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Recruitment, Stages of Recruitment Process 

Wednesday, March 3rd, 2021

Recruiting is the process of identifying, attracting, and evaluating qualified job seekers. The mission aims to increase the pool of employees within a given organization. The task is not a simple one since it requires critical attention to detail. Otherwise, the whole approach becomes jeopardized hence choosing unqualified people. During such moments, the recruiter does not have time luxury, and they must use only effective methods and tools to achieve the goal within the specified period. The technique involves different stages. Each of them is dependent on the previous.


Failure to plan is planning to fail. The need is not an exception to the recruitment process. Whether it is the HR department doing this or an outsourced firm, preparation is vital. The first step to undertake is to have an in-depth understanding of the vacancies. Companies have different needs. The openings might be in accounts, finance, or marketing departments. The information is crucial as it is the first guideline to help in the vetting process. The recruiter should come up with a list of employees they would like to attract. Unfortunately, not everyone who applies makes it to the interview. Some might end up bailing out or unresponsive. The number of applicants must be more than what the company needs. With an excess, the interviewer wil manage to scrutinize and only select motivated people. The goal of this stage is to define the requirements.

Strategy Development.

The data acquired from the previous phase promotes the development of relevant strategies. The recruiting body must come up with methods and tools that will efficiently work for specific needs. There are varying approaches that can get employed, depending on the employer’s position and needs. However, either of them works towards an effective evaluation process without exploiting any resources. Depending on the number of employees needed, there is an option to hire professionals or less skilled people then further invest in training. Also, the method of advertisement is quite crucial. You need to evaluate the different avenues since the aim is to attract only suitable candidates.

Attracting Candidates.

Once the recruiter has the right tools to forge on, the next step is to make adverts and consequently attract applications. This phase is critical. Without proper planning, the firm can only attract unqualified people, thus wastage of time and resources. The most effective method here is advertising. It can either be through print or digital media. However, it has to be an intentional task which only attracts a specific group of people who meet the companies requirements. A preliminary study is one way of achieving this goal.


When you finally have the appropriate number of applicants, the next step is assessment. The interviewing process is quite extensive and might involve tests, scrutinizing the candidates, and reviewing their documentation. The goal here is to match the education, skills, competencies, and needs of the employer. Additionally, the recruiter must enlighten the applicants about the duties and responsibilities, employment terms, and salary. At this juncture, the candidate will know if they can take the job or not.


The selection process paves the way for the employer to meet all the applicants, choosing the few that seem ideal for the vacancies. With the list of eligible candidates, follow another meeting to offer employment. The interviewees now become part of the organization. They must sign the employment contract, a written record of what the interviewer provided during the assessment.

The approaches taken by different recruiters could vary depending on the goals of the company. However, the above process is standard for any employer who wants to increase its employees’ range with the best.