- Ascertain the need for a replacement or new position.
- Schedule a recruitment planning meeting with the recruiter, the head of human resources, the hiring manager, and a potential internal coworker or client.
- Analyse and prioritize the key requirements for the position such as special qualifications, traits, characteristics, and experience that a candidate has to possess
- Develop the job description for the position.
- Discuss and determine the salary range for the position.
- Decide if the department can afford to hire an employee to fill the position.
- Publish the post internally. If you anticipate having difficulty finding a qualified internal candidate for the position, please indicate in the publication that you are externally advertising the position at the same time.
- Send a company-wide email to notify staff that a position has been posted and that you are hiring employees.
- Encourage interested internal candidates to complete the Internal Position Application.
- Assessing candidates on Cultural Fit, Technical Qualifications, Customer Responsiveness, and Knowledge are several of the selection responsibilities.
- Ask interviewers to complete the Job Candidate Assessment Form.
- If an internal candidate is selected for the position, provide a written job offer describing the new job description and salary.
- Agree on a transition schedule with the current supervisor of the internal candidate.
- If qualified internal candidates do not apply, broaden your search to external candidates, develop your candidate pool from various applicants through Word of Mouth Outreach, social media postings, classified ads, on-campus interviews, employment agencies, etc.
- Send emails to each applicant to acknowledge receipt of the resume only and don’t make other statements. (If the candidate appears to be a good candidate for the position, relative to his other applicants, he will contact you to schedule an interview. Otherwise, he will keep your application / resume on file for a year in case other opportunities arise. )
- Once you have developed a series of applicants for the position, complete a resume and / or applications based on the established prioritized criteria and qualifications.
- Select applicants after reviewing the applications they have received for a particular job.
- Determine the candidate’s salary requirements, if not indicated with the application, as requested. (Note that an increasing number of jurisdictions in the US are making this practice illegal, so know the laws where you work.)
- Schedule qualified candidates, who fits to your salary range,
- Ask the candidate to complete their official job application upon arrival at the interview.
- Give the candidate a copy of the job description for review.
- Conduct evaluation interviews during which the candidate is evaluated and you have the opportunity to learn about their organization and their needs.
- Complete the Candidate Evaluation Form for each candidate interviewed.
- Meet to determine which candidates (if any) you will invite again for a second interview.
- Shortlist the appropriate candidates for the second round of interviews. Only include people with authority who can have a significant impact on the hiring decision.
- Schedule additional interviews if any.
- Keep the second round of interviews with each interviewer about the Cultural fit, technical qualifications, client responsiveness, and knowledge are several of the selection responsibilities.
- Conduct tests for the potential candidates as per position requirement.
- Interviewers have to fill out the candidate’s evaluation form.
- HR Checks the final list of candidates (who are considered for offering the position) subject to credentials, references, background checks, and other qualified documents and statements.
- Anyone who has dishonestly declared their qualifications or fails the background checks is removed from the shortlisted finalists.
- Throughout the entire interview process, HR and managers, whenever they want, will keep in touch with the most qualified candidates by phone and email.
- Reach to an agreement on whether the organization wants to select a candidate.
- HR and the hiring supervisor agree on the offer to be made to the potential candidate, on the approval of the manager and the departmental budget.
- communicate informally with the potential candidate about whether he or she is interested in the job at the salary offered and under the stated conditions. Make sure the potential candidate agrees to participate in a background check, a drug test, and sign a Non-Competition Agreement or a Confidentiality Agreement, depending on the position. (There should be a signed consent when completing the job application). If so, continue with an offer letter subject to contingent checks.
- If not, determine if there are negotiable factors that will lead the organization and the candidate to arrive at a reasonable agreement.
- If informal negotiation leads the management to believe that the candidate is viable and worthy, HR prepares a written offer letter stating the position, salary, reporting relationships, supervisory relationships and any other benefits or commitments that the potential candidate has negotiated or as promised by the company
- The potential candidate has to be provided with an offer letter, job description, and the Company’s Non-Competition or Confidentiality Agreement.
- The candidate may accept and sign the offer letter documentation or reject for the position.
- If accepted, schedule the new employee’s start date. Welcome the new employee after providing the acknowledgement of acceptance of job Offer.
- If not, start over to review the candidate pool and redevelop a new list if necessary.
Source of Information: EEOC, US Bankruptcy code, EPA, FRCA, IRCA, Civil Rights Act
Note: Information collected is not legal advice nor a substitute for such advice