The five steps of the recruitment process are as follows:

(i) Recruitment planning

(ii) Strategy development

(iii) Search

(iv) Screening

(v) Assessment and Monitoring.

Recruitment Planning:

The initial step in the process of recruiting is planning. This requires writing a comprehensive job description for the job to be filled, which includes the primary and minor responsibilities, the required skills, experience and qualifications, grades and salary levels, the start day, whether or not the job is permanent or temporary, and any other special conditions in relation to the position being filled.

Strategy Development:

Once you know the number of candidates, and the required qualifications The following step will be to devise the right strategy to recruit potential candidates for the company.

The strategic considerations to take into consideration could include questions as whether to create the necessary candidates on their own or to hire them from outside as well as the recruiting method to be employed and the geographical area to be considered when sourcing candidates, the source that will be employed, as well as the sequence of actions to be carried out when hiring candidates into the business.

Candidate Search:

This process involves hiring job seekers into the business. There are two main ways to find potential candidates.

They include:

1. Internal sources, as well as
2. External sources

These were covered in depth in section 6.3 Sources for Recruitment.

Screening:

While some believe that screening should be the initial step for selection but we’ve considered it an integral element of recruitment. This is due to the fact that the process of selection only starts following the screening and selection of candidates. Let’s look at an illustration to illustrate the idea.

In the universities, applicants are invited to fill positions in the faculty. Applications received as a result of the invitation, i.e. an advertisement is scrutinized and evaluated for the eligibility criteria and the suitability. Only those who are shortlisted will be invited to attend the seminar and personal interview. The process of selection begins with this, i.e. during the seminar or the interview.

The job description is important for the selection. The applicants are evaluated based upon the qualification, experience of skills, capabilities, interests and work experience that are that are listed in the job description. Candidates who don’t fulfill the requirements are excluded straight from the process of selection.

The methods employed to evaluate candidates’ qualifications differ depending according to the sources of the information as well as the method employed to recruit. Screening tests, preliminary applications and selection tests are the most common methods employed to screen candidates.

Evaluation and Monitoring:

Due to the high cost of the process of recruitment Control and evaluation of the process is therefore essential.

The typical costs incurred during an application process for recruitment are like this:

(i) (i) salaries for recruiters

(ii) (iii) Cost for time spent on job analysis and ad.

(iii) Administrative expenses

(iv) The cost of outsourcing or overtime when there are no vacancies

(v) Cost of recruiting ineffective candidates.

In light of all of the above, it’s important for a responsible employer to consider answering questions like what are the best methods for recruiting suitable and legitimate? Also, is the method of recruiting employed in the business is working? If the responses on these issues are no then appropriate controls need to be implemented and developed to correct the problem.

But, this kind of exercise appears to be not often implemented by employers. After discussing the process of recruiting in the past, it’s now time to understand hiring practices.