Hiring process
identifying Hiring Needs
Assess Workforce Requirements:
Conduct an internal review to identify current and future staffing needs.
1. Job Analysis: We need Develop or update job descriptions and specifications to reflect the necessary
qualifications and responsibilities for the position.
2. Creating a Recruitment Plan
Budget Planning:
Allocate budget for recruitment, including advertising, recruiting tools, and interview expenses.
Recruitment Strategy: Decide on the recruitment methods ( online job boards, social media, recruitment
agencies, employee referrals/devotee referrals).
3. Job Posting and Advertising.
Draft Job Postings: Need to Write clear and engaging job advertisements based on the job description.
Post Jobs: Advertise the job openings on the company website, job boards, social media platforms
WhatsApp group, and other relevant channels/devotee
4: Application Screening
Resume Review: Collect and screen resumes and cover letters to shortlist candidates who meet the basic
requirements.
Initial Screening: Conduct phone or zoom call screenings to assess the candidates' qualifications,
experience, and interest in the role.
5: Interview Process
Schedule Interviews: Coordinate with shortlisted candidates to schedule interviews.
Conduct Interviews: Organize multiple rounds of interviews (e.g., HR interview, technical interview, panel
interview).
HR Interview: Assess cultural fit, behavioral traits, and basic qualifications.
Technical Interview: Evaluate job-specific skills and technical expertise.
Interview Feedback: Collect and consolidate feedback from interviewers to make informed decisions.
6: Assessment and Evaluation
Skills Testing: Administer job-related assessments, tests, or assignments to evaluate candidates'
competencies.
Reference Checks: Contact professional references to verify the candidates' work history, performance,
and behavior.
7: Decision Making
Final Review: Evaluate all gathered information and interview feedback to rank candidates.
Decision Meeting: Hold discussions with hiring managers and relevant stakeholders to make the final
hiring decision.
8: Job Offer
Prepare Offer: Draft a formal job offer letter, including salary, benefits, job title, and other terms of
employment.
Extend Offer: Communicate the job offer to the selected candidate and negotiate terms if necessary.
Offer Acceptance: Confirm acceptance and set a start date once the candidate agrees to the offer.
9: Onboarding
Pre-Onboarding: We should Share necessary paperwork and information to the new hire before their
start date.
Orientation: Plan and conduct an orientation session to introduce the new hire to the company culture,
policies, and team.
Training: Arrange training programs to equip the new employee with the skills and knowledge needed
for their role.
Devotee Buddy System: Assign a mentor devotee or buddy devotee to help the new hire acclimate to the
temple for his spiritual as well as organizational goal.
10: Follow-Up and Evaluation
First Week Check-In: Conduct an initial check-in to address any questions or concerns the new hire may
have.
30/60/90-Day Review: Perform regular performance and feedback reviews to ensure the new employee
is settling in well and meeting expectations.
Continuous Feedback: Establish ongoing communication to provide support and ensure long-term
success.
