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The Process of Recruitment and Selection

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The recruitment and selection process is one of the essential processes in all organisations. This is because every organisation needs people to run its operations. The acquisition of the right talent for the company is a necessity if it wants to grow and achieve success. A well thought recruitment and selection process could give any organisation a new height. There are several phases in this process, and all of them are vital to getting the desired outcome in the form of a suitable candidate for a specific job.


When the line managers feel the need of hiring a new employee for a particular job, then he/she tells about this requirement to the HR manager. This is the duty of the HR department to search for the most suitable person who can do that job well. There are several methods of sourcing the candidates and specific factors decide which source should be chosen which are written as below:

•    The number of candidates required to hire by a company at a point in time
•    The types of jobs for which they need to hire people
•    The success of the method they intend to apply


The most important aspect which decides the success of this whole process is the clarity of the job requirements and the job specifications of a specific process. The job requirements can be defined as the duties and responsibilities the person has to do for completing a task at hand. Whereas the job specifications are the skill sets and educational qualification required to complete work efficiently. The line manager, as well as the HR manager, should be very clear about these two aspects. Many prominent organizations keep a written record of all the duties of a task and the skills to do them well. This helps in the recruitment process very much because when the HR department communicates the right requirements to the candidates, they create a better pool of applicants who have similar qualifications and skills.


Hiring the right candidate does not happen in one single process. Instead, there are many steps in this which are described as following:

Step 1: Creating a pool of candidates

The first step of this process is the sourcing of the candidates. It is done in some ways as per the requirement of the job specifications. Here the company has to create different strategies to create a pool of candidates. This is the step where companies make policy about how many candidates they want to hire and what mediums they will choose to inform them about the job opening. With the help of the internet, the HR department can reach as many candidates as it wants easily. There are various mediums which can be used for sourcing the candidates such as :

•    Online Job Postings
•    With the help of job portals
•    Using social media tools
•    Internal hiring
•    Employee referrals
•    Campus recruitment
•    By giving ads in newspapers and relevant magazines

Step 2: Tracking the candidates
From this step, the recruitment process ends, and the selection process starts. When people see the ad or job requirement and if they find their skills matching with the job posting then they apply for that. When the HR managers get the applications, then they have to sort the most suitable ones for the next step that is an interview. There are many applications where the candidate’s skills do not match with the job requirements, and therefore it is highly essential to sort those resumes with the most suitable skills. This is the first step of selection where the resumes of candidates with the right skills sets and qualification are selected, and other resumes are rejected.

Step 3: The preliminary interview over the phone

When the managers get the data of the candidates who can be suitable for the specific position, then the next selection step is to interview the candidates over the phone. The HR professionals inform the candidates about the telephonic interview, and they decide upon a mutually convenient time when the HR personnel can speak to the applicant uninterrupted.
This is an essential step as here the company can get the information about the candidate’s background, educational qualifications, and work experience et. If they find a person appropriate then they fix a face to face interview with them otherwise they can reject them and save the time and resources of the next step by keeping the most suitable candidates for it.
Step 4: Written Tests

Many organisations prefer to take written tests to evaluate the understanding of the candidate about his/her field. To reap the maximum benefit from the hiring process, the employers have to put in great efforts for choosing the best candidate for their organisation. SO they take help of various types of written selection tests before the face to face interview such as aptitude tests and skills and job knowledge tests etc. Other than the aptitude test to know about the personality of the person the companies conduct personality tests and integrity tests also. This way they evaluate the persons’ overall personality and the acumen for the specific job.This way the companies get to know whether the applicant is suitable for their work culture or not. This is also a significant process where the HR personnel further narrow down the number of candidates, and the best potential candidates remain for the main interview.

Step 5: Interview

By narrowing down the number of candidates, the hiring manager can give ample amount of time for evaluating the suitability of candidates. The fourth step of recruitment and selection is the face to face interview. This interview is conducted with those candidates who get selected in the telephonic round. The interview process itself can have many sub-processes, for example, an interview with the line manager knows about the competencies of the person according to the required job responsibilities.
Then the HR manager has also interviewed to judge the person's other skill sets and along with that for the discussions about the salary and the negotiations for that. The interview questions should be decided upon ahead of the interview, and the evaluation criteria should also be clear so that the, most talented applicant should get hired. The interviews can be of many types such as structured interview, informal interviews, panel interview, one on one interview and many other.

Step 6: Finally hiring the applicant
Once the applicant not most suitable for the job gets selected then the next step is to hire him or her by expensing the offer letter. There are other formalities of the hiring like deciding upon the pay package and submitting the essential documents etc. Once the candidate is handed over the offer letter, then the booking is confirmed. The processes like onboarding, induction and orientation start when the candidate becomes the employee of the company.

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