary depending on the

source of supply and method used for recruiting. Preliminary
applications, de-selection tests and screening interviews are common
techniques used for screening the candidates.

5. Evaluation and Control:

Given the considerable cost involved in the recruitment process, its
evaluation and control is, therefore, imperative.

The costs generally incurred in a recruitment process

include:
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(i) Salary of recruiters

(ii) Cost of time spent for preparing job analysis, advertisement

(iii) Administrative expenses

(iv) Cost of outsourcing or overtime while vacancies remain unfilled

(v) Cost incurred in recruiting unsuitable candidates

In view of above, it is necessary for a prudent employer to try to

answer certain questions like: whether the recruitment methods are
appropriate and valid? And whether the recruitment process followed
in the organisation is effective at all or not? In case the answers to
these questions are in negative, the appropriate control measures need
to be evolved and exercised to tide over the situation.
 However, such an exercise seems to be only rarely carried out in
practice by the organisations employers. Having discussed
recruitment process, it will be now relevant to have an idea about
recruitment practices in India. The following section delineates the
same.
www.yourarticlelibrary.com/recruitment/recruitment-process-5-steps-involved-in-recruitment-process-
with-diagram/35261

Definition of the Recruitment & Selection Process

by Ruth Mayhew; Reviewed by Michelle Seidel, B.Sc., LL.B., MBA; Updated February 12, 2019

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The recruitment and selection process is one of the most important aspects of running new and established
businesses alike. The right employees can take your business to new heights. The wrong ones can hurt business
by missing sales, turning customers off and creating a toxic workplace environment. Follow experts' advice on
each step of the recruitment and selection process to put together a team that fits with and enhances your
business culture, goals and objectives.

Sourcing Suitable Candidates

This is the first step in the recruitment and selection process. Sourcing candidates means using a variety of
methods to find suitable candidates for job vacancies. Sourcing can be done via online advertising on job and
career sites or professional networking and participation in trade associations. Another creative sourcing
technique employment specialists utilize is monitoring employment changes at industry competitors to recruit
applicants familiar with the same type of business you are operating.

Tracking Applicants and Reviewing Resumes

The next steps in the recruitment and selection process are tracking applicants and applications and reviewing
resumes. Applicant tracking systems (ATS) are becoming extremely helpful to employers, and this technology
aids in the management of job vacancies and applications for every open position. Employment specialists use
ATSs to review applications and resumes.

You or your employment specialist or assistant can then decide which applicants to interview. An ATS can be
developed for organizations of any size, including small businesses. With some ATSs, applicants can track
their application status, too.

Preliminary Phone Interview

Conducting a preliminary phone interview is essential for obtaining information about the applicant's
background, work history and experience. The objective of this phone call is to determine whether or not the
applicant has the requisite skills and qualifications for the job vacancy. Initial discussions will reveal those
applicants who obviously do not meet the minimum requirements for the job. After the phone interview, you'll
be able to narrow the field of applicants to send for consideration by the hiring manager.

Or, if you will be doing the hiring, you may ask your assistant to arrange in-person interviews with the
applicants you have selected. The advantage of having one person arrange all the interviews is that all
candidates will receive the same information.

Face-to-Face Interview and Selection

The interview is the most important step in the recruitment process. Therefore, it's important to prepare for the
interview in advance. For each skill required for the job, prepare one or two questions that will tell you if the
applicant has this skill. By asking the same questions of all applicants, you can compare them more easily
later.

Make notes on their resumes in advance of any issues you want to clarify. During the interview, make notes as
well so you will remember the candidates. After all interviews have been conducted, narrow the field of
candidates by removing the resumes of those who don't have the needed qualifications. You may want to
conduct an additional interview of the finalists, or perhaps send them on to colleagues to interview for a second
opinion.
Extending an Employment Offer

Once you have decided which candidate is most suitable for the job vacancy, it's time to make the job offer.
You'll also inform the candidate of pre-employment matters, such as background inquiries, drug tests,
licensing information or any other tests or information you require.

When recruiting for positions where you negotiate the terms of employment, compensation and benefits, and
other issues, a draft employment offer may change hands back and forth from you to the candidate until both
are in agreement. An employment offer should always be in writing to document the terms of your agreement
with your prospective employee.

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