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INT AUD Flowchart

The document provides guidance on the key steps to follow in the hiring process, including identifying the hiring need, preparing a job description, developing a recruitment plan, reviewing applicants, conducting interviews, checking references, and making an offer. The steps outlined are intended to help employers find the ideal candidate for an open position through a well-planned, thorough process.

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Trisha Danisse Ilan
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© © All Rights Reserved
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Download as DOCX, PDF, TXT or read online on Scribd
89 views

INT AUD Flowchart

The document provides guidance on the key steps to follow in the hiring process, including identifying the hiring need, preparing a job description, developing a recruitment plan, reviewing applicants, conducting interviews, checking references, and making an offer. The steps outlined are intended to help employers find the ideal candidate for an open position through a well-planned, thorough process.

Uploaded by

Trisha Danisse Ilan
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Identify the hiring need

You can’t get what you want unless you know what you’re looking for.
At the end of this process, you’re hoping to find the ideal employee, so
you must start by determining what “ideal” means for this position. This
step will impact every other part of the recruitment process. Ask yourself
and employees close to the position questions such as:

 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?

As you answer these questions, you might want to look at an org chart
of your company. With a single glance, an org chart can give you an
idea of what skills are available with your existing team and decide
where this new employee would fit within the hierarchy.

If you need to fill an existing position, don’t just recycle the job
description used when you hired the last employee. Understand the role
as it currently stands, since the responsibilities and skills involved have
likely changed.

Prepare a job description

A job description is often a potential candidate’s first impression of your


company, so make it a good one. It should accurately reflect what you
need from this employee—required skills and responsibilities of the
position—but it should also show candidates what they can expect to
receive in return. Aside from compensation, what can this employee
gain? What will life at your company be like? What goals will they help
to accomplish?

Write the description to match the company culture. Your 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
 Salary and benefits

Despite all the information you need to include, try to keep the job
description as concise as you can. Remove qualities that won’t factor
greatly into your decision.
Learn to write a job description that attracts the right candidates for the
position.

Develop and execute your recruitment plan

With some initial preparation and your job description in hand, you
should be ready for the part of the recruitment process where you
recruit candidates. 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

There’s no need to feel overwhelmed with all your recruiting options—


building a recruitment process flowchart can help you track your
recruiting sources, including the process for different schools and
platforms, to make sure you look at a diverse pool of candidates. Plus,
you will be able to note who is responsible for each channel.

65% of recruiters claim that the biggest challenge of hiring is a shortage


of talent. But before you spend a lot of time and effort tracking down
new candidates, consider that the best candidate might already work at
your company. Internal recruitment is much more efficient and cost-
effective, plus it encourages employees to excel in their current
positions with the hope of promotion.

Has your business done enough to let current employees know about
new opportunities? For example, HR could send a regular email with
new openings, and supervisors could suggest career paths to their team
members during one-on-one conversations.
Similarly, your current employees could be your best source for bringing
in new candidates. According to JobVite, 10% of referral applicants are
hired as opposed to 1% of all applicants, and many companies have
noted higher retention and lower cost per hire with referrals. Establish
an employee referral program, typically a bonus if the candidate is hired,
to encourage employees to look through your listings and contact
colleagues who would be a good match.

Review applicants

Based on research from Glassdoor, each corporate job offer attracts an


average of 250 resumes—and some of these potential employees that
start flooding in will be more qualified than others. Before you put
valuable time into interviews, narrow down your list of candidates with
these steps:

 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.

Remember, however, that the recruitment process isn’t always so


formulaic. Someone who has related skills and hasn’t held a similar
position before could still surprise you. Allow some leeway for a wild
card—that’s where the interview process comes in.
Conduct interviews

This is the most crucial step of the recruitment process. Since you have
already established the qualities you would like in a candidate, and since
you have vetted the incoming applications, you have set yourself up for
success—or at least not a total disaster. Now follow these tips to
determine whether this talented individual is the ideal choice

Of course, give the interviewee time to ask questions about the


company as well. You need to persuade them to join the company just
as much as they need to persuade you.

Collect feedback from all interviewers quickly while the candidate’s


responses are still fresh. Although you should gather feedback from
multiple people, most companies assign one person, the hiring
manager, to make the ultimate decision.

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

In 2015, 47% of declined offers happened due to candidates accepting


other positions. If you decide to hire the candidate, extend an offer
quickly to show your enthusiasm and avoid competing offers. If the
candidate seems hesitant, ask about their reservations. Remember what
you have learned during the interview process—consider how your
company fits in with this person’s career goals and motivations to seal
the deal.

Resource: https://resources.workable.com/tutorial/faq-hiring-process

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