The Stages of the Recruitment & Selection Process

When a company seeks to fill a position vacancy, there are typically certain hiring processes and procedures which must be followed to hire for an open position. In some cases, a company is required to follow certain procedures according to federal or state labour laws. In other instances, a company may have certain established policies that have been put in place by a corporate human resources department or by company managers and leaders.

Position Allocation

Typically, a company's internal hiring department or manager must make a declaration regarding the actual availability of a given position. Once an existing employee gives notice or is terminated, the human resources department must review the responsibilities and duties of the position and make the determination as to whether a new candidate should be found to fill the position or whether the duties of the position could be siphoned off to other departments and existing positions. The creation of a new position also requires a review of the current workforce and the duties which must be completed within the company. When the internal hiring department or human resources department receives proper clearance, the position vacancy will be declared and recruitment can begin.

Candidate Sourcing

When a position vacancy has been established, the human resources department will create a position description to provide details on the duties and responsibilities required of the role. A profile for a suitable candidate will be created with the desired education, skills and experience. The job description and desired candidate description will be advertised on the company job board, in newspaper classifieds, with headhunters and staffing agencies or on Internet job sites.

Application Review

As resumes and job applications are submitted by job seekers, a hiring manager or human resources member will review all applications for suitable matches and begin to target potential candidates. Ineligible candidates will be excluded and those with the desired skills and experience may be contacted to schedule an interview.

Interviewing

Potential candidates will be invited to attend an interview. The interview round may include a phone interview and a face to face meeting with one or several company managers. Candidates will be asked specific questions about their background, education and experience to determine whether a match can be made to the needs of the position. A hiring candidate may be asked to return for second and even third interviews.

Competency Testing

Certain companies and industries may require a hiring candidate to complete certain tests relevant to the position. Basic personality testing as well as a skills assessment test may be administered to determine whether or not a candidate would be successful in the position and in fulfilling the technical needs of the role.

Candidate Selection

Once a viable candidate has been identified and successfully passed through all of the required recruitment stages, an offer of employment can be made. In some cases the hiring offer may be contingent on successful completion of an employee background check or additional certifications required for the position.

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About the Author

Sara Melone is a mother of three and a graduate of UNH. With prior careers in insurance and finance, photography, as well as certifications in fitness and nutrition, Melone draws directly from past experience and varying interests. She contributes with equal passion to birth journals, investment blogs, and self-help websites.

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