Practical Guide to Recruitment and Selection Process

Recruitment is a systematic approach to identifying the key skills, talents, and knowledge needed for performing jobs within an organization. Human Resource professionals are responsible for building a profile of each job applicant. The recruitment and hiring of candidates involve various steps, and each stage requires a plan to carry on accordingly.

The process of recruitment and selection is the most challenging part for any organization. Finding the right resource can be hectic and time-consuming. However, there are some steps that organizations can take to make the process smooth and effective

Process of Identifying the Talent

The process of recruitment starts with recruiting potential candidates, which then goes on to interviewing the final candidate, and finally to hiring the right person to fill the job.

The actual process may include a series of steps like Job opening, screening, interview, evaluation, selection, job offer, etc. You may begin the recruitment process by looking at the seven-step recruitment and selection process.

Job Opening

The first step is to identify the capabilities and requirements required from candidates. A clear job post includes all the information about the talent and skills the organization is seeking. This step is the pillar of the recruitment process as if it’s done wrong; it will cost the organization time and energy. Recruitment and human resources departments post information about open positions on their corporate blogs, company websites, and social media pages. For example, Facebook is a great resource for both job seekers and employers. Facebook allows companies to post updated employment positions and new openings.

Social network

Social media also provides an effective recruitment and selection process because it allows candidates to know the company’s requirements and show off their skills. LinkedIn is another valuable tool for companies looking to find qualified candidates. On LinkedIn, recruiters can post information about job requirements and vacancies. Candidates can respond to these posts. Online networking sites are also practical recruitment tools because they provide a venue where candidates can meet potential employers and network with each other. It is also a suitable platform for finding out more about the selection policy and interviewing guidelines.


Screening is a necessary step in the recruitment and selection process. It lets the recruiter know the candidate’s qualification and experience background and helps you narrow down the selection pool. This is the step where the recruiter screens out the resume and invites the potential candidate for the interview.


Each candidate that is considered for a particular position is call out for the interviews. Recruitment departments organize these interviews so that candidates who meet the required criteria are contacted, given a chance to make their oral presentations, and given the opportunity to respond to questions. During the interview process, the interviewers try to determine if the candidate has all the necessary skills for the job. The duration of the selection process varies according to the requirements of each company.

Shortlist Candidates

A recruitment process needs to rank candidates based on their resumes. Recruitment and Selection rankings help employers determine which candidates are eligible for the job offer. Companies use different types of ranking systems to rank candidates. Some counts the relevancy of candidate’s experience, while others simply look at the number of recent projects completed by each candidate. Companies may even take into consideration an applicant’s level of experience. Recruitment and Selection rankings help the hiring company find the right candidate and help the employee land the job.


Every company, no matter how big or small, has a selection policy. However, these selection policies differ greatly among companies, from those that hire purely on talent to those that require potential employees to complete a particular number of interviews and complete a job application.

Recruitment and Selection processes must be balanced in order to avoid irrelevant expenses, such as travel and time, and indirect costs, and salary loss due to a selected candidate’s departure or absence from the company. Companies use recruitment systems in many different ways to fill positions, including using data provided by payroll systems, advertisements placed in various media, targeted communications and employee promotions, and rewards programs.

Companies can also use Recruitment and Selection applications to match applicants with available jobs. In addition, some companies actively promote their positions and candidates through websites, classifieds in newspapers, and company newsletters.


The best Recruitment and Selection practices can maximize the number of candidates who are most likely to be successful in new positions and minimize overall cost to the recruiting and selection agency.  The best Recruitment and Selection practices can maximize the number of candidates who are most likely to be successful in new positions and minimize overall cost to the recruiting and selection agency to a Global PEO like INS Global. The first step has a process for screening candidates, identifying talent, and managing the interview process. Second, the best Recruitment and Selection practices will have a data and technology strategy that identifies the most promising candidates at each stage of the interviewing process. Finally, the best Recruitment and Selection practices will foster a strong relationship with the candidate and employer to amplify communication and results.


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