3.

0 Process Flow of Activities

3.1 Recruitment Process

i i. Recruitment Planning

Recruitment planning is the first step of the recruitment process which analyses and
describes the available vacancies. It contains job specifications and the nature,
experience, qualifications and skills needed for the job. A structured recruitment plan is
compulsory for attracting potential candidates from a pool of applicants. Potential
candidates should be qualified, experienced with the ability to take on the responsibilities
needed to achieve the organization's goals.
The first recruitment plan process is to recognize the job vacancy. The procedure starts
by receiving the recruiting request from different divisions of the company to the HR
department, which includes the number of positions to be filled, the number of roles,
duties and responsibilities to be filled, and the final qualification and experience required.
When finding a vacancy, it is the duty of the sourcing manager to decide whether or not
the role is necessary, permanent or temporary, full-time or part-time. These parameters
need to be assessed before starting recruitment. 7
i ii. Strategy Development

Recruiting strategy is the second phase in the recruitment process, in which a resource
selection plan is planned. After the planning of job descriptions and job specifications is
completed, the next step is to determine which strategy to follow for hiring the
organization's potential candidates. While preparing a recruitment strategy, the HR team
considers the following points which are recruitment type, geographical area and
sources of recruitment. Developing a recruitment strategy is a long process but it is
mandatory to have a proper strategy to attract the right candidates. The steps involved in
developing a recruitment strategy include setting up a board team, analysing HR
strategy, gathering available data, analysing the data gathered and setting the
recruitment strategy.
i iii. Searching the Right Candidates

Searching is the recruitment process where the resources are obtained according to the
job requirement. Once the recruitment plan is done, it will initiate the search for
candidates. Searching involves the job seeker being attracted to the vacancies. The
sources are divided two major categories which are internal and external sources.
Internal recruitment sources refer to the hiring of employees within the organization
through promotions, transfers, former employees, internal advertising, referral of
employees and previous applicants. While, external recruiting sources relate to hiring
non-organizational workers by direct recruitment, work markets, employment agencies,
ads, professional societies, and training campuses.
i iv. Screening

After completion of the candidate sourcing process, screening begins. Screening is the
method of selecting the applicants' applications for further selection. Screening is an
important step in the recruitment process which helps to eliminate unqualified or
irrelevant candidates received through sourcing. The recruitment screening process
consists of three steps which step 1 reviews the resumes and covers letters, step 2
conducts the interview and step 3 identifies the top candidates. Reviewing is the first
step of screening candidates because in this process the candidates' resumes are
reviewed and checked for the education, work experience and overall background of the
candidates that match the job requirement. The second stage of screening candidates is
to conduct the interview. In this process the hiring manager contacts the candidates via
phone or video. The screening process helps to verify whether the 8
applicants are participating or available. The final step of screening the candidates is to
classify the top candidates. The top layer of resumes is shortlisted in this process which
makes a decision easy for the hiring manager.
i v. Evaluation and Control

Evaluation and control are the last stage in the recruitment process. Efficacy and validity of the
process and methods are assessed in this process. Recruitment is a costly process, so it's
important to thoroughly assess the performance of the recruitment process. The expenses
incurred during the recruiting process must be measured and efficiently managed. These include
recruiters' wages, cost of ads, and time spent by the management and the employee in
preparing job description, job specifications and interviews.
3.0 Process Flow of Activities
3.1 Recruitment Process

ii i. Recruitment Planning

Recruitment planning is the first step of the recruitment process which analyses and
describes the available vacancies. It contains job specifications and the nature,
experience, qualifications and skills needed for the job. A structured recruitment plan is
compulsory for attracting potential candidates from a pool of applicants. Potential
candidates should be qualified, experienced with the ability to take on the responsibilities
needed to achieve the organization's goals.
The first recruitment plan process is to recognize the job vacancy. The procedure starts
by receiving the recruiting request from different divisions of the company to the HR
department, which includes the number of positions to be filled, the number of roles,
duties and responsibilities to be filled, and the final qualification and experience required.
When finding a vacancy, it is the duty of the sourcing manager to decide whether or not
the role is necessary, permanent or temporary, full-time or part-time. These parameters
need to be assessed before starting recruitment. 7
ii ii. Strategy Development

