Identify Hiring Needs

• Working closely with hiring managers to understand the skills and qualities needed for open positions.

• Defining the job requirements, responsibilities, and qualifications.

Create Job Descriptions

• Crafting clear and compelling job descriptions that attract the right candidates.

• Including key details such as responsibilities, qualifications, and any specific requirements.

Post Job Openings

• Utilizing various platforms to advertise job openings, job boards, and social media.

• Tailoring approach based on the target audience for each position.

Resume Screening

• Reviewing resumes to shortlist candidates who meet the basic requirements.

• Looking for relevant experience, skills, and qualifications.

Initial Contact and Pre-screening

• Reaching out to shortlisted candidates for an initial conversation.

• Assess their interest, availability, and basic qualifications.

Conduct Interviews

• Schedule and conduct interviews with candidates to assess their skills, experience, and cultural fit.

• Consider using a mix of phone, video, and in-person interviews.

Skills Assessment

• Depending on the role, implement skills assessments, tests, or assignments to evaluate candidates' capabilities.

Check References

• Contact previous employers or references provided by the candidate to verify their work history and performance.

Final Interviews

• Conduct final interviews with key decision-makers to ensure alignment with organizational goals and values.

Job Offer

• Extend a formal job offer to the selected candidate, including details such as salary, benefits, and start date.

Feedback and Continuous Improvement

• Gather feedback from hiring managers, candidates, and the recruitment team to improve the recruitment process continuously.

Document and Analyze

• Document the entire recruitment process for analysis and improvement.

• Track key metrics such as time-to-fill, cost-per-hire, and candidate satisfaction.