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recruitment checklist

Preparing for Recruitment

Determine the need for a new position or replacement.

Analyze the job requirements and create/upda te the job description.

Define the essential qualifications and skills needed for the role.

Determine the recruitment budget and resources available.

Obtain necessary approvals for the recruitment process.

Sourcing and Attracting Candidates

Decide on the sourcing channels (job boards, social media, referrals, etc.).

Prepare and post the job advertisement on selected platforms.

Utilize the company's careers page and/or job portal.

Leverage employee referrals and internal talent pools.

Engage with recruitment agencies, if required.

Develop a compelling employer brand message.

Managing Applications

Set up a dedicated email address or online application system.

Create a standardized application form or review template.

Screen applications against the defined job requirements.

Shortlist candidates based on initial screening.

Notify unsuccessful candidates and maintain communication.

Schedule and coordinate interviews with shortlisted candidates.

Interviewing and Assessing Candidates

Prepare interview questions and evaluation criteria.

Conduct initial phone screenings or video interviews.

Arrange face-to-face or panel interviews with shortlisted candidates.

Assess candidates' qualifications, skills, and cultural fit.

Conduct reference checks with provided contacts.

Engage other team members in the interview process, if applicable.

Making the Hiring Decision

Evaluate candidates' performance in interviews and assessments.

Discuss potential candidates with relevant stakeholders.

Document the final hiring decision and reasoning.

Prepare a job offer package, including compensation details.

Obtain necessary approvals for the job offer.

Extend the offer to the selected candidate and negotiate if required.

Onboarding and Orientation

Coordinate with relevant teams to prepare for the new hire's arrival.

Share necessary paperwork and ensure completion.

Arrange necessary equipment, workspace, and access.

Communicate the onboarding schedule and provide necessary information.

Conduct a comprehensive orientation program.

Assign a buddy or mentor to assist the new hire during the transition.

Post-Recruitment Activities

Update the recruitment database and applicant tracking system.

Conduct a post-recruitment evaluation for process improvement.

Collect feedback from hiring managers and candidates.

Monitor the new hire's performance during the probationary period.

Provide ongoing support and training as needed.

Celebrate successful recruitment and share best practices.

Note: The above checklist is a generic representation and should be customized to fit the specific needs and processes of each HR organization.

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