Recruiting strategy is the second phase in the recruitment process, in which a resource
selection plan is planned. After the planning of job descriptions and job specifications is
completed, the next step is to determine which strategy to follow for hiring the
organization's potential candidates. While preparing a recruitment strategy, the HR team
considers the following points which are recruitment type, geographical area and
sources of recruitment. Developing a recruitment strategy is a long process but it is
mandatory to have a proper strategy to attract the right candidates. The steps involved in
developing a recruitment strategy include setting up a board team, analysing HR
strategy, gathering available data, analysing the data gathered and setting the
recruitment strategy.
ii iii. Searching the Right Candidates

Searching is the recruitment process where the resources are obtained according to the
job requirement. Once the recruitment plan is done, it will initiate the search for
candidates. Searching involves the job seeker being attracted to the vacancies. The
sources are divided two major categories which are internal and external sources.
Internal recruitment sources refer to the hiring of employees within the organization
through promotions, transfers, former employees, internal advertising, referral of
employees and previous applicants. While, external recruiting sources relate to hiring
non-organizational workers by direct recruitment, work markets, employment agencies,
ads, professional societies, and training campuses.
ii iv. Screening

After completion of the candidate sourcing process, screening begins. Screening is the
method of selecting the applicants' applications for further selection. Screening is an
important step in the recruitment process which helps to eliminate unqualified or
irrelevant candidates received through sourcing. The recruitment screening process
consists of three steps which step 1 reviews the resumes and covers letters, step 2
conducts the interview and step 3 identifies the top candidates. Reviewing is the first
step of screening candidates because in this process the candidates' resumes are
reviewed and checked for the education, work experience and overall background of the
candidates that match the job requirement. The second stage of screening candidates is
to conduct the interview. In this process the hiring manager contacts the candidates via
phone or video. The screening process helps to verify whether the 8
applicants are participating or available. The final step of screening the candidates is to
classify the top candidates. The top layer of resumes is shortlisted in this process which
makes a decision easy for the hiring manager.
ii v. Evaluation and Control

Evaluation and control are the last stage in the recruitment process. Efficacy and validity of the
process and methods are assessed in this process. Recruitment is a costly process, so it's
important to thoroughly assess the performance of the recruitment process. The expenses
incurred during the recruiting process must be measured and efficiently managed. These include
recruiters' wages, cost of ads, and time spent by the management and the employee in
preparing job description, job specifications and interviews.
3.0 Process Flow of Activities
3.1 Recruitment Process

iii i. Recruitment Planning

Recruitment planning is the first step of the recruitment process which analyses and
describes the available vacancies. It contains job specifications and the nature,
experience, qualifications and skills needed for the job. A structured recruitment plan is
compulsory for attracting potential candidates from a pool of applicants. Potential
candidates should be qualified, experienced with the ability to take on the responsibilities
needed to achieve the organization's goals.
The first recruitment plan process is to recognize the job vacancy. The procedure starts
by receiving the recruiting request from different divisions of the company to the HR
department, which includes the number of positions to be filled, the number of roles,
duties and responsibilities to be filled, and the final qualification and experience required.
When finding a vacancy, it is the duty of the sourcing manager to decide whether or not
the role is necessary, permanent or temporary, full-time or part-time. These parameters
need to be assessed before starting recruitment. 7
iii ii. Strategy Development

Recruiting strategy is the second phase in the recruitment process, in which a resource
selection plan is planned. After the planning of job descriptions and job specifications is
completed, the next step is to determine which strategy to follow for hiring the
organization's potential candidates. While preparing a recruitment strategy, the HR team
considers the following points which are recruitment type, geographical area and
sources of recruitment. Developing a recruitment strategy is a long process but it is
mandatory to have a proper strategy to attract the right candidates. The steps involved in
developing a recruitment strategy include setting up a board team, analysing HR
strategy, gathering available data, analysing the data gathered and setting the
recruitment strategy.
iii iii. Searching the Right Candidates

