Updated Recruiting Process Checklist for 2020

Let’s admit it: finding the right employee isn’t exactly the easiest thing to do. Sometimes, it can feel like trying to find a chameleon in the dark. It takes a huge amount of effort and time to find the right candidate for any role. Now, the right employee isn’t just someone whose educational background and skills fit the job role. He/she also has to fit into the company’s cultural ethics and code of conduct.

If you’ve ever had to conduct a recruitment process before, you’d definitely understand how the Prince in Disney’s Cinderella felt when he had to search for the girl he danced with the night before. 

 

To ensure that you hire only the best candidate for the role in your organization, it’s advisable to have a checklist that would guide you through the entire process. Here is the ultimate recruitment checklist for 2020:

Identify the need for a new recruit

Just before you hop right into the hiring process, it’s important to map out what you’re looking for in clear terms. Why do you need a new employee? What void will they be filling? Make sure your objectives are clear. In the same vein, you will need to outline any gaps or missing skills that the new recruit needs to fill. This way, it would be easier to determine which candidate is a good fit for the role.

Create a job description

This is the most important step in the recruitment process. In today’s world, candidates tend to choose which jobs to apply for based on the contents of the job description. As such, it is important to make the job description as clear and compelling as possible. The criteria for selection must be stated boldly. You should also include other relevant information in the description. For instance, if the job opening is for an essay writing service that requires candidates to work from home, this requirement should be stated in the job description.

Also, determine the appropriate salary range for the position and include this in the job description. This way, candidates will understand what exactly they are getting into.

Post the job description on all relevant platforms

Now that you’ve created the job description, what’s next? Well, the next step is to post the job postings on all relevant platforms. You may decide to try out social media platforms such as Facebook, Twitter, and Instagram. If you’re looking to get the job posting across to as many people as possible, LinkedIn is a great place to start. Here, you would find a wide range of potential candidates who have the right qualifications and skills.

You could also try using sponsored ads to increase your reach and get across to more candidates. 

Select candidates

Once you have sent out the job opening, you’d most likely get an influx of applications. Now, this is where it gets hectic. Sift through the applications you have and select candidates whose qualifications and skills fit the criteria. Try not to lower your standards unless it is absolutely necessary.

Plan and conduct interview

After selecting your preferred candidates, you will need to start planning for an interview. Create a schedule and space for the interview. You could use an empty office or conference room for the interview. Once this is done, start contacting the shortlisted candidates to know if they would be available for the interview. The interview will help you realize which candidate is fit for the role.

After choosing your preferred candidate, send out an offer letter to him/her immediately.

Reach out to candidates who were not selected

A lot of recruitment officers often skip this step. However, it is an important step that speaks highly of your company’s ethics. Contact the candidates who weren’t chosen for the role and give them feedback. If you came across any candidate who had impressive qualifications but just wasn’t right for the role, you could save their details on your system using any reliable HR software. This way, if a more suitable role opens up, you can contact them.

To learn more about recruitment methods, download our ebook now.

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Onboard new employee

Now that you are done with the hiring process, it’s time to move on to the onboarding process. Start by introducing them to the rest of the team and helping them feel comfortable. Next, show them around the office space and teach them everything they need to know about their new role. It is important that you make your new recruit as comfortable as possible. Let them know that they can always reach out to you if they have any questions.

Voila! You have successfully completed the recruiting process.

Author’s Bio: Amanda Dudley is a seasoned writer and lecturer with a Ph.D. in History from Stanford University. With a clear passion for teaching and helping students achieve their goals, she has spent over a decade lecturing and guiding students from different walks of life. Amanda currently offers flawless essay writing services at EssayUSA. With an understanding of how difficult essay writing can be, she aims at delivering well-written papers even before set deadlines. 

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