Complete 9-step recruitment process

Identify recruitment needs for vacant positions

The recruitment plan should also include information about budget, recruitment channels, and appropriate candidate assessment methods.

Step 3 - Design a job description

Drafting a job description (JD) is an important step in the hiring process. A detailed JD typically includes:

• Position Name: Name the position accurately such as "Sales Representative", "Production Manager", "Finance Specialist",...
• General position description: Clearly state the objectives, tasks, key responsibilities and activities to be performed, including short-term and long-term goals.
• Experience and Skill Requirements: Provide specific requirements for the experience, skills, and education required for each position.
• Working environment and corporate culture
• Benefits, compensation and benefits

Outlining a detailed JD helps candidates better understand the job, thereby making the right decision when applying. At the same time, it also helps businesses attract candidates who best suit their needs.

Drafting a job description is an important step in the recruitment process.

Step 4 - Search for talented candidates  

Attracting talented candidates and getting them to apply is the most important part of the recruitment process. Businesses can search for candidates through internal announcements and then post them on social media sites, job search sites, and recruitment applications. Generally, there are 2 recruitment sources to find talented candidates:

Internal Recruitment

For businesses, using internal resources to find potential candidates will help motivate employees to work more effectively and increase job satisfaction. In addition, internal recruitment also brings many benefits to businesses such as cost savings and less risk because they understand the people in the company.

External recruitment sources

For recruiting through external sources, there will be a large space with many choices and qualified candidates. The process will be significantly faster even with large-scale recruitment needs.

• Advertising will help employers build a solid brand foundation to attract talent. Businesses can apply this method by using print technology or electronic devices to achieve better results at low cost.
• A company's recruitment website not only conveys the company's working culture but also has a potential profile. This makes it easier for candidates to apply and also attracts talent in many fields.
• Social media platforms: Today, social media sites are platforms that provide potential sources of free candidates that businesses should not ignore. Typically, LinkedIn, Facebook or Twitter will bring businesses with high-quality candidates to fill vacancies.
• These applications will be the perfect solution for finding quality CVs. In addition, this is also a way for businesses to save costs as well as time storing personnel records and arranging interview schedules, etc.

Businesses can post job openings on their internal pages to take advantage of the company's human resources. In addition, recruitment websites are becoming more and more popular, businesses can post to attract potential candidates from outside.

Leverage internal and external recruiting to find potential candidates

Step 5 - Screening of potential candidates

In the recruitment process at a company, the HR department often has difficulty finding and selecting candidates from the list of candidates. However, employers can still solve this problem as follows:

• Based on the minimum requirements in the job description, select the appropriate resumes.
• Consider certifications, experience, and other specialized knowledge and skills that meet the requirements of the position to be placed in the priority group.
• Select candidates who meet the above 2 criteria.
• Make a list and type up any items that the candidate needs to clarify during the interview.

Choose the right profile

Step 6 - Conduct interviews with suitable candidates

The next step in the hiring process is to schedule interviews with the candidates the employer has selected. Depending on the size and needs of the business, consider choosing the following types of interview process :

• Telephone Interview: This is a quick and easy way to find potential candidates for face-to-face interviews. A brief conversation will help the HR department assess the candidate’s skills, qualifications and experience. Through this, the candidate can also make a good impression on the company.
• Businesses can create psychometric tests. You can rely on these tests to assess your personality, behavior, aptitude, communication skills, and many other skills needed for the job.
• Face-to-face interviews: are the final step before a company makes a job offer to a candidate. Interviews can be conducted by senior management and are reserved for a select few candidates. The company needs to agree on this step and have a list of backup candidates.

The interview is actually a two-way process, through which every candidate wants to know whether they are suitable for the company or not. The company needs to be polite and respectful when sharing with them the benefits of working here. Building an interview plan and training skills for employees is really important and necessary, which can affect the success of the recruitment process.

Face-to-face interviews may be conducted by senior management and are reserved for a select few candidates.

Step 7 - Conduct candidate evaluation and selection

To ensure a candidate fits into the company culture, businesses need to consider their values, ethics, and personality. For positions that require management skills, businesses need to assess the candidate's leadership ability.

Candidate assessment not only helps businesses select the most suitable candidates for the recruitment position, but also increases the success of the recruitment process and minimizes unwanted risks. Moreover, candidate assessment helps build a team of competent employees, integrated with the organizational culture, thereby contributing to the sustainable success of the business.

Find the right candidate after the interview

Step 8 - Send job offer letter to candidate

Sending a job offer letter to a candidate is an important step in the recruitment process. Through this offer letter, the company notifies the candidate that they have been selected and invites them to join the organization's staff.

The job offer letter should provide detailed information about the job, salary, benefits and other working conditions so that the candidate can prepare for the new job. This not only helps to respect the candidate but also shows the professionalism of the business in the recruitment process. This increases the possibility of the candidate accepting the offer and becoming a part of the organization.

Sending an offer letter to a candidate is an important step in the recruitment process.

Step 9 - Onboarding and welcoming new staff

Onboarding is the process of helping new employees quickly integrate into the working environment. Through this, they have the opportunity to understand the organizational culture, colleagues, regulations and policies, as well as the working processes of other departments. During the integration training, initial questions of new employees are also answered, trained and monitored their work process.

Onboarding also answers new employees' initial questions.