Steps of the recruitment process

1. Identify the hiring need

 How does this role fit into your department?

 What gaps or missing skills does this employee need to fill?
 Which skills and qualities are essential for this position and which are simply nice
to have?

2. Prepare a job description

Job description should include some, if not all, of the following:

 Job title and department

 Location
 Hours (full-time, part-time, shift schedule)
 Summary of the position, including objectives, responsibilities, and its relation to
the rest of the company
 Minimum requirements
 Preferred experience and qualifications
 Description of your company and its mission

3. Develop and execute your recruitment plan

Use the following outlets to convince potential candidates to apply:

 Careers page on your website (make sure to showcase company culture!)

 Job boards, including Indeed, Monster, and more specialized websites
 Social media, especially LinkedIn
 Job fairs and campus visits
4. Review applicants

 Compare the candidate’s resume and other materials to the job description you
wrote. Does this person’s prior job experience and skills line up with the essential
requirements?
 Look at the time spent in previous roles. Does the candidate’s history demonstrate
progression and drive or a tendency to bounce from job to job?
 Conduct phone screenings. Before you bring someone into the office, a quick phone
screening could determine whether you can accommodate the candidate’s
availability and desired salary. You can also ask questions related to the resume if
an otherwise qualified candidate didn’t mention an essential skill.

5. Conduct interviews

 Make the environment comfortable. A job interview may be a nerve-wracking

experience, but you can ease the tension by reserving a quiet room ahead of time
(even if it’s a virtual interview) and explaining how the interview will go.
 Get multiple perspectives. It’s difficult to be entirely objective, so if you’re able,
bring more than one person to interview the candidate. They might see qualities or
ask questions you didn’t think of.
 Review the applicant’s materials beforehand. To avoid an interview that’s
several hours long, review resumes, cover letters, writing samples, and other
materials before the interview so you don’t have to ask about information you
should already know.
 Standardize your questions. You can ask candidates for more information on
specific experiences, but if you try to ask similar questions between candidates,
you can objectively compare them.

6. Check references and make an offer

As a final check in the recruitment and selection process, you will want to contact the
candidate’s references. Gather information to confirm responses during the interview, such
as:

 The person’s relation to the candidate

 The circumstances around the candidate leaving his or her previous company
 The candidate’s strengths
 Any skills or ability that the candidate might lack that kept him or her from
progressing at this company

If you decide to hire the candidate, extend an offer quickly to show your enthusiasm and
avoid competing offers.