Recruitment Process | Sourcing to Onboarding a New Employee
8 minutes read

Recruitment Process | Sourcing to Onboarding a New Employee

A well-structured recruitment process can assist you in identifying talented candidates who can fulfill their job responsibilities, blend well with your company’s culture, and collaborate effectively with your current team. It also allows you to build a strong team of employees who can help to grow the organization. In this post, we will see what a recruitment process is, explain its importance, and explore the steps that you should take to hire qualified candidates.



What Is the Recruitment Process?

The recruitment process is one of the essential processes of HRD that involves everything from finding to onboarding new employees in an organisation to fill vacant positions. And also, it is an effective recruitment process that can help an organisation to reduce employee turnover rate and ensure only skilled and qualified candidates join the organisation. This shall also include identifying vacancies, analyzing the requirements, creating job descriptions, receiving and reviewing the application, shortlisting candidates, conducting interviews, hiring the selected candidate, and then onboarding the new candidates.

Importance of the Recruitment Process

The recruitment process is important for organisations due to various reasons such as:

  • It can help you to increase the quality and quantity of talent bridge by attracting and reaching out to talented candidates through various channels.
  • It can reduce your time and cost of hiring by screening and evaluating candidates effectively and efficiently.
  • Matching employee’s personalities, skills, and expectations with the role, responsibilities, and company’s culture can improve their fit and retention.
  • It can enhance the company’s reputation and brand by creating a positive and professional image among the candidates and the market.
  • Providing the human resources that are essential for achieving the organizational goals and vision can support the company‘s growth and success.

So, a well-structured recruitment process is an important part of HR management that helps to execute and ensure the best outcome for the company and the candidates.

7 Steps of the Recruitment Process

rreceuitment process steps

Following are the essential steps that HR needs to follow such as –

  1. Planning

    As an HR, you need to identify the company’s hiring needs and then create job descriptions for those specifications that are vacant to fill. In the Job description, you need to mention qualifications, roles and responsibilities, required experience, and company description so that candidates can understand the requirements and can apply. Before creating a JD, Ensure that you made a job description based on team inputs, budget, and your analysis.

  2. Sourcing strategy

    Through various channels, job boards, social media posts, referrals, headhunting, job fairs, college campus selection, and others, you can attract and reach out to talented candidates. But before posting the job advertisement, make sure that you are not using complex language or jargon that makes it difficult to understand.

Basically, there are two types of sources –

  • External sources – Job portal, advertising, social networking, career site of the company, job fair, placement agency, campus placement, professional bodies and others.
  • Internal sources – previous application, a retired employee, existing employee, transfer, promotion, and others.

3. Shortlisting and screening

The next step of the recruitment process is to review and shortlist the application or resume of the candidates who will be the most suitable ones for further evaluation. This is where you can face difficulties and challenges to shortlist the candidates.

There are some import processes that you need to follow –

  • Based on the qualification, screen the application.
  • Next, shortlist the applications with preferred credentials by looking for relevant experience, certification, expertise area, and technical skills required for the roles.
  • Then, shortlist the candidates who meet your requirements.
  • Lastly, during the interview, you can flag any concerns or queries in the resume that they can clarify.

4. Interviewing

Now, you move to conduct interviews with the shortlisted candidates, either by phone, video, or in person, to assess their skills, personality, and fit for the role and the company culture.

5. Offer for the job

Lastly, select the best candidate for the position and make a job offer, which includes various parameters such as salary, benefits, joining date and timing, and other terms and conditions of employment.

6.Evaluations and hiring

After finalizing the hiring process by conducting background verification, references, and completing the paperwork, inform the other candidates about the outcome of the recruitment process and provide feedback if requested.

7. Onboarding new candidates

After providing the candidates with the offer letter, welcome and provide them with the necessary training, orientation, and support to help them integrate into the team and the organization.


What is the difference between recruitment, hiring, and sourcing?

These are interconnected with each other:

  • Recruitment is the entire process, from job advertisement to onboarding process.
  • Hiring is the method by which an organization decides on its final candidates and then moves through selecting one to fill the vacant position.
  • However, the sources are the first steps of the entire recruitment process. This is the process of actively looking for and identifying the suitable candidates that you want for your vacant position.

This is the end of our discussion on the Recruitment Process. Let us know your other questions and opinions on this topic. Mention below the comment box.

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