7 Steps Required in Recruitment Process

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The recruitment process is an important part of any organization, and recruiters assist organizations in finding the right candidate. The strategy for implementing a successful recruitment process must be discussed before the actual process is implemented. In this process, candidates are discovered, a list is created, and they are drawn to work on the relevant job based on their skills. Recruitment is a process that helps to organize the activities.

It is common for companies to divide recruitment into the following steps: define the job recruitment document, advertise the job through various channels, collect applications, conduct interviews, and make a final decision. In most cases, job recruitments are designed in a specific template that job searchers or consultants utilize by annotation of specific keywords in the requirement. The seven steps involved in recruitment process are:

  • Recruitment Planning
  • Hiring Strategy
  • Profile Sourcing
  • Profile Screening
  • Tests
  • Interview
  • Placement
  • Recruitment planning

Recruitment planning

Recruitment planning is the process of determining the workforce requirements for an organization and the sourcing strategies to meet those needs. It includes forecasting future workforce needs, assessing the current workforce, and identifying any gaps. Effective recruitment planning ensures that an organization has the right number of employees with the right skills at the right time.

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Hiring Strategy

Hiring the right employees is critical to the success of any business. The process of recruiting employees can be complex and time-consuming. There are a few steps that should be followed in order to have a successful recruitment process. The first step is to determine how many employees are needed and what qualifications they should possess. It is also important to look at the company’s goals and objectives to see what type of employee would help achieve those goals. The next step is to devise a suitable strategy for recruiting the candidates in the organization.

Profile Sourcing

Profile Sourcing is the process of finding potential candidates for a role, either through online channels or through personal networks. It’s an important step in the hiring process, and can be done either by internal staff or by external recruiters. There are a number of ways to source candidates, each with its own advantages and disadvantages. The most important thing is to find the method that works best for your company and your open positions.

Profile Screening

Profile Screening is very essential as it can be used to determine an applicant’s qualifications, work history, and personal interests. This not only save the company time and money, but it also ensures that the employee will be happy in their position. For the purpose of screening candidates, various methods are used based on the source of supply and method of recruitment. Preliminary applications, de-selection tests, and screening interviews are common methods of screening candidates.

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Tests serve as a screening device and provide supplementary inputs in selection decisions. They are a systematic way of comparing a person’s behavior, performance or attitude with that of another. A test is a sample of an individual’s behavior, performance or attitude. In addition to serving as additional predictors, they serve as a means of improving the accuracy and appropriateness of selection decisions. A wide variety of tests are used to check the candidates such as intelligence, projective, aptitude, achievements and others.


An interview is a vital part of the selection process. It is the most common and essential method of both obtaining information from job-seekers, as well as determining whether a candidate is suitable and suitable. Organizations may strive for a objective selection process, but the interview, which is an essential part of the process, remains subjective by and large.


As part of placement, selected candidates are assigned jobs. Once an employee has been hired, he is provided with basic background information about the employer, working conditions, and necessary information to perform his job effectively. By providing him with information about the company rules and practices, the new employee’s initial orientation helps him perform better.

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