Title Hiring of Employees
Objectiv To hire qualified member of the organization staff.
e
Steps
1. Identify job vacancy.
2. Create a job description and requirements.
3. Approval and budgeting.
4. Select recruitment strategy.
5. Advertise the positions.
6. Screen the applications.
7. Notify the shortlisted and unqualified applicants.
8. Conduct initial interviews.
9. Schedule in-person interviews.
10. Perform background checks and contact references.
11. Conduct final interview with the top applicants.
12. Extend a job offer and sign contract.
13. Notify unqualified applicants.
14. Onboarding and orientation.
15. Probation period and performance evaluation.
1. Identify job vacancy.
- Determine whether a new role is required as a result of organizational
objectives, workload, or changes in the business environment.
2. Create a job description and requirements.
- Write a detailed job description that explains what the job involves, what the
person needs to do, and what qualifications, skills, and experience they
should have. Make sure to be clear and specific about these requirements.
3. Approval and budgeting.
- Get approval for the new position from the relevant department or
management. Allocate a budget for recruitment, including advertising costs,
agency fees, and employee salaries during the hiring process.
4. Select recruitment strategy.
- Decide on the recruitment channels, such as job boards, social media,
company website, or recruitment agencies, to source candidates.
5. Advertise the positions.
- Make interesting job postings and advertise the position through selected
channels. Make sure the advertisement says everything needed, like what the
job is, what qualifications are needed, where it is, and how to apply.
6. Screen the applications.
- Review incoming applications and resumes to identify candidates who meet
the minimum qualifications.
7. Notify the shortlisted and unqualified applicants.
- It is important to notify both qualified and unqualified applicants for it shows
respect for all candidates who took the time to apply. Even if they didn't make
it, they deserve to know the outcome of their application. So that also
unqualified candidates can move on to other opportunities, reducing
unnecessary follow-up inquiries.
8. Conduct initial interviews.
- Conduct initial phone or video interviews to assess candidates'
communication skills, fit with company culture, and general qualifications.
9. Schedule in-person interviews.
- Schedule in-person interviews with shortlisted candidates. Involve relevant
team members and stakeholders in the interview process.
10. Perform background checks and contact references.
- Perform background checks, including criminal record checks and
employment verification. Contact provided references to gather insights into a
candidate's past performance and character.
11. Conduct final interview with the top applicants.
- Conduct a final interview with top candidates to assess their enthusiasm for
the role and organization.
12. Extend a job offer and sign contract.
- Extend a job offer to the selected candidate, including details on salary,
benefits, and other relevant terms.
13. Notify unqualified applicants.
14. Onboarding and orientation.
- Start the onboarding procedure as soon as the candidate accepts the offer to
ensure a smooth transition into the company. To assist the new hire in
establishing efficiently as soon as possible, provide the appropriate
orientation and training.
15. Probation period and performance evaluation.
- Establish a probationary period during which the employee's performance is
closely monitored and evaluated. Conduct regular performance evaluations to
make sure they are in line with the organizational goals.
