Discover our thorough and robust HR selection process that ensures we attract, evaluate, and onboard the best candidate for every job opening.
1
Define the requirements for the job position
2
Promote the open position
3
Receive resumes from candidates
4
Screen resumes for relevancy
5
Shortlist potential candidates
6
Schedule interviews for shortlisted candidates
7
Conduct initial interviews
8
Approval: Initial Interview Results
9
Administer relevant tests
10
Approval: Test Results
11
Conduct final interviews
12
Check references for selected candidates
13
Approval: Reference Check
14
Finalize job offer
15
Extend job offer to selected candidate
16
Receive acceptance from candidate
17
Schedule onboarding process
18
Complete paperwork
Define the requirements for the job position
Specify the qualifications, skills, and experience needed for the job position. Identify the key responsibilities and tasks involved. Determine any specific certifications or education required. Define the desired outcomes and impact this position will have on the organization. Consider potential challenges in finding candidates with the desired qualifications and outline strategies to overcome them. List any resources or tools that will be helpful in defining the requirements.
Promote the open position
Develop a comprehensive promotional plan to attract potential candidates to the open position. Highlight the unique aspects of the job and the organization. Consider using various channels, such as social media, job boards, and employee referrals. Explain the benefits and opportunities associated with the position. Provide a clear call-to-action for interested candidates to apply.
1
Social media
2
Job boards
3
Employee referrals
4
Networking events
5
University career fairs
Receive resumes from candidates
Outline the process for receiving resumes from candidates. Specify the preferred method of submission, whether it's through email, an online form, or a physical mailbox. Provide instructions on how candidates should format their resumes and any additional documents that are required. Mention how the resumes will be stored or organized for easy access.
1
Email
2
Online form
3
Physical mailbox
Screen resumes for relevancy
Develop a screening process to evaluate the relevancy of resumes received. Determine the criteria for shortlisting resumes based on the requirements defined earlier. Specify the specific keywords, qualifications, or experience that applicants should possess. Describe the process for reviewing each resume and making the initial assessment.
Shortlist potential candidates
Identify the candidates who meet the screening criteria and have the potential to move forward in the selection process. List the names or identifiers of the shortlisted candidates. Explain the rationale for selecting these candidates and any additional factors considered during the shortlisting process.
Schedule interviews for shortlisted candidates
Arrange interview dates and times for the shortlisted candidates. Specify the interview format, such as in-person, phone, or video. Consider the availability of the candidates and interviewers when scheduling. Provide instructions on how to confirm the interview appointment and any additional information they need to know.
1
In-person
2
Phone
3
Video
Conduct initial interviews
Conduct the initial interviews with the shortlisted candidates. Outline the interview questions or topics that should be covered. Explain the purpose of the initial interviews and any specific aspects that should be evaluated. Provide guidance on how to assess the candidates' suitability for the position.
Approval: Initial Interview Results
Will be submitted for approval:
Conduct initial interviews
Will be submitted
Administer relevant tests
Determine if any tests or assessments should be administered to the candidates as part of the selection process. Specify the type of test or assessment, such as technical skills test, personality assessment, or situational judgment test. Describe the process for administering and evaluating the tests. Explain how the results will be used in the candidate evaluation.
1
Technical skills test
2
Personality assessment
3
Situational judgment test
4
Cognitive ability test
5
Behavioral interview
Approval: Test Results
Will be submitted for approval:
Administer relevant tests
Will be submitted
Conduct final interviews
Conduct final interviews with the candidates who have successfully passed the initial interviews and assessments. Describe the interview format and any specific questions or topics to be covered during the final interviews. Explain the purpose of the final interviews and the desired outcomes. Provide instructions on how to assess the candidates' fit for the organization and cultural alignment.
1
In-person
2
Phone
3
Video
Check references for selected candidates
Contact the references provided by the selected candidates to gather insights about their past performance and work ethics. Specify the reference checking process, including when and how to contact the references. Provide a list of questions or areas to focus on during the reference check. Explain the importance of reference checks in validating the candidates' qualifications.
Approval: Reference Check
Will be submitted for approval:
Check references for selected candidates
Will be submitted
Finalize job offer
Review the selected candidate's qualifications, performance throughout the selection process, and any additional considerations to make a final decision. Assess whether the candidate meets all the requirements for the job position. Consider any negotiation requirements and legal compliance. Determine the details of the job offer, including salary, benefits, and start date.
Extend job offer to selected candidate
Compose and send a job offer to the selected candidate. Provide the essential details of the job offer, such as position title, salary, benefits, and start date. Explain the next steps the candidate should take to accept the offer. Include any necessary forms or documents that need to be completed.
Receive acceptance from candidate
Wait for the selected candidate to accept or decline the job offer. Provide instructions on how the candidate should communicate their decision. Specify the timeline for receiving the acceptance or decline. Explain the process for handling different outcomes, such as initiating onboarding or exploring other candidates.
Schedule onboarding process
Plan and schedule the onboarding process for the selected candidate. Determine the required training sessions, orientation programs, and introductions to team members. Specify the timeline for each onboarding activity and any pre-boarding tasks the candidate needs to complete. Provide instructions on how to communicate the onboarding schedule to the candidate.
Complete paperwork
Ensure all the necessary paperwork is completed for the selected candidate's onboarding. List the required forms, documents, or contracts that need to be prepared or signed. Specify the process for collecting and organizing the paperwork. Explain the importance of completing the paperwork accurately and within the designated timeline.
