How is the recruitment process

How is the Recruitment Process

step1: Identify the hiring needs

What are your existing hiring needs? Maybe an employee just left or a new job position just opened. Once you identify the vacancies that exist, you can then define the job specifications such as skills, knowledge, experience, etc.

You can determine your hiring needs by checking

Any gaps in performance, skills, or proficiencies that you need to fill

A sudden increase in workload that your team cannot seem to handle

Any employees who will be leaving the company soon

Step 2: Prepare job descriptions

Once you know the skills, knowledge, and experience gaps you need to fill, define the job role, responsibilities, and duties. A complete job description helps you know what to look for in potential candidates. It also serves as a checklist for candidates to tick before they decide they are suitable for the role and apply- which means, more relevant candidates. The elements that should be included in a job description are

Title

Responsibilities

Necessary qualifications and skills

Compensation, benefits, and perks

Location

Step 3: Devise your recruitment strategy

This is where you decide how to attract and retain the ideal candidates. Here you should consider whether you can find a possible candidate from within the company itself or whether you need to hire from outs

Step 4: Screen and shortlist candidates

First, we sort through the applications to find the ones with minimum qualifications. Then we separate resumes with the preferred credentials. Here we consider the applicant’s experiences, certifications, domain, technical competencies, and skills. Those candidates who have the minimum qualifications and the required credentials will be shortlisted

Step 5: Interview Process

After the application form or the job advert, this is where your potential candidate will come in direct contact with you. So it’s time to make a good impression on them as potential employers. And this is where you need to be concerned about candidate experience the most.

Step 6: Make the offer

This is the time to check with the candidate’s references. And if everything checks out, you can make the offer. However, there’s a chance that the first promising candidate you have selected might not accept it

Step 7: Employee onboarding

Then comes the employee onboarding. This is where you make the new employee settle in. This does not only include showing the new person around the office and introducing them to others. This also includes helping them understand their responsibilities and providing the necessary resources and training to help them learn

Percept Infosystem is a software development and IT Training provider and Consultant company based in Nagpur offering services in the area of application development, web development, Training in IT and Non- IT Languages, and Outsourcing.