Once applications are submitted / received, recruiters review resumes, education credentials and other position specific criteria to determine if candidates meet the minimum qualifications. The objective is to narrow down the large pool of applicants to a manageable shortlist of the most promising candidates for further evaluation.
The shortlisted candidates are invited for one or more rounds of interviews. These can be one-on-one, panel, or group interviews, and may be conducted in-person or virtually. Interviews are designed to evaluate a candidate’s skills, experience, personality, and cultural fit. This stage may also include various assessments, such as skills tests, psychometric tests, or work-sample exercises.
After the interviews and assessments, the shortlisted candidates are subject to background and reference checks. This step verifies the information provided by the candidate, including their previous employment, educational qualifications, and sometimes a criminal background check. References from former employers or colleagues are contacted to gain further insight into the candidate’s work ethic and performance.
When a final decision is made, a formal job offer is extended to the chosen candidate. The offer letter typically includes the job title, start date, compensation package, and documents need to be submitted at the time of joining. The recruiter or the hiring manager may have a discussion with the candidate to negotiate and finalize the Salary offered.
The recruitment process doesn’t end with a signed offer letter. Onboarding is the final step that integrates the new hire into the organization. It includes activities like pre-employment health Check-ups, completing new hire paperwork, orientation, providing necessary training, and introducing them to their team and the company culture. A successful onboarding process ensures the new employee feels welcome and has the resources they need to be productive in their new role.