What is the Recruitment Process?

Use this guide to assess the seven steps of your recruitment process.

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What is the Recruitment Process?

Recruitment is an involved process that covers identifying, attracting, screening, interviewing, and selecting potential employees. That’s why many companies outsource their recruitment. It is time- and resource-intensive to find quality candidates without an effective recruitment process. However, most recruiting is still done in-house.

The recruitment process is typically handled by a hiring manager, HR team, recruiters, or a combination. The recruitment process is dedicated to finding candidates with the best skills and experience relevant to an open position and eventually onboarding that employee. Establishing best practices for the recruitment process allows you to quickly and efficiently find qualified candidates.

Building an effective recruitment process takes planning, constant evaluation, and the right tools to make it happen. These include tools that allow you to automate the most mundane parts of the process. Automation enables you to measure the effectiveness of your recruitment process — time-to-hire and quality of hire. Automation in the recruitment process will enable you to cut out much of the manual data entry and phone screening that takes up recruiters’ time. Consequently, eliminating these repetitive tasks allows recruiters to focus on identifying the best talent faster.

Recruitment Process Steps

Although the hiring process can look different from industry to industry, the recruitment steps look very much the same, with rare exceptions. They run the entire length of the recruitment cycle, from identifying the need for a new hire to the onboarding of a new employee.

That’s why today we’re going to take a brief look at some of the steps in the recruitment and selection process.

  1. Identify needs - Every recruitment process begins by recognizing the need for a new hire. Consider if there are gaps in your current team or if your business has new needs in terms of ability and performance. The key in this step is recognizing the need before it becomes a problem. You should identify the knowledge, skills, and experience required to fill this position at this stage.

  1. Preparation - After identification, begin preparing a comprehensive overview of your ideal candidate and what you’re looking to offer them. Preparing will allow you to create a checklist to reference later during the selection process. It is at this stage that you will create your job description.

  1. Source - Before you can screen candidates, they need to apply. Candidate sourcing is the process of attracting applicants to your hiring process. It can be achieved through many ways, such as job listings, job fairs, employer referrals, and any number of other methods.

  1. Screening - From here, it’s time to screen. Begin sorting out the qualified and unqualified candidates who have applied and shortlist the candidates worth moving to the main interview phase. Screening is one of the longest parts of the hiring process, where many recruiters say they spend three-quarters of their time. However, again, using tools such as on-demand phone interviews can drastically reduce the time recruiters spend at this stage.

  1. Interviewing - Once you’ve reduced your candidate pool to a handful of qualified candidates, it’s time for the interview process. For some companies, this stage consists of multiple rounds of interviews, but the goals remain the same: assessing if the candidate is the best fit for the role.

  1. Selection - After interviewing, it’s finally time to select a candidate. At this stage, you should have a strong feel for who to choose for the role. Be sure to check the candidate’s references and verify all of their relevant details. If everything is in order, draft the employment contract and make your offer to your candidate.

  1. Onboarding - Once your chosen application accepts your offer, there’s one last vital step to improve retention and employee productivity: onboarding. This stage is entirely dedicated to settling a new hire into their position. Ensure they have all the tools they need and review company policies.

Hiring teams can enhance their hiring process at every one of these stages by adopting the right tools. For example, on-demand phone interviews can assist recruiters in sourcing, screening, and interviewing candidates.

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Selection Process in Recruitment

Of these steps, the selection process in recruitment is worth discussing further. Selection is specifically the process of identifying a candidate from your pool of applications with the qualifications you want. Essentially, it’s separating the qualified and unqualified candidates via various techniques.

Selection activities include:

  • Screening
  • Eliminating unqualified candidates
  • Checking references
  • Aptitude tests
  • And interviews

In terms of the recruitment process in HR, the selection process is specifically identifying the most suitable candidate to fill a vacant position. Whereas recruitment involves finding and sourcing candidates to potentially fill a position, selection is the negative process of rejecting unfit candidates to find the best talent available.

Screening Process

We touched on the screening process, but similar to selection, it is worth touching on again. Screening in HR depends on reviewing candidates to filter the unqualified candidates from the qualified. Recruiters review applicants for their education, experience, and skills to achieve this.

As such, it’s a vital process for the entire recruitment process. Screening and evaluating candidates before they reach the interview stage saves recruiters and hiring managers time on interviewing. Rather than interviewing the entire 200 applicants that applied for a position, screening can reduce this number to the best 30 of those applicants.

There are a number of ways to approach screening in the recruitment process. However, on-demand phone interviews remain the most effective.

Traditional phone interviews, of course, serve the same purpose However, as the recruiting world continues to evolve, so do the demands on recruiters. More and more companies are facing high-volume hiring drives, and using traditional methods to keep pace is simply burning out recruiters.

On-demand phone interviews, on the other hand, allow recruiters to shortlist candidates faster, rather than spending 30 minutes on each candidate, recruiters can screen candidates in 3 to 5 minutes. But how is this possible? The answer is simple — asynchronous interviews.

Asynchronous interviews drastically reduce the time recruiters spend screening and allow them to focus on the most important parts of the recruitment process. Recruiters simply record their end of the interview, which is delivered to hundreds of candidates. The candidates, in turn, are able to record their responses and return them at a time of their convenience.

Once these interviews return to the recruiter, they can listen to them as if they were a podcast as they work on other tasks. So, not only does the recruiter finish the screening process faster, but they can also redirect attention elsewhere for a more efficient hiring process.

If you would like to experience the power of on-demand phone interviews firsthand, start your pilot with Qualifi today.

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