10 Steps of an Effective Recruitment Process

Recruitment involves multiple stages, and understanding the steps in the recruitment process is crucial for companies to attract the right talent. Every organisation has its own recruitment process but below mentioned are the basic steps that this process comprises. The process kind of remains the same for hiring interns or experienced people, save for a few plus and minus here and there.

Explore the following recruitment process steps to hire top talent efficiently.

Step 1 – Define Staffing Requirements

Usually large companies hire interns quite frequently, because they have such projects that need interns. So once the company is aware of its staffing needs, they start hiring. The interns are hired to work for specific, small projects.

Step 2 – Assemble Your Hiring Team

To have seamless recruitment and hiring companies need to have a Recruitment team. It consists of a Recruiter majorly who sources applications, screens them, shortlists the right ones, call them for interview, keeps updating about their selection status and keeps coordinating with them till the end. Out of the recruitment team, we have Hiring managers and the HR manager who complete the process by taking various rounds of interviews of the interns.

Step 3 – Source Potential Candidates

The recruitment team will look upon at the various potential hiring sources to get good database of interns. It could be either internal(references) or external(via universities or job boards) or walk-ins. For sourcing the candidates, advertising the job vacancy is vital.

Step 4 – Publish Job Openings

Once the hiring sources are charted out, they are advertised on various platform online or offline. Recruiters can use social media tools, online job portals, conduct campus recruitments to hire good interns. They will also, with the help of Hiring managers will create appropriate job description for the open positions. The JD is then circulated for the right candidates to start applying.

Step 5 – Collect and Organize Applications

The vacancy form that the candidates will use to apply for the job should be user-friendly and not very lengthy or cumbersome to fill in. Usually experienced candidates will require various questions to fill in but fresh out of university candidates may require only few questions to be answered. Easy application form will help you get better and more responses.

Step 6 – Screen Applications for Fit

Once the companies receive applications, they start screening it. Candidates whose CVs are clear and crisp, with relevant info usually catch the eyes of recruiters pretty easily. A pile of screened applications can be stored for next step.

Step 7 – Shortlist the Most Promising Candidates

The shortlisted candidates are called in for the interview. Usually screening and shortlisting happen at the same time but in case of interns companies may have to be extra selective. Efforts on interns are more as compared to experienced candidates. A lot of technical and legal points are to be considered when it comes to shortlisting.

Step 8 – Schedule Interviews Efficiently

The recruiter, at the next stage will schedule interview. It could be a written interview or verbal one. Most times, a desirable candidate can be assessed by talking to him in the first round, or while scheduling their interview. While the recruiter may ask him questions, he must also be prepared to provide answers to the candidates’ queries.

Step 9 – Select the Best Candidate

If the hiring managers of a company like the candidate on all grounds, they will go ahead and select them. The candidates will be offered the internship and instructed with further set of stages to go through. These stages come after accepting the offer and relate to reporting to office as and when required.

Step 10 – Conduct a Smooth Onboarding Process

The candidate, when offered the job, is onboarded into the team. This step is taken care of by the HR department. It includes the welcoming of candidate, having a proper Internship Program schedule for the hired interns, which otherwise is known as Orientation Program.

The new joiners are given an idea about the culture and functioning of the company. They get acquainted with rest of the staff, so they feel at ease without taking up too much time.
Companies need to have a recruitment process that results in positive outcome instead of it being a waste of time, money and efforts. It sure is not an easy process but if you have one in place, and you are able to use it with lesser obstacles, you will always get the desired candidates to work for you.