Generic Recruitment and Selection process
Posted on March, 2020
Organizations have various levels of hiring process in place. One of the time-tested recruitment and selection process to ensure success are as follows.
1. Selection Plan:
Each requisition comes along with a new set of complexities and with effective planning and execution, the success rate is higher. Before resourcing a considerable amount of time must be spent on analysing the requisition in terms of Education, JDs, platforms, availability in volumes, compensation, timeline, Geo-location, duration, gender, security clearance, industry verticals, culture, organization structure, market mapping, relevant job board for resourcing etc.
2. Resume screening:
The parameters for resourcing and shortlisting candidates can be customized based on the role. For instance, the job title, attributes, Education, Experience, Certification if applicable, problem solving skills analytical, leadership, solutions, risk management, maturity and emotional stability, communication skills, comprehension and expression, compensation, notice period, Languages. The above are some of the parameters that are applied through an Applicant Tracking System if available whereby the screening is based on filtration process to eliminate candidates that do not qualify and a long list must be prepared.
3. Shortlisting for interviews:
This is a critical stage which is based on an objective process and candidates are shortlisted based on the scoring. Only those that score 90% and above should qualify for interviews as time is of importance and irrelevant candidates impacts the timeline and quality for all stakeholders.
4. Interviews and standards for selection:
Preliminary interviews are conducted based on the scope and the job profile. These could be telephonic, video conferencing, face to face, panel interviews. Once the interview is concluded an interview form is completed and based on the scoring recommendation is done further action. Candidate profiling is undertaken for each resource that will provide a summary of each candidate.
These are an important element and type of tests are based on various technical and functional roles. These will provide an objective assessment of the candidate’s technical credentials and predictability for the role.
6. Interview Orientation:
Recruiter should undertake an orientation prior to the interviews in terms of the job title, job description, compensation and benefits, interview time/location, time lines, onboarding process so that the end user can focus on the core technical suitability during the interviews and revalidate other role dependencies.
7. Closure and Follow up:
Recruiter need to ensure that those did not succeed get a formal letter or email of regret to maintain brand value of the organization. Some resources could be considered for a related role in future. Selected candidates will be extended the offer after consultation with all the stakeholders and due negotiations. Documentation and mobilization is a final step that will conclude the hiring process.
Five Levels of Screening Summarized
1. Technical suitability: CV reviews, telephonic, VC or F2F interviews based on the need, final interviews with the end user and assessments.
2. Education Validation: The candidate will have to present attested education certificates based on the scope and roles.
3. Professional Reference Check: This is undertaken with three of the past professional references with previous employers.
4. Security Clearance: This is done through availing police clearance certificates based on the role and scope of work.
5. Medical Clearance: This is undertaken as per the company policy.
There are much more complex steps organizations could follow based on their policy and procedures. Further depending on the industry verticals or sector such as Manufacturing, Trading, Services there could be more process that will need to be added. Therefore, it is quite an adaptable model that is scalable based on business need.