Generating a job description that includes a prioritized list of job requirements, special qualifications, desired characteristics, and requisite experience. The job description should also include information regarding salary and benefits.
Beyond simple job posts, the hiring staff should reach out directly to desirable candidates or create a pool of applicants from which you can draw great candidates by putting the word out via:
Review the applications and eliminate any candidate who does not meet the minimum requirements for the position or the company more generally.
The skills fit interview comes in various shapes and sizes. Whether it’s a technical screening, mock call or even specific questions about your candidate’s past performance, the skills fit is your chance to see whether or not your candidate has the basic, essential skills to succeed in your open role.
Determine if applicants possess the requisite qualifications to fill the position and align with an organization’s culture and values.
The most make-or-break moment of the entire recruitment process. Get the information you need to say goodbye to a candidate or extend them an offer to become part of your team.
After assessment, once the candidate accepts the job offer they are hired. An accepted offer letter begins a process of filling out and filing paperwork related to employment.
Welcoming in a professional way will help integrate them in a manner that lays the groundwork for a long-term productive relationship between them and your company.
1. Establish your new employee procedures, beforehand
2. Start onboarding
before day one
3. Include in onboarding best practices
into your procedures
4. Provide materials
for the training