Searching is the recruitment process where the resources are obtained according to the
job requirement. Once the recruitment plan is done, it will initiate the search for
candidates. Searching involves the job seeker being attracted to the vacancies. The
sources are divided two major categories which are internal and external sources.
Internal recruitment sources refer to the hiring of employees within the organization
through promotions, transfers, former employees, internal advertising, referral of
employees and previous applicants. While, external recruiting sources relate to hiring
non-organizational workers by direct recruitment, work markets, employment agencies,
ads, professional societies, and training campuses.
iii iv. Screening

After completion of the candidate sourcing process, screening begins. Screening is the
method of selecting the applicants' applications for further selection. Screening is an
important step in the recruitment process which helps to eliminate unqualified or
irrelevant candidates received through sourcing. The recruitment screening process
consists of three steps which step 1 reviews the resumes and covers letters, step 2
conducts the interview and step 3 identifies the top candidates. Reviewing is the first
step of screening candidates because in this process the candidates' resumes are
reviewed and checked for the education, work experience and overall background of the
candidates that match the job requirement. The second stage of screening candidates is
to conduct the interview. In this process the hiring manager contacts the candidates via
phone or video. The screening process helps to verify whether the 8
applicants are participating or available. The final step of screening the candidates is to
classify the top candidates. The top layer of resumes is shortlisted in this process which
makes a decision easy for the hiring manager.
iii v. Evaluation and Control

Evaluation and control are the last stage in the recruitment process. Efficacy and validity of the
process and methods are assessed in this process. Recruitment is a costly process, so it's
important to thoroughly assess the performance of the recruitment process. The expenses
incurred during the recruiting process must be measured and efficiently managed. These include
recruiters' wages, cost of ads, and time spent by the management and the employee in
preparing job description, job specifications and interviews.
3.0 Process Flow of Activities
3.1 Recruitment Process

iv i. Recruitment Planning

Recruitment planning is the first step of the recruitment process which analyses and
describes the available vacancies. It contains job specifications and the nature,
experience, qualifications and skills needed for the job. A structured recruitment plan is
compulsory for attracting potential candidates from a pool of applicants. Potential
candidates should be qualified, experienced with the ability to take on the responsibilities
needed to achieve the organization's goals.
The first recruitment plan process is to recognize the job vacancy. The procedure starts
by receiving the recruiting request from different divisions of the company to the HR
department, which includes the number of positions to be filled, the number of roles,
duties and responsibilities to be filled, and the final qualification and experience required.
When finding a vacancy, it is the duty of the sourcing manager to decide whether or not
the role is necessary, permanent or temporary, full-time or part-time. These parameters
need to be assessed before starting recruitment. 7
iv ii. Strategy Development

Recruiting strategy is the second phase in the recruitment process, in which a resource
selection plan is planned. After the planning of job descriptions and job specifications is
completed, the next step is to determine which strategy to follow for hiring the
organization's potential candidates. While preparing a recruitment strategy, the HR team
considers the following points which are recruitment type, geographical area and
sources of recruitment. Developing a recruitment strategy is a long process but it is
mandatory to have a proper strategy to attract the right candidates. The steps involved in
developing a recruitment strategy include setting up a board team, analysing HR
strategy, gathering available data, analysing the data gathered and setting the
recruitment strategy.
iv iii. Searching the Right Candidates

Searching is the recruitment process where the resources are obtained according to the
job requirement. Once the recruitment plan is done, it will initiate the search for
candidates. Searching involves the job seeker being attracted to the vacancies. The
sources are divided two major categories which are internal and external sources.
Internal recruitment sources refer to the hiring of employees within the organization
through promotions, transfers, former employees, internal advertising, referral of
employees and previous applicants. While, external recruiting sources relate to hiring
non-organizational workers by direct recruitment, work markets, employment agencies,
ads, professional societies, and training campuses.
iv iv. Screening

After completion of the candidate sourcing process, screening begins. Screening is the
method of selecting the applicants' applications for further selection. Screening is an
important step in the recruitment process which helps to eliminate unqualified or
irrelevant candidates received through sourcing. The recruitment screening process
consists of three steps which step 1 reviews the resumes and covers letters, step 2
conducts the interview and step 3 identifies the top candidates. Reviewing is the first
step of screening candidates because in this process the candidates' resumes are
reviewed and checked for the education, work experience and overall background of the
candidates that match the job requirement. The second stage of screening candidates is
to conduct the interview. In this process the hiring manager contacts the candidates via
phone or video. The screening process helps to verify whether the 8
applicants are participating or available. The final step of screening the candidates is to
classify the top candidates. The top layer of resumes is shortlisted in this process which
makes a decision easy for the hiring manager.
iv v. Evaluation and Control

Evaluation and control are the last stage in the recruitment process. Efficacy and validity of the
process and methods are assessed in this process. Recruitment is a costly process, so it's
important to thoroughly assess the performance of the recruitment process. The expenses
incurred during the recruiting process must be measured and efficiently managed. These include
recruiters' wages, cost of ads, and time spent by the management and the employee in
preparing job description, job specifications and interviews.
3.0 Process Flow of Activities
3.1 Recruitment Process

v i. Recruitment Planning

Recruitment planning is the first step of the recruitment process which analyses and
describes the available vacancies. It contains job specifications and the nature,
experience, qualifications and skills needed for the job. A structured recruitment plan is
compulsory for attracting potential candidates from a pool of applicants. Potential
candidates should be qualified, experienced with the ability to take on the responsibilities
needed to achieve the organization's goals.
The first recruitment plan process is to recognize the job vacancy. The procedure starts
by receiving the recruiting request from different divisions of the company to the HR
department, which includes the number of positions to be filled, the number of roles,
duties and responsibilities to be filled, and the final qualification and experience required.
When finding a vacancy, it is the duty of the sourcing manager to decide whether or not
the role is necessary, permanent or temporary, full-time or part-time. These parameters
need to be assessed before starting recruitment. 7
v ii. Strategy Development

Recruiting strategy is the second phase in the recruitment process, in which a resource
selection plan is planned. After the planning of job descriptions and job specifications is
completed, the next step is to determine which strategy to follow for hiring the
organization's potential candidates. While preparing a recruitment strategy, the HR team
considers the following points which are recruitment type, geographical area and
sources of recruitment. Developing a recruitment strategy is a long process but it is
mandatory to have a proper strategy to attract the right candidates. The steps involved in
developing a recruitment strategy include setting up a board team, analysing HR
strategy, gathering available data, analysing the data gathered and setting the
recruitment strategy.
v iii. Searching the Right Candidates

Searching is the recruitment process where the resources are obtained according to the
job requirement. Once the recruitment plan is done, it will initiate the search for
candidates. Searching involves the job seeker being attracted to the vacancies. The
sources are divided two major categories which are internal and external sources.
Internal recruitment sources refer to the hiring of employees within the organization
through promotions, transfers, former employees, internal advertising, referral of
employees and previous applicants. While, external recruiting sources relate to hiring
non-organizational workers by direct recruitment, work markets, employment agencies,
ads, professional societies, and training campuses.
v iv. Screening

After completion of the candidate sourcing process, screening begins. Screening is the
method of selecting the applicants' applications for further selection. Screening is an
important step in the recruitment process which helps to eliminate unqualified or
irrelevant candidates received through sourcing. The recruitment screening process
consists of three steps which step 1 reviews the resumes and covers letters, step 2
conducts the interview and step 3 identifies the top candidates. Reviewing is the first
step of screening candidates because in this process the candidates' resumes are
reviewed and checked for the education, work experience and overall background of the
candidates that match the job requirement. The second stage of screening candidates is
to conduct the interview. In this process the hiring manager contacts the candidates via
phone or video. The screening process helps to verify whether the 8
applicants are participating or available. The final step of screening the candidates is to
classify the top candidates. The top layer of resumes is shortlisted in this process which
makes a decision easy for the hiring manager.
v v. Evaluation and Control

Evaluation and control are the last stage in the recruitment process. Efficacy and validity of the
process and methods are assessed in this process. Recruitment is a costly process, so it's
important to thoroughly assess the performance of the recruitment process. The expenses
incurred during the recruiting process must be measured and efficiently managed. These include
recruiters' wages, cost of ads, and time spent by the management and the employee in
preparing job description, job specifications and interviews.